S. Douglas Smith - United States Army Recruiting Command ... · L. Pearl Ingram Associate Editor Walt Kloeppel ... Staff Sgt. Patricia Castor and Staff Sgt. James ... once I was situated

November 2006Volume 58, Issue 11

The Recruiter Journal (ISSN 0747-573X) isauthorized by AR 360-1 for members of theU.S. Army. Contents of this publication are notnecessarily official views of, or endorsed by,the U.S. Government, Department of Defense,Department of the Army, or the U.S. ArmyRecruiting Command. It is published monthlyusing offset printing by the Public AffairsOffice, U.S. Army Recruiting Command, ATTN:RCMPO-PA, Building 1307, Third Avenue,Fort Knox, KY 40121-2726; telephone DSN536-0167, commercial 502-626-0167, fax 502-626-0924. Printed circulation: 13,600.

Deadline for submission of material is the firstof the month prior to publication.

Periodicals postage paid at Fort Knox, Ky.,and at additional mailing office.

POSTMASTER - Send address changes to:Cdr, U.S. Army Recruiting CommandATTN: RCMPO-PA (Recruiter Journal)1307 Third AvenueFort Knox, KY 40121-2725

U.S. Army Recruiting Command

Commanding GeneralMaj. Gen. Thomas P. BostickPublic Affairs Officer

S. Douglas SmithEditor

L. Pearl IngramAssociate Editor

Walt KloeppelAssociate EditorMary Kate Chambers

Cover DesignJoyce Knight

E-mail address:[email protected] address:h t t p : / / h q . u s a r e c . a r m y . m i l / a p a /rjournal.htm

Contents

9The program takes lessons learned to a virtual forum and adds dialog forrecruiters to be able to share information.

USAREC Joins Battle Command Knowledge System

Features

Headquarters welcomed Command Sgt. Maj. Martin Wells andhonored Command Sgt. Maj. Harold Blount in a ceremony Sept. 22.

5 New Command Sergeant Major Arrives at USAREC

6The Army met its Fiscal Year 2006 mission ahead of time and markedthe occasion in Times Square Sept. 22.

Secretary of the Army Enlists No. 80,000

7A survey of detailed recruiters was conducted to determine the needfor changes in USAREC policy to increase conversions to 79R.

Survey Says ...

Recruit the Reserve Recruiter

12 The Office FriendHelp prevent the release of personal data and information labeled ForOfficial Use Only or FOIA. Use a shredder for sensitive information.

10A Harrisburg Battalion captain tells how he recruited four Army Reserverecruiters and how others can do the same.

Commanding General

Command Sergeant Major

Chaplain

Pro-Talk

Family

Safety

Field File

News Briefs

Salutes

The Test

Departments

Staff Sgt. Terry Spangler,1st Sgt. Larry Lee, Sgt. 1stClass Tasha Hernandez,Staff Sgt. Thomas Putnamand Sgt. Derek Vasquez.Photos by Julia Bobick

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14 Annual Leaders Training Conference and Annual AwardsMobilizing the Army and the nation was the theme of this year’s confer-ence. Top honors for USAREC’s best were awarded at a luncheon.

18 We are Army StrongThe Army announced a new advertising campaign Oct. 9. Here’s what itmeans for you.

Maj. Gen. Thomas Bostick presents awards for top brigade career counselors to Sgt. 1st ClassRuben Garcia, Sgt. 1st Class Carlos Rodiguez, Staff Sgt. Patricia Castor and Staff Sgt. JamesPashia. Also pictured are Col. Frank Caponio and Command Sgt. Maj. Michael Horner, both of 5thBrigade, and Command Sgt. Maj. Martin Wells.

2 | RECRUITER JOURNAL | NOVEMBER 2006

RJRJRJRJRJ | COMMANDING GENERAL

Maj. Gen. Thomas P. Bostick

The recent Annual Leaders Training Conference was anopportunity to share in lessons learned, celebrate thesuccess of our Army and depart the conference with

enthusiasm and excitement for the year ahead. I am sure yourcommanders and command sergeants major returned with thatsame enthusiasm and creative ideas to share with all of themembers of our team.

The conference provided an opportunity to discuss theUSAREC vision. It was carefully drawn up over a period ofmonths to reflect the current environment of our nation at war.Yet, this vision will carry the command well into the future.The USAREC Vision

Inspired by the Warrior Ethos and Army Values, recruitquality Soldiers with a highly trained team that is properlyresourced, leverages technology and is a premier organizationthat is valued by the Army and the nation.

A thoughtful philosophy exists behind each of the phrases inthe new vision.

Inspired by the Warrior Ethos … I will always place themission first, I will never accept defeat, I will never quit, I willnever leave a fallen comrade. The Warrior Ethos on the battle-field is not different for our recruiters across the country.Ultimately, Soldiers in the field must accomplish whatevermission is assigned, while leaders work to balance mission andresources. Never settle for something less than mission accom-plished. That is, never accept defeat … never quit. Neverleaving a fallen comrade … never fail to assist your fellow unitsthat may not be having a good month. We’re going to accom-plish this mission by working together, sharing ideas, andoverproducing where we can to assist others who are having adifficult time.

and Army Values … We must always remember that we arethe Army’s ambassadors across our nation. We hold a positionof trust with the young people and influencers in our communi-ties. We must never compromise our integrity. Integrity is thefoundation upon which our continued success is built.

recruit quality Soldiers … Quality Soldiers are the lifebloodof our Army. We must continue to recruit the best and brightestyoung people today who will become the leaders of tomorrow’sArmy.

with a highly trained team … Training in this command is asimportant as anywhere else in the Army, if not more so, due toour dispersion and continuous mission cycle. Realistic, hands-on training is the standard; train your subordinates and FutureSoldiers as if their lives depended on it. The contributions ofeach and every member of this team are important and can makethe difference between success and failure. I believe that justabout every Soldier with the desire, with the Warrior Ethos, canbe trained. We must work at it. Everyone has a critical role toperform to enable the success of this command.

that is properly resourced, leverages technology … Today’stop quality applicants have many options open to them. We

must properly resource the command at every level to reachthese young people and persuasively describe to them how theArmy could be their best option. By exploiting new and evolv-ing technologies including the Future Soldier Remote Reserva-tion System, Army Recruiting Information Support System, theArmy Game, the Future Soldier trainer, Cyber Recruiting, theLead Refinement Center and other emerging tools, we continueto improve systems and processes that enhance Army recruitingcapabilities. When provided with the right Soldiers and leaders,the right skills and training and the right message — presentedin an engaging and relevant way — we’re able to successfullyhighlight the competitive benefits of service in today’s Army.

and is a premier organization that is valued by the Armyand the nation … Success starts with people; encourage theright individuals, both Soldier and civilian, to join the RecruitingCommand team as the challenges and opportunities in thiscommand make it the ideal place to grow leaders. We must workwithin and outside the command to bring the best Soldiers tothis command, and then acknowledge their service as theyrejoin other parts of our great Army.

While we will always have career recruiters in the command,we must bring in leaders from all parts of the Army at everylevel, so that they can return to the operational Army renewedwith an appreciation for the Soldiers and civilians that accom-plish the recruiting mission for this nation. A valued USARECwill cause Soldiers and civilians to want to come to this com-mand. It will lead to the continued great support from the rest ofthe Army and the nation in the accomplishment of this mission.Manning the Army is not a just a mission for RecruitingCommand … it is a mission for the entire Army and the nation.

Thank you for your great attitude and what you do for ourArmy every day. My thanks to your families, as well, who haveprovided us with such incredible support. The year will be mostchallenging, but I believe in each of you, and in our team’sability to succeed. Continue the mission.

Army Strong!

Our Vision

RECRUITER JOURNAL | NOVEMBER 2006 | 3

COMMAND SERGEANT MAJOR | RJ

Command Sgt. Maj. Martin Wells

I landed at Washington’s ReaganNational Airport on Oct. 8, theday prior to Columbus Day. It was an

unseasonably warm and clear day,temperature in the mid-70s, a great day todo some sightseeing. As soon as Ichecked into the hotel in downtown D.C.,I headed straight to Constitution Avenue,a main thoroughfare in our nation’scapital and an easy walk from the hotel; Ihad in my mind exactly where I wanted togo. When on TDY, I always travel in myACUs and, once I was situated in myroom, I made a conscious decision tostay in my uniform as I ventured out intothe city. It just seemed like the right thingto do at the time; as a matter of fact, it stilldoes.

The spring-like weather resulted inthrongs of people taking advantage ofthe opportunity to visit the varioushistorical locations and points of interestin the heart of the city. When I arrived atmy destination, there was a considerableline of people waiting to enter thebuilding so I took my place at the endand patiently inched forward witheveryone else. Due to my being inuniform, I was approached more thanonce by fellow citizens who would makeit a point to come up to me and thank mefor my service to our country. I assuredeach one of them that it is an honor andprivilege to wear the uniform and serveour nation. That happens quite oftennowadays and, as far as I’m concerned, itnever gets old.

I finally made my way into thebuilding, complete with security check,and into another line of people alsowaiting to look at what I had come to see.While still waiting, I crossed paths with acaptain with whom I had recently servedin the Soldier Support Institute in FortJackson, S.C. I told him I was in town forthe annual AUSA convention and hadjust arrived about an hour earlier. Hecommented about my already standing inline after having just arrived in town. Myreply was, “Sir, I came here to rememberwhat it’s all about.” He looked mestraight in the eyes and nodded hisunderstanding and stated that wasexactly the reason he was there as well.

Now it was time for the group ofpeople I was in to finally approach whatwe had all come to see. I leaned over thesecurity glass to get as close a look aspossible at the huge piece of agedparchment lying beneath it. The docu-ment was difficult to read due to the inkslowly fading away. Nonetheless, I couldstill discern the careful penmanship thathad been painstakingly applied to itssurface some 230 years ago. The signa-tures at the bottom of the document wereespecially difficult to read but I knewthey were there and what they looked likefrom countless history lessons through-out my lifetime. Thomas Jefferson, JohnHancock, Benjamin Franklin and JohnAdams, just to name a few.

The Declaration of Independence,and, its neighbors within the NationalArchives, the Constitution of the United

States and the Bill of Rights, stand asthe bare essence of why this nation wasconceived and still thrives — freedomfor all citizens and a democratic form ofgovernment to protect and guaranteethat freedom for all time.

The fact that I have now served in theUSAREC CSM position for some 17days, as I write this, my first article forthe Recruiter Journal, does not evenregister as being noteworthy whencompared to the fact that we, as Soldiersin our nation’s Army, have been chargedwith Providing the Strength for thegreatest Army the world has ever known.I surely do not intend to insult anyone’sintelligence by stating the obvious butrather to bring back into our collectiveconscience what this is truly all about.It’s about freedom and democracy.

Our nation, and the ideals uponwhich it was founded, cannot survivewithout our Army. Furthermore, thepeople of this country know what you,the Soldiers, civilians and familymembers of the United States ArmyRecruiting Command have accomplishedover the past year, and they are proud ofyou for doing so. Trust me when I say Iam also proud to once again serve withinyour ranks.

Proud Warriors — StrengthProviders! Army Strong!

Remember — It’sAll About Freedomand Democracy


RJ | CHAPLAIN

By Chap. (Lt. Col.) Terry Whiteside

As we enter into this season of Thanksgiving, each oneof us has something that we are thankful for. If youwoke up this morning with more health than illness …

you are blessed.Many times we are tempted to forget the positives and

concentrate on the negatives. But consider the story of Job inthe Scriptures. He has come to represent the symbol of suffer-ing. His children were killed in an accident. He is financiallyruined. He has been stricken with an incurable illness. Hisfriends have turned their backs on him. And then his wife getssarcastic and says, “Job, dear, I think we’re going to skipThanksgiving this year!” If anyone would be justified inskipping Thanksgiving, it would be Mr. and Mrs. Job. Yet in themiddle of all this suffering, the voice of God says, “Stop andconsider the wondrous works of God.” In spite of all thenegatives, God is telling Job to count his blessings.

It is all in Job’s attitude. Having a right attitude is the firststep toward being a truly thankful person. Imagine a newsmaninterviewing Noah.

“Noah, wasn’t it messy on board that ship?”“Sure it was messy, but it was still the best ship floating,”

Noah answers.Someone wrote, “It is not life’s circumstances that determine

the quality of our lives but how we respond to them.” That iswhy this time of season is so important. It is a reminder of thethankfulness we need.

A Roman orator, lawyer, politician and philosopher observed

that thankfulness is the parent of all virtues. One who appreci-ates life becomes more happy and contented. This is true infamilies today. Families that enjoy time together will be morecontented and fulfilled. This is one key to happiness in thefamily.

One writer describes thankfulness as a vaccine, an antitoxinand an antiseptic. A vaccine is preventive, an antitoxin killspoison and an antiseptic is a cleansing agent. A grateful personis a healthy soul.

Charles Dickens said that we are mixed up in America. Hesuggested that instead of having one Thanksgiving Day eachyear we should have 364. Use that one remaining day forcomplaining and griping. Use the other 364 days to thank Godfor the many blessings we have received.

With the proper attitude of thanksgiving, we can be a success,at work and in our relationships.

The story is told of a Scottish minister who always could findthe silver lining in all things. On one cold, miserable day hiscongregation expected him to be as sour in his attitude as theywere. However, his first words were, “We thank you God that itis not always like this.” This is how we can truly becomethankful. We can begin by looking for the best that is in allthings and people.

If you are having trouble looking and finding the best in yourrelationships and work, don’t hesitate to call upon your brigadeUnit Ministry Team. They are as close as your phone andavailable at all times.

Count Your Blessings


New CSMArrivesat USARECBy Pearl Ingram, RJ editor

Command Sgt. Maj. Martin R. Wells accepted the ArmyRecruiting flag Sept. 22 as USAREC’s top enlistedSoldier in a ceremony inside the Patton Museum at Fort

Knox, Ky.After the change of responsibility ceremony was complete,

Command Sgt. Maj. Harold Blount was honored in a retirementceremony. Blount had served as the Recruiting Commandcommand sergeant major since May 2003 and has spent morethan 30 years as a Soldier.

Wells came to USAREC from the Soldier Support InstituteNCO Academy at Fort Jackson, S.C., where he was comman-dant. He served as instructor at the Recruiting and RetentionSchool in 1995 and was assigned as first sergeant at NewHaven Company, New Haven, Conn., in the Albany Battalion in1997.

Following the passing of USAREC colors, Maj. Gen.Thomas Bostick, commanding general, said Wells is a superbSoldier, a great leader and up to the task of his new assignment.

“He comes with a great wealth of experience, energy and awonderful family,” said Bostick.

Wells said he did not progress to be the USAREC commandsergeant major without the guidance and mentorship fromoutstanding leaders. Among the leaders he thanked wereretired Col. Wayne Stevens and retired Sgt. Maj. FrankShaffery.

With 94 percent of the 12,000 Soldiers serving in thecommand consisting of enlisted ranks, assignment as the topNCO is a huge responsibility, according to Bostick.

“There is no good day to do a change of responsibility orretirement for a noncommissioned officer,” said Bostick. “Thereis no good day in this command, where we fight a mission eachand every day for this country, for this Army,” said Bostick.

Bostick said that Blount, like all great command sergeantsmajor, has a crystal ball and that is how he chose Sept. 22 as hisretirement ceremony date.

“He did not want to leave this team knowing there was still amission to be accomplished,” said Bostick. During the morningof Sept. 22, Secretary of the Army Francis Harvey had sworn inthe Active Army’s 80,000th recruit during a media event inTimes Square, N.Y.

Bostick said that Blount had been a coach and a mentor to47 battalion command sergeants major and that he had alsotrained company-level leaders and station-level leaders, whichincluded 246 companies and more than 1,600 stations.

Wells’ new duties include carrying out policies and enforc-ing standards relating to enlisted personnel performance,training, appearance and conduct. He will also advise and makerecommendations to the commander and the USAREC staff onmatters affecting enlisted personnel.

“I will truly be honored to serve within your ranks,” saidWells.

“I will truly be honored to serve within your ranks,” saidCommand Sgt. Maj. Martin Wells during a change of respon-sibility ceremony Sept. 22, at Fort Knox, Ky. Photo by WaltKloeppel


Army News Service

The active Army met its fiscal year 2006 recruiting goalahead of schedule Sept. 22 when the 80,000th recruitenlisted at the Times Square Station in mid-town

Manhattan. Secretary of the Army Francis Harvey conducted theceremonial enlistment of Shirley Salvi, who enlisted under the98XL option to receive language training before assignment asa Signals Intelligence Analyst or Cryptologic Linguist. Becauseshe has a bachelor’s degree and enlisted for five years, Salvireceived a $20,000 bonus and joined the Army’s ranks as aspecialist. A graduate of Rutgers University, Salvi said she enlisted forthe “travel, leadership and experience.” “I decided to join the Army after I obtained my four-yeardegree because I wanted an experience away from home,” saidSalvi, 23. “I am confident that the training I receive will prepareme for any tasks that I am to accomplish.” Harvey welcomed Salvi to the Army team. “Ms. Salvi’s enlistment represents the achievement of the fullrecruiting mission for the active-duty Army for the year. We arevery fortunate that our nation’s finest are responding to the call toduty and stepping forward to serve in a time of war,” said Harvey.

Salvi will attend basic training at Fort Leonard Wood, Mo. “It is a common misconception that educated young peopledon’t make the Army a career choice right after college,” saidStaff Sgt. Gigi Theocharides, New York City Battalion RegularArmy recruiter of the year. “I feel that Shirley’s decision tomake the Army her first choice is a reflection of the opportuni-ties that exist for individuals of her caliber.” In addition to meeting its active-duty recruiting goal, Harveynoted that the Army met its retention goal of 64,200 with theAug. 31 reenlistment of a Fort Campbell, Ky., Soldier. The ArmyNational Guard also met its retention mission last month. The Army’s accession goal of 186,072 is larger than theNavy’s, Air Force’s and Marines’ combined, and is the largestgoal since the early 1990s. “We are at war and this sends a signal to our friends that theArmy will continue to honor our commitments at home andabroad,” Harvey said. “It also sends a signal to our enemiesand those who oppose freedom, democracy and equal rights –fundamental values upon which our country is based – that ourArmy remains strong, relevant and ready to fight and win thenation’s wars.”

Secretary of the Army Francis Harvey ceremonially swears in Shirley Salvi, the Army’s 80,000th recruit for fiscal 2006.Salvi’s enlistment marked the Army’s achievement of its annual active-duty recruiting goal. Photo by B.J. Weiner

80,000MISSION ACCOMPLISHED

80,000


% %%... And the SurveySays ...

Three hundred and forty-three detailed recruiters had achance to give their opinions in an online 79R conver-sion survey conducted May 24 to June 12. Of those, 237

recruiters responded, an amazingly high response rate bycomparison with past recruiter survey response rates.

The detailed recruiters selected for the survey were in the15-30 month mandatory counseling window. The survey wasconducted in order to determine if changes to USAREC policyare needed to increase the number of detailed recruiters whodesire to convert.

The survey allowed detailed recruiters to voice theiropinions and provided opportunity for dialogue with policy-makers.

“We want them to know that someone actually listens towhat they say,” said Richard Bauer, Army Accessions Com-mand.

The process began with Lt. Col. Linda Ross, USARECcommand psychologist. She conducted focus groups withformer recruiters at the Recruiting and Retention School andused that information for development of survey questions.

When the surveys came in, it was obvious that detailedrecruiters would consider conversion to 79R if they had morechoice in duty station, better treatment when performing theirduties and a higher level of respect from those ranking abovethem.

Detailed recruiters answered that they wanted the ability tobe home at night before 8 p.m. They want the same trainingholidays as the operational Army and less micromanagementfrom leadership.

The No. 1 reason given for not converting was the longduty hours. Eighty-one percent of respondents complainedabout long hours. The second highest rated reason recruitersgave for not converting is the feeling of excessive monthlymission pressure — 79 percent of those who responded. Athird reason for not converting was the high level of documen-tation and paperwork required, which they feel accomplisheslittle in terms of getting Future Soldiers to contract — 78percent responded.

Sixty percent of the detailed recruiters who took the surveybelieve that special duty pay is important to 79R conversion; 55percent said helping others see the Army benefits is important.

There were mixed results for being home every night. Fortypercent said it was important and 42 percent said it was notimportant; however, most protest the long duty hours thatprevent them from spending time with family. Detailed recruitersprovided comments that indicated that they believe being homeevery night is important.

As a result of the 79R conversion survey, recommendedchanges include reducing micromanagement to allow NCOs toperform on their own; enforcing station of choice, improvingreporting systems and reducing unnecessary documentation toshorten recruiter work hours.

“We want to change the command’s culture on leadership,”said Maj. Gen. Thomas Bostick, USAREC commanding general.“We want to make it a place where recruiters want to come.”

Survey research is important in bringing about change andfrequently assists in rewriting policy. It is RecruitingCommand’s challenge to implement policy changes thatimprove the entire command by using the way ahead strategyproposed by senior recruiting leaders. To view the full report,see: https://my.usaac.army.mil/portal/dt/usaac/HQ/CAR/RISD/Surveys.shtml.

By Tonika S. Butler, MPA, Center for Accessions Research

%

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%%%

%... And the SurveySays ...

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RJ | PRO-TALK

There have been quite a few changes inwaiver processing and it is importantthat this information is disseminated to

the recruiter. One of the changes that hasoccurred is that all Human Resources Com-mand waivers, to include grade determinations,have been pushed down to USAREC level forapproval or disapproval. There have also been changes withAR 601-210. The definition for a burglarycharge that is considered a misdemeanor is“when property is removed from a businessduring normal operating hours, without forceto gain entry, without harm to others.”

This is typically shoplifting. Terroristthreats that are not considered to be a seriouscriminal misconduct are those that do not fallunder the definition of “an act/acts committedby a person with violence or intimidationagainst an institution, teacher or governmentofficials or such a degree that amounts to thetrue interpretation of what a terrorist threatimplies, to achieve a political or racial objective.” These chargesstill require a suitability review by USAREC and are listed as amisdemeanor (serious offense).

Another major change to AR 601-210 is located in paragraph4-26d and reads, “RA applicants currently serving in a RC of theArmy and had a waiver approved for enlistment into that RCmay enlist into the RA without processing another waiver. RCapproval documentation must be provided for enlistment.However, if the applicant is currently in a TPU for six months ormore, or served in a TPU after discharge from a regular compo-nent, no waiver is required. If an applicant has been in the TPUless than six months, a waiver is required.” These changes arelocated in USAREC message 06-140.

Recruiters should close the loop on police checks and courtchecks, making sure that all checks are run using known aliasesand names that the applicant may have used.

Note that the court check is usually the final disposition andnot the police check. Make sure to double check the finaloutcome from the court check or document to ensure that the

case is closed. If a recruiter is unable to get a final dispositionfrom the court, he or she should contact the district attorney’soffice to see if they can provide a letter stating the final disposi-tion. Also, the recruiter must ensure that the applicant’sstatement closes the loop with the court’s final dispositions forthe charge.

Common problems with submitting administrative waiversare: missing prior service documents for RE code waivers, proofthat hardship no longer exists, valid family care plan, waitingperiod not met and missing proof of advance promotion ondependency waivers. By ensuring that these documents andareas are taken care of prior to submitting the waiver, theprocess should be smoother. In the case of a medical waiver foran applicant who was discharged for a medical condition, therecruiter must provide the medical discharge board proceedingsprior to the command surgeon reviewing the waiver.

The recruiter’s assistance in these areas will help expedite thewaiver process and allow a speedy process for their waivers.

Recent Changes and CommonProblems in Processing WaiversBy Sgt. 1st Class Patrick Scruggs,USAREC G3

Recruiters should close the loop on police checks and court checks, makingsure that all checks have been run using known aliases and names that theapplicant may have used. Photo by Walt Kloeppel


Recruiting ForumOpens on

By Ray Kuklinski, USAREC G7

Would access to a virtual forum where you can askquestions and receive real-time feedback regarding

almost any recruiting or leadership issue interest you? If itdoes, we have good news. It’s called Recruiting ProNet and it’slocated on the Battle Command Knowledge System, BCKS,Web site. To become a member, use your AKO user ID andpassword to log on to the BCKS site at https://forums.bcks.army.mil/CommunityBrowser.

For those unfamiliar with BCKS, let me explain what it is insimple terms. BCKS transfers relevant knowledge from thosewho have it, to those who need it, through dynamic, collabora-tive and social processes. It is a way to share proven marketstrategies and real-time solutions for operational and marketproblems seen by recruiting professionals every day.

The concept of sharing good ideas is not new to USAREC.Up until a few years ago, USAREC published an unofficialdocument entitled “Bright Ideas.” It was a collection of triedand true recruiting methods that were shared with recruitersthroughout the command. That idea evolved into the Center forLessons Learned (CARLL) located on the Enterprise portal.BCKS took the original concept of “Bright Ideas,” put it in avirtual forum, added the dimension of dialog and created acollaboration site for recruiting professionals.

Virtual forums were developed by Soldiers in the late 1990s.They understood the importance of sharing their real-timebattlefield experiences to enhance their war-fighting skills.Today, BCKS is an Army funded program and a major subordi-nate organization of the Combined Arms Center at FortLeavenworth, Kan. The centralized knowledge management

center manages the Web site and provides professionalfacilitation to support its many members. BCKS’s affiliationwith AKO also provides users with a secure “dot mil” site.

The name, Recruiting ProNet, was selected to include alllevels of command, from recruiter to the USAREC commander.Participation is voluntary, but necessary for the site to beeffective. Recruiting ProNet is not an information source initself; it relies on the participation and input of all recruitingprofessionals. The bigger the membership the more expansiveand varied the knowledge base. In today’s highly competitiverecruiting environment, it is important to share successfulideas. The old saying, “knowledge is power,” has been re-placed by the more appropriate, “knowledge shared is powersquared.”

Recruiting ProNet facilitators welcome your candid observa-tions, suggestions and criticism of recruiting doctrine, regula-tory guidance, or other issues that may affect the mission. Allquestions and suggestions will be answered and considered bythe appropriate staff. Members can post questions, join indiscussion, or search for specific topics. Recruiting ProNet isnot an authority to change doctrine, regulatory guidance orany other command requirements.

Each level of command and staff has their own forum.Membership in each forum is limited to those who occupythose positions. Command and staff forums are isolated fromthe general membership to encourage candid discussion andknowledge sharing in those particular areas.

That’s all there is to it. Take advantage of this valuablecombat multiplier. See you at the forum.

— USAREC joins AKO’s Battle Command Knowledge System

BCKSPhoto illustration by Walt Kloeppel


By Capt. Shawn Neely, Carlisle Company commander, Harrisburg Battalion

Every great sports team begins its climb to the top of therankings with hand-picked recruited prospects. EveryFortune 500 company searches far and wide to recruit

the best business-minded talent the nation has to offer. TheUnited States Army screens applicants so thoroughly that lessthan 30 percent of the nation qualifies to enlist. The bottom lineis that successful, top-notch organizations all have one thing incommon: they surround themselves with talent.

Recruiting isn’t for everyone. It takes a special breed oftalented Soldiers filled with intelligence, charisma, mentalstamina and the wherewithal to withstand the everyday rigorsof a job that truly never ends. It also takes someone who cares— a deep rooted commitment to the applicant, the unit and theArmy’s success. Where can we find Soldiers that meet thesecriteria? Right in your own backyard.

With an average write rate of 2.27 per month this fiscal year,the four AGR recruiters Carlisle Company has hired this yearhave more than lived up to our expectations. Each was hired tofill a specific paragraph and line number. Instead of waiting forHuman Resource Command-St. Louis to find replacements andhoping to receive Soldiers who have what it takes to besuccessful in recruiting, we took matters into our own hands.

The first AGR recruiter came to us through the battalionUSAR operations NCOIC while he was visiting a local troopprogram unit. He bumped into a motivated young sergeantinterested in becoming a local recruiter. We interviewed her andhired her for acceptance into a specific vacant paragraph andline number in a station that desperately needed a goodReserve recruiter.

Because we were involved in the hiring process, we knew

Carlisle Company handpicks Reserve recruiters based on their special talents to withstand the rigors of the job. Reserverecruiters from left to right are Sgt. Amie Smith, Sgt. Michelle Kerchner, Sgt. Jeffrey Einsig, and Sgt. Lisa Levack. Photo byBill Irwin

Recruit the Reserve Recruiter


who we were getting: a young, vibrant, motivated, sharp-looking NCO. We were excited for her return from the ArmyRecruiter Course and with good reason. She hit the groundrunning and since her start has consistently averaged threecontracts a month with some occasional months of fours andfives. We are proud to say she went on to become HarrisburgBattalion’s new Reserve recruiter of the year.

Based on her success, we put the word out to our recruitersto be on the lookout for additional candidates who had thepotential to be good local Reserve recruiters. It wasn’t longbefore we found another. The second AGR recruiter we hiredturned out to be a former Marine. Looking for active duty withstability in the local area, he thought he might have what ittakes to be a recruiter. I interviewed him and agreed. Here wasanother young, vibrant, motivated, sharp-looking individual.He wasn’t in the Army yet, so we had to put him in the Reserve.We got with the retention NCO of the local TPU first and lethim know our intent. The retention NCO was actually on amission to hire AGR recruiters, so he helped us complete all thehiring paperwork. We hired him by specific paragraph and linenumber right where we needed him. Upon his return from theARC, he hit the ground running and is the battalion’s newReserve recruiter of the year for FY 06.

The last two recruiters we hired originally intended to goactive duty: another former Marine and a drilling NationalGuard Soldier. They both saw in recruiting a chance to helpothers, stay close to home and receive all the benefits of beingan active duty Soldier. After interviewing them, we againreceived assistance from the retention NCO to help us completethe hiring paperwork after we put them in the reserve unit.

Hiring by paragraph and line number, we were able tospecifically place our new recruiters in the best interest of thecompany and the Soldier. These new hires have been blazingtrails like their hired predecessors and I’m excited to see whataccomplishments they will achieve next fiscal year.

I don’t hire everyone I interview. The point of being incontrol of your personnel hiring process is to be able to pickand choose. If my hires fail to produce, it’s because I made a

judgment error, not because HRC-St. Louis sent me a randomSoldier. So what makes a good Reserve recruiter? Why do I hiresome and decline to hire others? Attitude, motivation, appear-ance, and charisma.

Attitude and motivation are critical in recruiting. If a Soldierlacks either, chances are the recruiting tour will end poorly inabout five months. During the interview, you can definitelyassess their attitude and motivation. The great thing abouthiring an AGR recruiter is that they know what they are gettinginto. Essentially, they are volunteering to do the job. Thecommon theme these recruiters share is they all like to helppeople … they care. They want to make a difference in peoples’lives. This is extremely important because it says a great dealabout their character and motivation.

Appearance is extremely important. A sharp looking Soldieris a walking billboard for our branch of the military — so is aSoldier who fails to maintain a professional appearance.Charisma is the counterpoint to appearance, but possessingboth qualities is a recipe for success. Remember that AGRrecruiters are going to be around for a very long time. They arehired as a 79R, not as a detailed recruiter. Networking isessential, so make sure the person you’re about to hire has thepersonality and charisma to network with the best of them andideally is familiar with the area in which they will be recruiting.

The final thing I would say about hiring an AGR recruiter isthat you have to provide a command climate in which yourrecruiters would willingly recommend the job to others. Whenrecruiting the Reserve recruiter, he or she needs to find a unitthey can see themselves making a career in. It is probably yourrecruiters who will first make contact with a potential AGRrecruiter. If they aren’t proud of the unit, they probably won’tpaint a rosy picture to your potential hire.

Have you ever wished you could influence who the Reserverecruiters were that arrived in your unit? Well, you can, and Isuggest you do. For every potential vacancy that exists, Ihighly recommend you recruit a Reserve recruiter and fill thatvacancy yourself. Your unit will prosper from your efforts.

“For every potential vacancy that exists, I highlyrecommend you recruit a Reserve recruiter and fill thatvacancy yourself. Your unit will prosper from yourefforts.” — Capt. Shawn Neely, Carlisle Company


By James Woodruff, USAREC Security

Take a moment and look around your office. You mostlikely have a comfortable and modern workplaceequipped with all the latest technologies. However, one

of the most important items of equipment may be missing. Thatpiece of equipment is an office friend. You may remember that not too long ago there was an ideathat electronic technologies would create a “paperless”environment and thus eliminate the need for storage anddisposal of mass quantities of paper documents. To somedegree, the evolution did occur. However, in reality, theenvironment seemed to have developed into quite the oppositewith production of documents at a faster and more efficientrate. The “need” for “hard copy” was not eliminated andseemingly more is produced. We now have electronic devices, such as Palm Pilots,Blackberries, CDs, DVDs, jump/thumb drives, external harddrives, etc., that are used to transmit, retrieve, process andstore electronic media. The procedures and requirements forprotection of sensitive information on these portable devicesare the same as for printed material with only a few differencesin the way in which the information is destroyed. Of course,

most of these devices have the capability to be connected tothat old standby and essential office tool, the printer. Safeguarding of printed materials has been a necessitysince information was first recorded on stone. Today’s faster,easier and higher volume information processing equipmentand print devices create an equal measure of necessity anddiligence to prevent information from getting into the hands ofthose who would capitalize on its discovery. Identify theft isthe largest and fastest growing criminal activity in the world.I’m sure that you have become aware of the latest mediacoverage of the stolen laptop from a Veterans Administrationemployee. The compromise of the data on the laptop as well asthe measures in place to safeguard it was the real issue. Other than the unaware or otherwise careless person, thesingle most serious threat for identity theft is the trash can. Alltoo often sensitive information is placed in the trash, whicheventually winds up in an outdoor trash bin. The search forsensitive information has elevated “Dumpster-diving” to alucrative occupation. Why? The identity thief is counting onthose who are unaware or ignore proper procedures for thedisposal of sensitive information.

The Office FriendConquering Identity Theft

Photo by Walt Kloeppel


Here is a good rule to follow. Destroy and dispose ofdocuments labeled For Official Use Only and Freedom ofInformation Act, and other sensitive information by shreddingbefore it is placed in the trash container. Consider how youwould want your personal data disposed of and raise the bar anotch or two. Although AR 25-55 and AR 380-5 state that thepreferred method of disposal of sensitive information is“shredding” and the acceptable method is “tearing each copyinto pieces to preclude reconstruction,” there have beenincidents where FOUO, FOIA and personal data have beendiscovered in trash bins associated with recruiting activities,and that information has been provided to the media. Theinformation was not shredded, not torn or was torn only in justa few pieces, which a young child could easily and quickly putback together. Although these incidents may be isolated andinfrequent, they do not reflect current practices and theyshould not have occurred at all. The several “known” incidentscreate angst for the possibility for the “unknown” and whatpotential risks have or are occurring.

The vulnerability of the office trash container and the outdoortrash bin must be eliminated. A term, TRASHINT, for trashintelligence was coined many years ago, even before thecurrent advancements in electronic mediums. The applicationof the term is more significant today than ever before. Here are some potential risks of improperly safeguardingand disposal of sensitive information;

• Exposure of proprietary information• Exposure of sensitive employee, lead and applicant

information• Potential federal, state and local fines associated with

exposure of sensitive employee or customerinformation

• Damage to USAREC’s reputation, brand and marketshare

• Potential of misuse to commit a crime or harassemployees or others

The office’s best friend is the strip-cut shredder. Papershredders vary in size and cost depending on the speed andvolume of disposal necessary. They are simple to use, take uplittle space and provide the best method for disposing ofsensitive and FOUO information. The simplest shredder for useat a company or station can normally be purchased as an officesupply item. The larger and higher volume shredder can bepurchased for battalion and brigade use. A strip-cut shredder isrecommended for use at every recruiting activity but a cross-cut shredder is better still. Shredding FOUO, FOIA andsensitive information before it goes in the trash or recyclecontainer is the best preventive measure. Proper disposal ofdiskettes, CD/DVDs, and other media and storage devicesareequally as important. Review AR 25-55 and AR 380-5, Chapter 5 for safeguardingand destruction requirements. Also, consider how you disposeof your own personal information. You may want to consider ashredder for home use as well.Each person who has access to FOUO, FOIA and sensitiveinformation has the responsibility to ensure its protection andproper disposal.

“There have been incidents where FOUO, FOIA andpersonal data have been discovered in dumpstersassociated with recruiting activities, and thatinformation has been provided to the media.”

Fine and coarse shreddings are examples of how a cross-cut shredder works. Strip cut is the minimum recruitingstations should use. Never simply ‘tear’ up documentation.

Photo by Walt Kloeppel


Above: RosalindWaring-Moore, right,and Erica Cox listen toAmanda Schroederduring a session of thespouses conference.Left: Lt. Col. Mark Rice,Cleveland Battalioncommander, accepts atrophy from Maj. Gen.Thomas Bostick,USAREC commandinggeneral, along withother members of 3rdBrigade Oct. 18 at theAnnual LeadersTraining Conference.

By Mary Kate Chambers,RJ associate editorPhotos by Julia Bobick

After taking back a vow to eliminate theAnnual Leaders Training Conference,Maj. Gen. Thomas Bostick assembledmore than 300 USAREC commanders,command sergeants major, contractrecruiters, spouses and staff to rewardsuccess for fiscal year 2006 and preparethe command for the same this year.

“This is about training, it’s aboutleader development and it’s about teambuilding,” said Bostick, commandinggeneral of USAREC.

The conference, held Oct. 12- 18 atHilton Head, S.C., involved severalphases: the annual awards board, the 360leaders development focus groups,Bostick’s strategic planning session,round robin training, unit awardspresentations, best practices,team building, the annual awardsluncheon and spouse training.

Repeatedly, the theme ofmobilizing the Army and thenation was stressed.

Lt. Col. Mark Lathem,commander of the MissionSupport Battalion, briefed thebattalion leadership on the tasksof the Accessions SupportBrigade: to put a face on Soldiersand increase media exposure.

He emphasized how assetssuch as the Golden Knights andArmy Marksmanship Unit canreach centers of influence andurged more requests for theteams.

“Call and ask forthe Golden Knightsand the AMU,”Lathem said. “Theyare one of our mostunderutilized assets”and they can make abig impact, especiallywhen a COI jumpswith the parachuteteam.

Bostick frequentlyreferenced the needfor recruiters to workwith Army ReserveAmbassadors,Civilian Aides to the

Leaders Train,Talk Missionat ALTC


Command Sgt. Maj. Allen Simmons and Lt. Col. Glenn Richie, both of Albany Battalion, checked out a demonstration of theTreo Smartphone given by Maj. Tim Daniel of USAREC G3. The display was one of more than a dozen in a technology exhibit.

Secretary of the Army, general officersand members of AUSA, for example. Hesaid it is USAREC’s responsibility toinvite them into battalion areas.

“It’s our job to pull them out there.They want to help,” he said. “This ismobilizing the nation and the Army.”

A variety of examples of technologywere on parade, including GAMAT, Sgt.STAR, Army Career Explorer, DigitalTraining Management System, BattleCommand Knowledge System and FAZR.

“Incredible, incredible,” said Com-mand Sgt. Maj. Eric Montgomery ofSouthern California Battalion. “The newtechnology that they have now is goingto be awesome.”

During the unit awards presentations,San Antonio and Kansas City battalionswere repeat winners. But Bostick said hebelieves every member of the USARECteam makes a difference.

“Every single Soldier in this com-mand deserves the recognition of thisnation,” he said. “It’s a real team effort.”And Bostick did recognize each battalionand brigade with trophies for beingsignificant contributors to mission

success in fiscal year 06.Command Sgt. Maj. Martin Wells,

USAREC command sergeant major, saidalong with the board winners, it isSoldiers like Sgt. 1st Class JuliusLindsey, 3d Brigade’s nominee forstation commander of the year, whoinspire him.

Lindsey fought through recitations ofthe NCO and Soldiers creeds. Wellsremarked on his persistent effort andLindsey said, “Roger, sergeant major.Never quit.”

“These Soldiers are the true embodi-ments of the tenets of the NCO creedand the Soldiers Creed and the WarriorEthos,” Wells said. “These men andwomen live it, breathe it, walk it, talk itevery day.”

Guest speakers Gen. William Wallace,commanding general of Training andDoctrine Command, and Dr. FrancisHarvey, secretary of the Army, told theleaders to congratulate their Soldiers foraccomplishing the recruiting mission infiscal year 2006.

“Recruiting is an area that we cannever take for granted,” Harvey said. “So

we are going to give ourselves a pat onthe back, a big pat on the back, and thenlook forward to the challenges of 2007.”

During his state of the command brief,Bostick said a survey among recruitersfound that poor education and lowASVAB testing were the biggest factorsthat impair recruiters’ mission.

Bostick said he often discusseseducation with his wife, Renee, a highschool principal.

“We need to stay in the fight oneducation. It’s impacting us directly,” hesaid. “This is a national issue.”

While Wallace noted that the fiscalyear 2007 mission would likely be astough, if not tougher than 2006, Harveysaid the Army is ready for the challenge.

“This year we are starting off with amajor new tool in kit bag,” he said. Hesaid the new Army Strong advertisingcampaign will be more than a recruitingslogan and recruiters will personify Armystrength.

Bostick agreed.“The only thing we need to be is

Army Strong,” he said. “That’s whatwe’re going to be, that’s what we are.”


Marissa VitugKansas City BattalionRunner-up Daniel WalkerAlbany Battalion

David SmithHeadquarters, USAREC, G2Runner-upLisa OlshoveNashville Battalion

Anne-Marie O’SullivanChicago BattalionRunner-upVennice FurlowHeadquarters, USAREC, G7

Outstanding Administra-tive Support Employeeof the Year

Outstanding Technical/Program SupportEmployee of the Year

Outstanding ProgramSpecialist Employeeof the Year

Outstanding ProfessionalEmployeeof the Year

Kimberly LevineDallas BattalionRunner-upDeborah WardHeadquarters, USAREC, G3

Regular ArmyRecruiter of the Year

Army ReserveRecruiter of the Year

Station Commanderof the Year

NCO of the Year

Sgt. Derek VasquezCheektowaga StationSyracuse Battalion“He consistently sets thestandard for his peers in workethic, proficiency and inleadership.” — Lt. Col. George Lumpkins,Syracuse Battalion commanderRunner-upSgt. 1st Class David MathewsBattle Creek StationGreat Lakes Battalion

Staff Sgt. Terry SpanglerTalladega StationMontgomery Battalion“Staff Sgt. Spangler’s proactiveattitude, can-do spirit andeagerness to win has beeninfectious to those around him.” — Command Sgt. Maj. CoryWilson, battalion commandsergeant majorRunner-upStaff Sgt. Nicholas ComptonOmaha StationDes Moines Battalion

Sgt. 1st Class Tasha HernandezLeavenworth StationKansas City Battalion“Sgt. 1st Class Hernandezestablished herself as a trulydynamic leader, trainer andrecruiter in the Kansas CityBattalion.” — Command Sgt. Major MichaelHorner, brigade commandsergeant majorRunner-upSgt. 1st Class Willie HeardColumbus StationAtlanta Battalion

Staff Sgt. Thomas PutnamCovington StationNew Orleans Battalion“He is a self-motivator anddevotes himself to the accom-plishment of the mission.” — Command Sgt. Maj. DavidGroce Jr., battalion commandsergeant majorRunner-upSgt. 1st Class Troy PaisleyNew Cumberland StationHarrisburg Battalion

Annual Awa

Civilian Employees of the Year


Unit Awards

First Sergeant of the Year1st Sgt. Larry LeeLouisville CompanyIndianapolis BattalionRunner-up1st Sgt. Gary LynchClarion StationPittsburgh Battalion

Career Counselorof the Year

Recruiting and RetentionSchool Instructorof the Year

Recruiting and RetentionSchool Division Chiefof the YearStaff Sgt. Luis E. Sanchez

Sgt. 1st Class Brian MaySgt. 1st Class Michael Towne

rds Winners

Combined GrossMission AccomplishmentKansas CityCombined NetMission AccomplishmentOklahoma CityCG’s Operational Mission“Top 5” MissionAccomplishmentKansas CitySan AntonioAtlantaTampaColumbiaCG’s Operational MissionSpecial RecognitionSyracuseGreat LakesSalt LakeLeast Basic TrainingAttrition - San AntonioMost Improved Battalionby Brigade1st Brigade-Harrisburg2d Brigade-Jacksonville3d Brigade-Columbus5th Brigade-Kansas City6th Brigade-Salt Lake CityMost Improved Battalion -VolumeJacksonvilleMost Improved Battalion -GSAJackson

Most Improved Brigade2d BrigadeTop Chaplain Recruiting Team6th BrigadeRetention AwardTop Brigade-5th BrigadeTop Career Couselors SFC Ruben Garcia SFC Carlos Rodriguez SSG Patricia Castor SSG James PashiaTop Quality Market BattalionKansas CityTop Quality Market Brigade5th BrigadeTop Battalions by Brigade1st Brigade-Syracuse2d Brigade-Columbia3d Brigade-Milwaukee5th Brigade-San Antonio6th Brigade-PortlandTop MedicalRecruiting Battalion5th Medical BattalionSpecial OperationsRecruiting BattalionLt. Col. David RoddenberryCommand Sgt. Maj.William BouyoucasTop BattalionSan AntonioTop Brigade5th Brigade

1st BrigadeAlbany Battalion

Baltimore BattalionBeckley Battalion

New England BattalionNew York Battalion

Mid-Atlantic BattalionPittsburgh Battalion

Miami BattalionMontgomery Battalion

Nashville BattalionRaleigh Battalion

3d BrigadeChicago Battalion

Cleveland BattalionIndianapolis BattalionMinneapolis Battalion

Dallas BattalionDes Moines BattalionNew Orleans Battalion

Houston BattalionSt. Louis Battalion

6th BrigadeDenver Battalion

Los Angeles BattalionPhoenix Battalion

Sacramento BattalionSeattle Battalion

Significant Contributorsto FY 06 AMEDD Achievement

2d Medical Battalion3d Medical Battalion6th Medical Battalion

FY06 Top Medical CorpsHealth Professional Scholarship

Program1st Medical Battalion

Significant Contributorsto FY 06 Achievement

Top 5 CompanyIn Sam Kim, Seattle, MPRITop Small StationManagerBruce Jordan, Seattle,MPRITop Large StationManagerHarold Davenport,Oklahoma City, MPRITop Integrated RecruiterLee Huggins,San Antonio, MPRITop Large StationBobby Gramling,St. Louis, SercoTop Small StationStella McDowell,Raleigh, SercoTop “10” CompanyRecruiterJeffrey Sessoms, SercoTop Integrated RecruiterFederico Suarez, Miami,SercoTop Regular ArmyRecruiterTodd Williams,Indianapolis, SygneticsTop Army ReserveRecruiterDavid Wingrove, Sygnetics

ContractorAwards


By Mary Kate Chambers,RJ associate editor

The secretary of the Army, Dr.Francis Harvey, in unveiling thetagline Army Strong at the

Association of the U.S. Army meetingOct. 9, opened the door for recruiters toprepare for the boost that inevitably willcome, USAREC’s marketing director said.

“We expect a significant lift whenArmy Strong arrives,” said John Myers,who manages marketing for USAREC inG5. “There’s always interest in thesethings. Be ready for inquiries andrenewed interest in the Army. Be able torespond, tell it like it is and showconfidence in the campaign.”Strong

GetReady

for Army


The internal communications andeducation efforts were announced a fullmonth before the external launch of thecampaign, which replaces An Army ofOne. This time around, the Army isemphasizing understanding and embrac-ing the movement.

“It is vitally important that the internalArmy family understand and embracethis new campaign. I believe it speaks toan essential truth of being a Soldier,”Harvey said at AUSA.

The message will go public Nov. 9with television, radio and online spots,as well as an updated goarmy.com. TheArmy is employing Web-based technol-ogy to recruit the next generation ofSoldiers through a vigorous onlinepresence. Print ads are scheduled tobegin in January, and will be directed tomedia that appeal to young adults.

By Nov. 5, new branding kits, with aguide, were to arrive at recruitingstations. Included are posters, banners,window clings and desk mat inserts. Thekits feature the Army Strong message.

“As for other items with An Army ofOne on them, we’re keeping it verysimple, putting up new posters, replacingoutdated items with the new,” saidMyers, “To avoid waste, we’re usingsome materials with An Army of Oneuntil they are exhausted, and some itemswe’ll ‘sticker over’ so otherwise goodmaterials are not trashed. We’re trying touse recruiter resources wisely.”

Myers said that it would be ideal forArmy Strong to be pervasive in a year to18 months. The star logo will remain inuse.

Reaction from campaign tests oftenwas that the messages differentiated theArmy from the other branches of service.Some participants in the research saidtheir takeaway was that the tenets ofArmy Strong were something only theU.S. Army could deliver.

Army Strong explains that the U.S.Army endows a unique brand of strengthto its Soldiers, a strength that is mental,emotional and physical— a strength theArmy finds, forges and fosters.

“This advertising campaign isn’tsimply marketing jargon, it is a statementof truth about Soldiering in America’sArmy,” Lt. Gen. Robert L. Van Antwerp,

commanding general of Army Acces-sions Command, said in an e-mail whenthe internal campaign was launched.

In an e-mail advising USAREC aboutthe campaign, Maj. Gen. Thomas Bostick,commanding general of USAREC, said itwill help recruiters.

“Our Army is developing a powerfulnew communications platform to helpyou in your critically important task ofproviding the strength for the nation,”said Bostick. “The new advertisingcampaign is carefully designed to buildon the spectacular mission success youachieved in FY 06 and to sustain thatmomentum in the years ahead.

“It will be a tremendous benefit to youas you do your work, and it will generateexcitement and interest in your communi-ties.”

The campaign will cost about $200million per year. Annually, the U.S. Armyhas a bigger recruiting mission than theother services, meriting the need forsizeable budget. The Army is the largestgovernment advertiser in America.

Also, Myers said Army Strongadvertising will use real Soldiers.

The change in slogan is not a result ofrecruiting problems. More than 175,000qualified men and women enlisted in the

Army in FY 06, 32,000 more than FY 05.The Active Army exceeded its recruitinggoal of 80,000 by 635, enlisting morepersonnel than any previous year since1997.

“I am both inspired and confident thatthe campaign will build on the positivemomentum within our recruiting pro-gram,” said Van Antwerp.

Developing the campaign is McCannWorldgroup, a marketing communica-tions agency retained in December aftera competitive review of potentialagencies. To develop the campaign,McCann extensively researched prospec-tive Soldiers and their influencers, andinteracted with hundreds of currentlyserving Soldiers.

More than 50 agency workers weresent to participate in a three-day minibasic training experience in July so theycould, if only for 80 hours, stand in theboots of the American Soldier.

Army Strong is the sixth generation ofArmy advertising campaigns in morethan 30 years of recruiting for the All-Volunteer Army. The campaigns since1971 are: Today’s Army Wants to JoinYou, Join the People Who’ve Joined theArmy, This is the Army, Be All You CanBe, An Army of One and Army Strong.

http://hq.usarec.army.mil/apa/index.htmhttp://home.usaac.army.mil/sod/launch/

Updated ad campaign information is availableon the USAREC portal on the G5 page and theUSAAC portal on the SOD page.


RJ | FAMILY

The Army policy is to prevent domestic abuse, includingdomestic violence, in all its forms, and to intervene and

provide protection to victims.Every member — Soldier, civilian or family member — of

USAREC needs to know the official definitions of domesticabuse and domestic violence according to Army Regulation608-18, The Army Family Advocacy Program.

• Domestic abuse is (1) domestic violence or (2) a pattern ofbehavior resulting in emotional/psychological abuse, economiccontrol and/or interference with personal liberty that is directedtoward a person of the opposite sex who is: (a) a current orformer spouse; (b) a person with whom the abuser shares achild in common; or (c) a current or former intimate partner withwhom the abuser shares or has shared a common domicile.

• Domestic violence is an offense under the United StatesCode, the Uniform Code of Military Justice or state law thatinvolves the use, attempted use or threatened use of force orviolence against a person of the opposite sex, or a violation of alawful order issued for the protection of a person of theopposite sex, who is (a) a current or former spouse; (b) a personwith whom the abuser shares a child in common; or (c) a currentor former intimate partner with whom the abuser shares or hasshared a common domicile.

“Domestic abuse” is the umbrella definition, describing actsthat are both criminal (part one of the definition) and noncrimi-nal (part two of the definition) in nature. “Domestic violence”focuses on acts that qualify as offenses or crimes.

Within relationships, prevention is based on love, respectand trust. Within the Army community, prevention starts withintensive public awareness, coordinated community education,and effective military and civilian partnerships. As individuals,prevention starts with modeling correct behavior, demonstrat-ing leadership support, and using the system to assureprotection of victims and hold offenders accountable. Anydomestic abuse should be reported.

The Army Family Advocacy Program is charged with thisprevention mission. Contact your brigade Family AdvocacyProgram coordinator to help you Stand Up to Domestic Abuse.

Stand Up to PreventDomestic Abuse!

Contact Information for Brigade FAPCs1st Brigade FAPC — Rose Smith, (301) 677-25712d Brigade FAPC — Ken Gain, (404) 469-32433d Brigade FAPC — Inge Nunn, (502) 626-07525th Brigade FAPC — Laurence Hunter, (210) 295-02546th Brigade FAPC — Paul Kilanski, (702) 639-2073Other Resources for Information and AssistanceUSAREC FAP Manager — Jack Nix, (800) 223-3735, ext. 6-0239 or (502) 626-0239Military OneSource — (800) 342-9647National Domestic Violence Hotline — (800) 799-7233

By Jack Nix, Family Assistance Program manager


SAFETY | RJ

Exercise ErrorsBy Vicki Pierson, ACE Certified Personal Trainer

• Not stretching enough

• Not warming up prior to aerobic activity

• Not cooling down after any type of workout• Lifting too much weight. Know your limits!

• Jerking while lifting weights

• Exercising too intensely• Not exercising intensely enough

• Leaning heavily on the stairmaster

• Not drinking enough water• Consuming energy bars and sports drinks during moderate workoutsAs soon as possible after an injury, such as a knee or ankle

sprain, WebMD.com recommends people relieve pain andswelling and promote healing and flexibility with RICE —rest,ice, compression and elevation.

• Rest. Rest and protect the injured or sore area. Stop,change or take a break from any activity that may be causingyour pain or soreness.

• Ice. Cold will reduce pain and swelling. Apply an ice or coldpack immediately to prevent or minimize swelling. Apply the iceor cold pack for 10 to 20 minutes, three or more times a day.After 48 to 72 hours, if swelling is gone, apply heat to the areathat hurts. Do not apply ice or heat directly to the skin. Place atowel over the cold or heat pack before applying it to the skin.

• Compression. Compression, or wrapping the injured or sorearea with an elastic bandage, such as an Ace wrap, will helpdecrease swelling. Don’t wrap it too tightly, since this can causemore swelling below the affected area. Loosen the bandage if itgets too tight. Signs that the bandage is too tight includenumbness, tingling, increased pain, coolness or swelling in thearea below the bandage. Talk to your health professional if youthink you need to use a wrap for longer than 48 to 72 hours; amore serious problem may be present.

• Elevation. Elevate the injured or sore area on pillows whileapplying ice and anytime you are sitting or lying down. Try tokeep the area at or above the level of your heart to help minimizeswelling.

“No pain, no gain” is a phrase that typically means everythingworthwhile takes effort, but pain sometimes indicates a moreserious problem or injury, according to the command surgeon atthe U.S. Army Combat Readiness Center.

Dr. John Campbell is one of many experts who believe that if aperson is experiencing pain while participating in a recreationalactivity, there is a high possibility of it becoming an injuryinstead of routine muscle soreness.

“The statistics speak for themselves,” said Campbell, whopointed out that researchers report more than 7 million Ameri-cans seek medical attention for sports-related injuries each year.

While some sports injuries are truly accidents and aretougher to prevent, people can avoid nagging injuries byperforming proper stretching exercises. Campbell recommends athree-step approach to prevent injuries — warm-up or stretch,perform the exercise or activity, and then cool down withstretches that target the worked muscle groups.

“Cool down for the same amount of time as you did warmingup,” Campbell said. “Do not perform the same exercise everyday. Cross-train to prevent boredom as well as target a differentarea of the body while giving the other areas time to recover andrecuperate.”

In addition to the necessary exercises, people should takeinto account their physical capabilities, age, competition leveland skill, said Julie Gilchrist in a WebMD medical article.Gilchrist is a medical epidemiologist at the Centers for DiseaseControl and Prevention.

Maj. Cindy Hazel supports Gilchrist’s suggestion andstresses it to her runners. Hazel is the captain of the Fort Braggwomen’s team that trained for the Army Ten-Miler held inWashington, D.C. In order to prevent injuries of her teammembers, she considers many aspects before they train.

One area she said she pays particular attention to is theweather. Not only can conditions such as heat dehydratepeople, it can cause injuries and lead to other damagingconsequences. The body can sweat up to two quarts of fluidper hour while exercising in hot climates, according to the FieldManual 21-20 on physical fitness training. Without properhydration, people can suffer from muscle fatigue and salt loss.These factors can lead to muscle cramping.

Drinking enough fluids such as water or a sports drink withthe proper electrolyte replacement before, during and after anyactivity is vital, Campbell said. Also, people should exercise inthe morning or evening to avoid the heat.

U.S. Army Combat Readiness Center

No Pain, Know Gain


RJ | FIELD FILE

Transmountain Station MeetsTRADOC and Fort Bliss CommandersBy Capt. Robert Overgaard, El Paso Company

On Sept. 7, Soldiers from the Transmountain station, PhoenixBattalion, had the opportunity to sit down and talk aboutrecruiting with the TRADOC commander, Gen. William Wallace,and Fort Bliss commanding general, Maj. Gen. Robert Lennox.

Mother Finds Right Time to Join ArmyStory and photo by Leslie Ann Sully, Columbia Battalion

These days most moms are reluctant to have their sons join theArmy. After they hear of their child’s desire and the benefits theArmy offers, most usually understand and give their blessing.Hardly any follow suit; but then, most are not Kimberly Brown.

Brown enlisted in the Army a couple of months after her son,Derek Noe. Both enlisted in the same Army recruiting station inHickory, N.C., and are pursuing a lifelong dream.

“I heard the Army raised the age limit and I couldn’t get it outof my mind,” Brown recalled. She had wanted to join the Armyas a teenager but never did. When she became eligible, shedecided to pursue her dream.

“It was something I always wanted and now that my childrenare grown, it is the right time,” she said.

“When she first told me, I didn’t think she was serious,” saidher husband, Robert Brown. “But when she brought it up a fewmore times, I knew then she was going to do it.” Robert Bown isan Army veteran and works at Appalachian State in the ArmyROTC department, so he knows the Army enlistment qualifica-tions. He helped his wife get started.

Noe talked to an Army recruiter at the end of his sophomoreyear in high school to find out the specifics. He joined in hisjunior year and just completed basic training at Fort Jackson,S.C. He has another year of high school so he joined the ArmyReserve. He chose a unit close to where he wants to go tocollege. But since he completed basic training and reallyenjoyed it, he now has other ideas to investigate.

Wallace asked Sgt. 1st Class James Minter an array ofrecruiting specific questions about life as a recruiter in El Paso,including how he is missioned. Minter, the station commander,said every Soldier in the station is expected to enlist twoSoldiers per month. Minter said incentives like Sergeant Majorof the Army Recruiting Team and $40,000 bonus are workingwell in the El Paso area.

Wallace wanted to know about pressure on recruiters. StaffSgt. Allen Taylor said it is difficult, but not significantly morethan in the past few years. Staff Sgt. Samuel Cabrales said thereis pressure, but most of it is the pressure that recruiters put onthemselves to do well. Furthermore, he said the pressure is notas bad as it is in Iraq.

Lennox said Fort Bliss is there to help in the recruiting effort.He explained there is a multitude of benefits that recruiters andFuture Soldiers can receive by being so close to Fort Bliss. Forexample, SMART referral posters are displayed on all majorgates at Fort Bliss to let Soldiers know they can receive $1,000for referring someone to enlist in the Army. Future Soldiersreadily use Fort Bliss gym facilities to stay in shape before basictraining. Lennox also encouraged recruiters to introduce FutureSoldiers to the rappel tower.

“I really want to be a Cavalry Scout so maybe I can request achange and become an active duty Soldier,” Noe said. Brownknows what that means and she said that does worry her a little.

“I know whatever he chooses to do, he will be good at it. Heis so adaptable and independent,” she said. She understandsabout following your dreams and she remembers he talkedabout being a cavalry man as early as age 4.

Both scored high on the Army entrance exam so they hadtheir choice of jobs. Brown chose to be an Apache helicoptermechanic and Noe is a Light Wheel Vehicle Mechanic. Thefamily lives in Boone, N.C., but Brown is currently at Fort Eustis,Va., attending advance individual training.

Kimberly Brown and Derek Noe are interviewed aftergraduating from basic training.

Gen. William Wallace, TRADOC commanding general,talks with recruiters at Transmountain station. Photoby Transmountain station


Field FileFIELD FILE | RJ

By Adrian Salvatierra,5th Brigade Field Marketing Representative

The Army Black Knights and the Texas A&M Aggies took theirfirst gridiron meeting to the last second in the AT&T CorpsClassic at the Alamodome in San Antonio, Texas, Sept. 16.

The game was everything fans expected as West Point madethe Aggies work for their victory with a heart-stopping 28-24win before a sell-out crowd of more than 64,000 fans.

Even though the Army lost on the football field, it had other“wins” of which they could be proud. The efforts of manycommands across the Army created a day of events that willremain in the memories of the San Antonio community andSoldiers and cadets around the world.

Gen. Richard Cody, vice chief of staff of the Army, took theopportunity to recognize past, present and future Soldiers whilein town for the Corps Classic. His day included visitingwounded Soldiers at Brooke Army Medical Center, recognizinglocal recruiters for their success, providing words of encourage-ment to Future Soldiers, commissioning two cadets and thank-ing the family of a currently deployed Soldier.

U.S. Army Accessions Command combined efforts with theReserve Officers Training Corps and medical recruiting toengage prospects and centers of influence at the event with anintegrated Army message. Their combined efforts included aninteractive site outside of the Alamodome, a Future Soldierswear-in, a cadet commissioning and a center of influencefunction.

The interactive area included a rock wall, two Army H3s, theAmerica’s Army Challenge Tour, a football toss, the Orange

County Chopper, and the NHRA show bikes. The site letprospects learn about the benefits and opportunities of ROTC,Army medical careers and the Regular Army.

During the pre-game ceremony, 30 San Antonio FutureSoldiers took the oath of enlistment, administered by Cody.With a backdrop of more than 600 West Point cadets, the FutureSoldiers became the next generation of the Army.

The recognitions continued when cadet Kevin H. Lawhonand cadet Michelle M. Campos, both graduates from TexasA&M, were commissioned as second lieutenants by Cody.

West Point Meets Texas A&M on the Football Field

Vice chief ofstaff of the ArmyGen. RichardCody adminis-ters the oath ofenlistment toSan AntonioFuture Soldiersduring the WestPoint-Texas A&Mgame Sept. 16.Photo by ConnieDickey

Maj. Gen. Thomas Bostick, commanding general of USAREC,second from right, gives Soldiers West Point football gametickets that were donated to him. Photo by John Myers


RJ | FIELD FILE

Gen. B. B. Bell, left, poses with JonathonGresham, a candidate for Officer Candidate

School, after a Future Soldier swear-in Sept.21 at the Knoxville Military Entrance Process-

ing Station. Bell, commander of U.S. ForcesKorea, United Nations Korea and the U.S.

Combined Forces Republic of Korea, swore insix Future Soldiers from Nashville Battalion.Gresham has served with the Knox County,

Tenn., sheriff’s department for 15 years, butsaid joining the Army has always been

something he wanted to do. After obtaining acollege degree, he had to lose some weight.

Gresham worked with his recruiter, Staff Sgt.Johnny Caldwell, and lost more than 100

pounds to meet the weight requirements andenlisted into the Army. Photo by Kenny

Thompson

General WelcomesOCS Candidate

Sgt. 1st Class Mike Galaway, Nashville Battalion, competedin the Military Idol contest at Fort Knox, Ky., on Sept. 14. Hewas one of eight finalists.Galaway said the first round of the competition was acappella. The finals involved singing to a music track. Thejudges counted for 50 percent with the remainder comingfrom audience votes.“I was suprised that I made it past this level of the com-

petition since I was an outsider from Fort Knox and didn’thave the support in the audience that the others had,”said Galaway.Galaway grew up with a love of music. He also competedin rodeos and was a member of the Professional RodeoCowboys Association and the Professional Bull Riders.Galaway has deployed to Afghanistan and Iraq. Photo byCathy Hubbard

Recruiter Idol


Field FileFIELD FILE | RJ

RecruitersTeach Safetyat Lewis and ClarkEventsAs part of the celebration of thebicentennial of the Lewis and ClarkCorps of Discovery expedition,recruiters in North Dakota andSouth Dakota have been sharingoutdoor recreation safety withlocal communities at Lewis andClark events.Sgt. 1st Class RaymondLaMontagne compares today’sArmy boots to moccasins worn bySoldiers on the Lewis and Clarkexpedition. Photo by Ken Plant,Minneapolis Battalion

6th Brigade CelebratesFour New PaYS PartnersStory and photo by Shae Warzocha, PaYS

Denver Battalion welcomed Weld County Government to PaYSat a ceremony attended by the Greely County, Colorado Boardof Commissioners Aug. 21. The commissioners spoke about thevalue of military job candidates and their positive impressionsof veterans’ contributions to the workforce. Weld County is thefirst government agency for Denver Battalion and their secondPaYS partner.

San Diego County Sheriff’s Department and SouthernCalifornia Battalion announced their PaYS partnership on Aug.23 at the San Diego County Sheriff’s Department headquarters.FOX news along with two other local news stations recordedthe event as Under Sheriff William Gore and SouthernCalifornia’s battalion commander, Lt. Col. Kurt Ko, signed thememorandum of agreement.

“The Sheriff’s Department recognizes the value of deputysheriff recruits who have military experience,” Gore said. “Manytimes they bring to the job greater maturity and the experienceof having worked as a team.” The department is the battalion’sthird PaYS partner.

With 17 Future Soldiers already committed to interview withthe Los Angeles County Sheriff’s Department, a PaYS partner-ship was announced Aug. 25. The event was attended by localTV media and included an Army recruiting booth and an H3Hummer. The department’s chief of administration, BrucePollack, welcomed the partnership saying, “Army valuescoincide with our values,” a sentiment echoed by Los AngelesBattalion’s commander, Lt. Col. David Walden.

One month later Los Angeles Battalion celebrated the

addition of their third PaYS Partner, Hyundai Motor America.“Hyundai is proud to support the men and women of the

armed forces and understands that the commitment andaptitude required to serve in the Army translate into high-quality candidates for vehicle service technician jobs,” saidDon Dees, vice president of service for Hyundai. “Hyundai’sfuture need for skilled service technicians is expected to soar,and our partnership with the Army will help us fill the void withhigh-caliber professionals.”

Los Angeles Battalion commander, Lt. Col. David Walden,Hyundai Motor America President O. S. Koh and Don Dees,vice president of service, announce the partnership.


RJ | NEWS BRIEFS

Army Reserveannounces newcommandsBy Army News Service

The U.S. Army Reserveannounced Sept. 15 it willstand up four new RegionalReadiness SustainmentCommands, continuing atransformation plan that wasannounced in September 2005.

As the four new organiza-tions stand up, they will takethe place of 10 RegionalReadiness Command head-quarters in providing “basesupport to Army Reserveunits in their respectiveregions,” said Lt. Gen. JackStultz, chief of the ArmyReserve.

“The result of this reshap-ing will be a more streamlinedcommand and controlstructure and an increase inready, deployable assets: Anoperational force to supportthe global war on terrorism,”Stultz, explained.

The realignment will:Increase unit and Soldier

readiness;Increase the availability of

deployable units and Soldiers;Provide improved facilities

and training;Streamline command and

control;Increase the number of

specialties available tosupport the global war onterrorism;

Improve Army Reservebusiness, resourcing, andacquisition processes.

The new 63rd, 81st, 88thand 99th Regional ReadinessSustainment Commands willbegin their initial operatingcapability in phases through-out fiscal year 2007 and willprovide personnel, informa-tion management, facilitiessupport and equipment

support to the Army Reserveunits in their respectivegeographic areas.

The current RegionalReadiness Commands willdisestablish in phases byfiscal year 2009 as the RRSCsbecome fully operational, andnew smaller commands willestablish in place of many ofthe RRCs, Stultz said.

The 81st will be the firstRRSC to begin initial operat-ing capability, projected fornot later than first quarter offiscal year 2007. It will beorganized at Fort Jackson,S.C., supporting a geographi-cal area that includes Ken-tucky, Tennessee, NorthCarolina, South Carolina,Georgia, Alabama, Louisiana,Mississippi and Florida.

The 99th RRSC is beingorganized at Fort Dix, N.J., andwill support a geographicalarea that includes Virginia,West Virginia, Maryland,Delaware, New Jersey,Pennsylvania, New York,Rhode Island, Massachusetts,New Hampshire, Connecticut,Vermont and Maine. Projectedoperating capability for the99th RRSC is not later thansecond quarter of fiscal year2007.

The 88th RRSC is beingorganized at Fort McCoy,Wis., with a projectedoperating capability of notlater than the fourth quarter offiscal year 2007. Its geographi-cal area will include Washing-ton, Oregon, Idaho, Montana,Wyoming, Utah, Colorado,North Dakota, South Dakota,Nebraska, Kansas, Minne-sota, Iowa, Missouri, Wiscon-sin, Illinois, Michigan, Indianaand Ohio.

The 63d RRSC is beingorganized at Moffett Field,Calif., and will be responsiblefor a geographical area that

includes California, Nevada,Arizona, New Mexico, Texas,Oklahoma and Arkansas. Itsprojected operating capabilityis not later than the fourthquarter of fiscal year 2007.

America’s Armygame adds‘Real Heroes’By Army News Service

“America’s Army” onlinevideo game launched itsnewest version, “America’sArmy: Special Forces (Over-match),” Sept. 14.

The new addition features“America’s Army: RealHeroes,” a program thathonors Soldiers who’veshown heroism in the war onterror. So far, “Real Heroes”are modeled after eightSoldiers who’ve received anaward for valor for actions inoperations Enduring or IraqiFreedom. In addition to beingvirtual in-game characters, theheroes are being modeled foraction figures that will be soldin retail stores.

Chris Chambers, deputydirector of the Army Gameproject, said the new charac-ters were created to inspireAmericans and highlight thevalues, teamwork and couragethat are the fabric of today’sArmy.

“There are thousands ofenlisted Soldiers who havebeen awarded medals forbravery and valor in combat,but their stories are largelyunknown to the Americanpublic,” said Chambers.

In the past century, mostAmericans were well aware of,and looked up to, Soldiers likesergeants Audie Murphy andAlvin York, he added. “Thereis a great need for the publicto learn the stories behind our

current generation of Sol-diers.”

America’s Army showsmore than 7.5 million regis-tered users what it’s like to bea Soldier. Players assumevirtual roles as Special Forces,infantry or medical Soldiers,explore individual andcollective training, andeventually participate insimulated war on terrormissions.

In the game’s latestversion, players will be able tomeet and interact with theReal Heroes and hear theirstories told through a videoand in the real Soldier’s ownwords at www.americasarmy.com.

The first four Soldiers tobecome Real Heroes are Sgt.1st Class Gerald Wolford, Maj.Jason Amerine, Sgt. TommyRieman and Sgt. Matthew W.Zedwick. Action figures andin-game characters will launchlater this year for Master Sgt.Scott Neil, Sgt. Leigh Hester,Spc. Jason Mike and Staff Sgt.Timothy Nein.

Wolford was most recentlya reconnaissance platoonsergeant assigned to the 82ndAirborne Division at FortBragg, N.C., and is currentlyattending Officer CandidateSchool at Fort Benning, Ga.


NEWS BRIEFS | RJ

Wolford said he’s honoredand humbled to be a part ofthe America’s Army RealHeroes Program.

“I’m hoping that throughthis program people can readof the experiences of myselfand others and find themotivation to succeed andwork harder at what they do,whether in the Army orcivilian life,” he said.

Wolford also hopes theprogram inspires others tojoin the Army after seeing that“heroes” are really justordinary people who faceextraordinary situations andreact in a way most peoplewould hope to if faced withsomething similar.

“It’s important for people torealize Soldiers are doing theright thing and living by thevalues that we have hadinstilled in us,” he said. “MostSoldiers do exceptional actsevery day and are so seldomrecognized.”

Wolford has workedclosely with game developersto record his own in-gamelines and ensure his charactercorrectly conveys his story.Like other Soldiers in theprogram, Wolford wants tomake sure the spotlight is noton him, but rather on his team.

“With or without therecognition of the Silver Star,or anything that comes withthat, when I led my men inIraq that day on theEuphrates, I had four of mymen who had received bronzestars for valor, and thatvalidated everything that Ihad been taught,” he said.

Real Heroes is the 22ndaddition to the America’sArmy game. Players will haveaccess to such new weaponssystems as the Javelin Missileand the Crew Remote Oper-

ated Weapon Station, as wellas increasing mobility, actionand firepower.

The game is available atwww.americas army.com.

ASEP helpsspouses find jobsBy Barbara Purvis, FortJackson Leader

The phrase “I’ve got orders,”is one uttered by servicemembers around the world.For Army spouses, thosewords can evoke a host ofemotions associated with theuncertainties of moving.Besides packing and prepar-ing to leave, working militaryspouses face financial andemployment uncertainty at thenew duty location.

Enter the Army SpousesEmployment Partnership, aprogram designed to supportmilitary spouses by helpingthem establish and maintaincareers wherever the Armysends them. The partnershipis an agreement between theArmy and 21 Fortune 500companies that offer aspectrum of career opportuni-ties for Army spouses.

Renee Bosco, an Armyspouse whose husbandtransferred to Fort Jackson,S. C., from Fort Riley, Kan.,included assistance from thepartnership in her job search.

“As a military spouse I hadto be realistic,” Bosco said. “Ican find a job anywhere. But, Iwanted something I couldkeep long term and hopefullymake more money and get alittle higher in the organiza-tion.”

Bosco investigated ASEPpositions, which includesfederal jobs.

“Over 14,000 spouses havebeen hired through the ASEPprogram between October2003, when the programbegan, and the most currentfigures available in 2005,” saidBarbara Martin, Fort JacksonArmy Community ServiceEmployment ReadinessProgram manager. “Not all ofthe companies provide jobshere in South Carolina, butmost offer employmentopportunities nationally, aswell as internationally.”

Several local partners haveprovided employmentopportunities to Armyspouses in South Carolina,across the nation andoverseas, Martin said.

“ASEP is a great programbecause it allows us to workclosely with military spousesto provide opportunities foremployment,” said BrettWadford, a staffing specialistwith Manpower Incorporated.“We’ve helped a lot ofspouses of Soldiers from FortJackson.”

Corporate America isembracing military spousesbecause they add variedbackgrounds and skill sets tothe workforce.

Wadford said militaryspouses tend to be morecommitted employees.

“A lot of what spousesbring with them to the job istheir previous work experi-ence, having worked aroundthe world or in other parts ofthe United States,” Wadfordsaid. “Add to that the factthat they have a higher level

of commitment, especiallywhen it comes to finding aposition that fits theirinterests and staying with theassignment.”

Positions available throughASEP range from beginner toadvanced levels, Martin said.

“Even if the military spousehas limited skills, ASEP is stilla good starting point forthem,” Martin said. “Some ofthem can come in at the entrylevel, while others can start asmanagers.”

ASEP was established in2003, and was driven by aninitiative begun by Gen. EricShinseki, then chief of staff ofthe Army, when a statement ofsupport was signed betweenthe Army and 13 corporations.Since then, the ASEP partner-ship has increased to 21companies.

Military spouses can applyfor jobs online through theArmy Spouse EmploymentPartnership at www.myarmylifetoo.com or www.militaryspousejobsearch.org.

‘Universal’ ID cardpart of federalsecurity upgradesBy Gerry J. Gilmore,American ForcesPress Service

New identification cardsissued to Defense Departmentemployees beginning inOctober will help standardizeworkforce identification andsecurity access systemsacross the government, asenior Defense Departmentofficial said Sept. 15.

The new common accesscard eventually will be issuedto all federal employees and ispart of a standardized, secure


RJ | NEWS BRIEFS

credentialing system that wasmandated after the Sept. 11,2001, terrorist attacks, MaryDixon, deputy director of theDefense Manpower DataCenter in Arlington, Va., saidduring a joint interview withAmerican Forces PressService and the PentagonChannel.

Starting Oct. 27, the new“super CAC” ID cards will beissued to employees over thenext three years as the oldcards reach their expirationdates, she said.

The new cards interfacewith a secure, encryptedcredentialing database and areinteroperable for personalidentification as well asaccess to federal buildingsand facilities, she said.

However, each facility willstill determine who is autho-rized access, Dixon pointedout. Information embedded onthe cards is quickly referencedand compared to centrallystored personnel securityclearance data, she said.

“It is an effort to try toimprove the security in thefederal government,” Dixonexplained. The new cards alsohelp employees secure theircomputer networks, she said,and provide improvedsecurity for federal buildings,military installations andcampuses.

“So, I can use this card, notjust in the Department ofDefense, but it can be read inother agencies,” Dixon said.“If they choose to give meaccess, they can then read mycard,” she said.

The new card features theuser’s photograph, like othercards now in circulation,Dixon said. But its computerchip also will contain twoencrypted fingerprints, as wellas a unique personal identifi-cation number.

The new card can be read,either by swiping it or bywaving it near a special cardreader, she said.

Issuance of the new cardhas the potential of reducingthe number of agency securitybadges, Dixon said, becausefederal agencies will refer to astandardized credentialingsystem. However, agencysecurity administrators stillhave the authority to approveor deny access.

“The card, on its own, doesnot entitle you to any accessto anything,” Dixon explained.“It is an authenticationtoken.”

“Every time you use thecard, it is authenticated,meaning somebody checks tomake sure that that card is a‘good’ card issued in theDepartment of Defense toyou, and that it is still valid,”Dixon said.

As always, employees whobelieve their government-issued ID card has been lostor stolen are required to notifysecurity administrators, Dixonsaid, who then deactivate thecard.

This ensures that cardsreported stolen or missingcan’t be used in DoD, shesaid.

Martin, Smithto Co-driveArmy CarBy Army News Service

MB2 Motorsports announcedOct. 6 that NASCAR iconMark Martin and rookieRegan Smith will co-drive theteam’s No. 01 U.S. ArmyChevrolet during the 2007Nextel Cup season.

Joe Nemechek, the currentdriver of the Army Chevy, willpilot a third MB2 entry in 2007that will carry the number 13;

the sponsorship will beannounced at a later date.Sterling Marlin will continueto drive the No. 14 MB2Chevrolet.

“It’s kind of sad notactually driving the Army car,but the association will still bethere and I am goingto continue to do a lot of stufffor the Army and I enjoy it,”said Nemechek.

Martin, who will be leavinghis longtime ride with RoushRacing after the 2006 season,signed a multiyear contractwith MB2. The agreementcalls for Martin to drive the 01Army car in 20 Nextel Cupraces in 2007 plus the BudShootout (Daytona, Feb. 10)and the Nextel All StarChallenge (Charlotte, May 19).Martin’s first points race willbe the Daytona 500, Feb. 18.

Smith will drive the Armycar in the remaining 16 Cuppoint races and will also drivean MB2 car in the NASCARBusch Series.

Along with driving in 22races in 2007, Martin’sextended role with MB2 willbe a mentor to the 23-year-oldSmith and to MB2’s develop-ment drivers.

“Our goal at MB2 is toreach a new level, and with

Mark joining our organizationit not only elevates ourpresence, but his knowledgeand credibility will also be aviable asset to all of our raceteams,” said team ownerBobby Ginn.

“While Mark brings awealth of experience to MB2,we are also thrilled with theacquisition of Regan,” Ginnadded. “He’s eager, talentedand will be groomed by one ofNASCAR’s greatest drivers ofall time.”

Martin, who is currentlythird in the Chase for theNextel Cup championshippoints battle, feels his newrole with MB2 offers him anexcellent opportunity fordoing what he enjoys mostand that is to compete as adriver and serve as a mentor.

“Joining MB2 is a win-winsituation for me,” said Martin,a native of Batesville, Ark. “Inot only get to drive, but Ialso get to teach and I lovedoing both. I have had a great19 years with Roush Racing. Itwas a difficult decision tomove on. But right now Iwelcome the opportunity todrive the U.S. Army car andrepresent our brave Soldierswho are fighting the globalwar on terrorism.”

Mark Martin and Regan Smith will replace Joe Nemechek asdrivers of the No. 01 U.S. Army car. Courtesy photo


NEWS BRIEFS | RJ

Legacy lives onin PentagonMemorialBy Andricka Hammonds,Army News Service

Five years have passed sincethe nightmarish morning whenterrorists shook Americans’faith in the country’s security.As the nation responded bysupporting the DefenseDepartment’s war on terror,families of Sept. 11, 2001,victims rallied to create aPentagon memorial.

“It’s my mission that thecrewmembers, passengers andPentagon employees whodied in the Sept. 11 attack areremembered,” said TomHeidenberger, director of thePentagon Memorial Fund.Heidenberger’s wife, Michelle,was a flight attendant whodied in the attack.

The Pentagon MemorialProject commemorates the 184people who died in the attackon the Pentagon. It willinclude 184 benches, eachilluminated by a small, lightedpool. A plaque with a victim’sname will be placed at eachbench, and the benches will

be arranged according tovictims’ ages.

“This memorial will be opento the public as a beautifulplace for collective contempla-tion, remembrance, reflectionand renewal,” said JimLaychak, Pentagon MemorialFund president.

Laychak and Heidenbergerhave worked passionately toraise money and createinitiatives to support thebuilding of the PentagonMemorial ever since.

The U.S. Army Corps ofEngineers took on theplanning, site selection anddesign of the memorial. Corpspersonnel met with the FamilySteering Committee, a groupof victims’ families, to getloved ones’ input.

Design professionals,families and dignitariesreviewed 1,126 submissions.In September 2002 the family

members attended a privateexhibition of entries from sixdesign finalists. Thosedesigns were also displayedfor Pentagon employees.

The design by KasemanBeckman Amsterdam Studioof New York won the finalvote. Groundbreaking tookplace June 15, and thememorial is expected to becompleted in 2008.

“The memorial will cost $28million to build,” said Heiden-berger. “We’ve raised $12million so far.” Maintenancewill cost an additional $10million.

The Pentagon MemorialFund is part of the CombinedFederal Campaign. CFCenables service members todonate money to nonprofitorganizations.

For more information visitwww.pentagonmemorial. netor www.opm.gov /cfc.

Contest seeksinformationassurance ideasBy Army News Service

The Office of the Army ChiefInformation Officer/G6 isseeking ideas on informationassurance to feature in OnCyber Patrol, a series ofcartoons and articles thatreinforce IA’s importance.

The contest is open toSoldiers, civilian employeesand contractors.

Entries should include a500-word description of anidea on how to keep Armynetworks, communicationsand information secure. Thewinner will have his or herlikeness and idea featured inJanuary’s OCP cartoon.Individuals may submitmultiple entries in separate

e-mails. All material mustbe unclassified.

Entries with name, rankand unit should bee-mailed by 6 p.m. Nov. 27to [email protected] with “OCPContest” in the subjectline.

Smith, who grew up inCato, N.Y., 25 miles west ofSyracuse, has been preparingfor this opportunity since hestarted to drive a go-kart atage 4.

“This is an exciting time forme,” said Smith. “Driving anArmy-sponsored car in NextelCup competition with MarkMartin as your coach is anincredible opportunity. I’mgoing to listen well and takeadvantage of what has beenpresented to me. I am ready togive it all I have in both Cupand Busch.”

Smith has been competingin the Busch Series thisseason, driving the No. 35 carfor Team Rensi Motorsports.In his new MB2 Busch ride for2007, Smith is expected tocompete full time in the series.

“Mark Martin is one ofNASCAR’s greatest competi-tors and having him come onboard will greatly enhanceand accelerate our develop-ment,” said Jay Frye, MB2’sCEO and general manager.“This is definitely a red-letterday in MB2’s 10-year history.We have the best of bothworlds with Mark and Regan— a Hall of Famer, who willwork closely with a talentedand aggressive young driver.”

Frye also said that RyanPemberton will continue ascrew chief for the Army car in2007.

Since his first Cup ride in1981, Martin has totaled 667starts, 35 wins, 234 top fives,372 top 10s, 41 poles and morethan $57 million in careerearnings. He has finishedsecond four times in theNASCAR Cup final pointstandings — 1990, 1994, 1998and 2002.

Martin, 47, is one of onlythree drivers who have madethe Chase each season sincethe championship formatbegan in 2004.


RJ | SALUTES

ALBANYSFC Jamie DelmolinoSSG Paul EcholsSGT Shawn GumlawATLANTASFC Rodney EarlySFC Cheryl WatsonSSG Julius AllenSSG William CaputoSSG Janell NewellSSG Ryan TurnerCOLUMBUSSSG George RobinsonSGT George ArmstrongDALLASSFC Christine BellSFC Clint MoosmanSSG Reynaldo ContrerasSSG Ross CoxSSG Jason IsbellSSG Nikika MylesSSG Thomas PistulkaSSG Endre PurnsleySSG Shawnae WalkerSGT Kelsey JohnsonSGT Joshua NavarretteSGT Stephanie TravisCPL Andrew BradyCPL Jeffrey McFadden

HOUSTONSFC Eduardo GarzaSFC Roberto Pierre-JacquesSSG Joe FloresSSG Frank RamirezSGT Robert CorumSGT Kelly ByrneSGT Laddie MatulaSGT Emily SantiagoSGT Cynthia TorresCPL John WestJACKSONSSG William KeithSGT Craig BriggsSGT Lora KellyCPL Brent HarrisCPL Christopher MyersKANSAS CITYSFC Cheryl ConesSSG Kristopher TajchmanSSG Jeffrey WardSGT Michael WallCPL Travis DelzellMINNEAPOLISSFC Jamie KleppenSSG Luke GrimSGT Michael HafnerSGT Brian JacobsonSGT Becky KjelbertsonSGT Andrew SommerMONTGOMERYSSG Meltony BillieSSG Tammy BrumbackSSG Derrick JohnsonSSG Randal RankaSSG Sean SchmittSSG Anthony WallerSGT Michael DeleonSGT Frank MossSGT Kyle Shimel

NASHVILLESFC Nathan ChurchSFC James KingSFC Randy MacCoinSFC James RyherdSFC Lawrence WilliamsSFC Lillian WinchesterSSG Solomon GholstonSSG Otis MeadowsSSG Willie NettlesSSG Jerry RiceSSG David StillsSSG Eric WellsSGT Steven BrownSGT Darrell FordSGT Sean McCallSGT Patrick MacDonaldSGT Christopher VannCPL Christopher BalcomCPL Stephen NixNEW ORLEANSSFC William LeeRALEIGHSFC Dexter AkersSFC David BrooksSSG Danya CheekSSG Eddit DavisSSG Camuy HeremuruSSG Kenneth JoynerSSG Jonathan MillettSSG Jerry SniderSGT Michael DumlaoSGT Lawrence GambinoCPL Harold LilesSEATTLESSG Stanley HuttoSSG Richard SmithSSG James ThomasSOUTHERNCALIFORNIASSG Daniel FigueroaSSG Tremayne NetherlySFC Manuel Olmo-TortesSSG Sean ImSGT Seth BabcockSGT Jacob NeumannTAMPASFC Scott PhenicieSSG Anthony WilliamsSGT Lonnie BrockSGT Brian BuckleyCPL Eric Gorham

Gold BadgesSEPTEMBER 2006


SALUTES | RJ

1ST MEDICAL BRIGADESFC Mark McGuigan3D MEDICAL BRIGADESFC James Ebbers5TH MEDICAL BRIGADESFC Ursula TurnerALBANYSFC Herbert HatchSFC Delton SmithSSG Damion OrrSSG Christopher DunhamBECKLEYSFC Daniel McIntyreSFC Christopher SmoakCOLUMBUSSFC Christian WatrousSSG Justin HumphreyDALLASSFC Alfreda JohnsonSSG Sherwood EarleSSG Anthony GriffinSSG Thomas KovalskiSSG Gerald SmithSGT Charles FranklinSGT Christopher PinaDES MOINESSSG Stephen Feldhaus

GREAT LAKESSSG David O’DeaSSG William WeirHOUSTONSSG Alberto CastilloINDIANAPOLISSSG Christopher MorrisSSG Edward SmithJACKSONSSG Roscoe HarrisJACKSONVILLESFC Mark HadleySSG Jamie JacksonSGT Evron FolkesKANSAS CITYSSG Steven BeverageSSG John ChaplainSSG Joseph ReutingSSG Nathan TestermanMINNEAPOLISSFC Thomas AllenSFC Bridgett BurnsMONTGOMERYSFC Roosevelt Pierre-NoelSSG Marc EriceSSG James Frazer

NEW ORLEANSSFC David StanfordSSG Adrian MatuteNEW YORK CITYSFC Joseph RocheSFC Dawn TaylorSSG Larry NelsonPHOENIXSFC Brien AldridgeSFC Paul CamachoSFC Fabian DiazSSG Richard BurtonSSG Christopher LoughnerSSG Sharena MurphySSG Ivan RodriguezSSG Larry RowlandSSG Loyd SmithPORTLANDSFC Kimberly ChristophersonSFC Robert GonzalezSFC Renny LutzSSG William CoxSGT Willie C. JonesRALEIGHMSG Tracy HaynesSFC Natalie JacksonSSG Carl McCordSGT Michelle Daum

SALT LAKE CITYSSG Luke PearsonSEATTLESFC Anthony ClarkSFC John GilfillanSFC Hector JebulanSORBSFC Christopher BallSOUTHERNCALIFORNIASFC Hector Carrion-JorgeSFC Charles HallSSG Troy AcostaSSG Marc Taman CamposST. LOUISSFC Tara JohnsonSSG Lanail BookerSSG Jason Byrd

1ST MEDICAL BRIGADESFC Michael Alves2D MEDICAL BRIGADESFC Marvin McMillian3D MEDICAL BRIGADESFC Garde Reliford6TH MEDICAL BRIGADESFC Shauntenette StatenALBANYSFC Maria GreenSSG Michael TherrienCOLUMBUSMSG Michael BuschurSFC Jason TrzebiatowskiDALLASSSG Wayne LovellSSG James West

GREAT LAKESSFC Thomas TwiggSFC Ronald VoisinetINDIANAPOLISSFC Jeffery SchinabeckJACKSONVILLESFC John WallaceKANSAS CITYSSG Melvin MackMILWAUKEESFC Charles CharlestinMINNEAPOLISSFC Ovidio Correa-RodriguezSFC Danny Smith

MONTGOMERYSFC Eddie LegstonSSG Michael RichardsonSFC Andrew HendricksonNASHVILLESFC John DocevSFC Richard FalconberrySFC Dennis FordSFC Charles LashbrookPHOENIXSFC Michael HarveySFC Eric JohnsonSFC Kevin JohnsonSFC Todd KarchSSG Corey GavinSFC Danielal MurphySSG Monica Patton

RALEIGHSFC Michael RomedySSG Lori JacksonSSG Rebecca MazujianSALT LAKE CITYSSG Roy Roberts IISEATTLESFC Bruno AcostaSFC John VasquezSORBSFC Robert PietteSFC John WylieSOUTHERNCALIFORNIASFC Collen PagatpatanSSG Nate MaroneST. LOUISSFC Troy Bleyaert

Recruiter RingsSEPTEMBER 2006

Morrell AwardsSEPTEMBER 2006


The answers to this month’s test can be found on the next page.

RJ |THE TEST

1. When working with State Employment Services,the recruiter will _____________.

a. refer all unqualified applicantsb. provide printed data on job opportunitiesc. take part in group guidance sessionsd. all of the above

2. When enlisting into the Army Reserve, carefulconsideration must be given to all except _________.

a. number of dependentsb. conflicts with civilian occupationc. commuting timed. MOS restrictions

3. Prior service applicants are eligible to enlist if theyare a high school graduate or have higher education.

a. True b. False

4. Noncitizen prior service applicants, includingGlossary Nonprior Service, may not enlist when totalfederal military service is more than eight years.

a. True b. False

5. Persons applying for waiver of conviction oradverse disposition will provide __________ anddocuments to support the waiver request.

a. letters of reference from law enforcementb. evidence of satisfactory rehabilitationc. current MEPS physicald. all the above

6. Applicants enlisting in the Future Soldier TrainingProgram who conceal a charge that __________ canbe retained and authorized to ship by the brigadecommander.

a. was dismissed or droppedb. was DA rejected or not charged to join the Armyc. do not require a waiver or USAREC reviewd. all fines were paid or waived by the DA/court

7. Applicants accepted into a military academypreparatory school can enlist into the Army Reserve.

a. Trueb. False

8. What is the only valid agreement between DA andthe enlistee?

a. SF 86b. DD Form 1966c. DD Form 4d. REQUEST reservation

9. Who controls enlistments under the Army Reserveenlistment program?

a. The Chief, Army Reserveb. Commanding General, USARECc. Deputy chief of staff, G-1d. Commanding General, Human Resources Command

10. Any prior service applicant who entered activeduty for the first time after July 1, 1985, in any regularcomponent of the armed forces and who has notdeclined the Montgomery GI Bill during his/her initialterm of service is eligible for the MGIB.

a. True b. False

11. For a Soldier to be qualified for Broken ServiceSelective Reenlistment Bonus, the Soldier must havebreaks of service of more than _____ and fewer than____ from the active component immediately beforedate of reenlistment.

a. six months, five yearsb. two months, three yearsc. five months, four yearsd. three months, four years

12. Can a person who enlisted in the Army Reservebut who never shipped to IADT, and subsequentlywas discharged as an unsatisfactory participant,enlist without a waiver?

a. Yes b. No

13. Any applicant who had lost time of ____ days orfewer, regardless of the type of separation or REcode, is required to have a waiver for enlistment.

a. three workingb. five workingc. sevend. five

14. A person with two or more convictions/OAD withinthe ____ years _____ application for enlistment fordriving while intoxicated, drugged, or impaired.

a. three, precedingb. three, priorc. five, precedingd. two, prior

15. Prior service applicants who have been dis-charged with RE Code 3 for “alien without lawfuladmittance” will _______ for waiver.

a. have a two-year waiting period to processb. must have documentation from INS to processc. require USAREC G-3 policy control numberd. not be considered

Mission BoxThe Achievements of One that Contribute to the Success of the Team

Answers to the Test

Top Army Reserve Recruiter

1st Brigade 2d Brigade 3d Brigade 5th Brigade 6th Brigade

Top Regular Army Recruiter

Top Large Station Commander

Top Small Station Commander

RCM September Fiscal Year 2006

Top Company

Top AMEDD

SSG Timothy McKinneyNashville

SSG Roger TkaczykGreat Lakes

SSG Joel VelezSan Antonio

SFC Michael LuffTampa

SFC OvidioCorrea-RodriguezMinneapolis

SFC John DotsonSt. Louis

SFC Gregory GoodwinPiquaColumbus

SSG Jeffery R. NashHarlingenSan Antonio

SSG Jeffery SextonMarshfieldMilwaukee

SFC Michael BushMountain HomeOklahoma City

Dothan Marion Lewisville

Top BattalionTampa

New York Carolina Minneapolis East Rocky Mountain

1. d. AR 601-210, Ch. 1-13b2. d. AR 601-210, Ch. 1-8b3. a. Operational changes to AR 601-210, Ch. 3-5a 4. b. Operational changes to AR 601-210, Ch. 3-4b5. b. AR 601-210 4-4,b(3)6. c. AR 601-210 4-2, g7. a. AR 601-210, Ch. 1-5

8. c. AR 601-210, Ch. 1-11a 9. a. AR 601-210, Ch. 1-4b (1)10. a. AR 601-210, Ch. 3-1311. d. AR 601-210, Ch. 3-31c12. a. Operational changes to AR 601-210, Ch. 3-2213. d. AR 601-210 4-14a14. a. AR 601-210 4-24s15. d. AR 601-210 4-4d

SSG Scott MorganAlbany

SPC ChristopherCarlsonPhoenix

SFC Kenneth GolderAlbany

SFC Audra GreenwoodPortland

SFC Keith SaundersLynnhavenBaltimore

SFC ChristopherWalkerLake CityJacksonville

SFC Brian HommeVictorvilleSouthern California

SSG Aaron WilsonTorringtonAlbany

SFC Thomas FortnerSmithfieldRaleigh

SFC Ronnie SarmientoHemetSouthern California

Carlisle

San Antonio

Tucson

Documents

S. Douglas Smith - United States Army Recruiting Command ... · L. Pearl Ingram Associate Editor Walt Kloeppel ... Staff Sgt. Patricia Castor and Staff Sgt. James ... once I was situated