CAPTAINS CAREER COURSE

1
CAPTAINS CAREER COURSE

• LESSON SUPERVISE UNIT PERSONNEL AND
  ADMINISTRATIVE FUNCTIONS

2
TERMINAL LEARNING OBJECTIVE

• ACTION Identify Company Level Personnel
  Supervisory Functions and Administrative
  Procedures.
• CONDITIONS In a classroom, given required
  references and student handouts,
• STANDARD Identify company level personnel
  supervisory functions and administrative
  procedures IAW required references and student
  handouts.

3
SAFETY, RISK, AND ENVIRONMENTAL CONCERNS

• Safety Considerations None
• Risk Assessment Level Low
• Environmental Considerations None

4
PRIMARY REFERENCES

• AR 25-400-2 The Modern Army Record Keeping
  System
• AR 165-1 Chaplain Activities in the United
  States Army
• AR 220-45 Field Organizations and Duty Rosters
• AR 340-21 The Army Privacy Program
• AR 600-8-2 Suspension of Favorable Personnel
  Actions (Flags)
• AR 600-8-8 The Total Army Sponsorship Program

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PRIMARY REFERENCES

• AR 600-8-22 Military Awards
• AR 600-9 The Army Weight Control Program
• AR 600-20 Army Command Policy
• AR 600-200 Enlisted Personnel Management System
• AR 601-280 Army Retention Program
• AR 611-201 Enlisted Career Management Fields
  and Military Occupational Specialties
• AR 614-200 Enlisted Assignments and
  Utilization Management

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PRIMARY REFERENCES

• AR 623-105 Officer Evaluations
• AR 623-205 Enlisted Evaluation Reporting System
  Revision
• AR 630-10 Absence Without Leave, Desertion,
  and Administration of Personnel Involved in
  Civilian Court Proceedings
• AR 635-100 Officer Personnel
• AR 635-200 Personnel Separations Enlisted
  Personnel

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MAINTENANCE OF RECORDS
AR 25-400-2 The Modern Army Record Keeping
System MARKS
8
MAINTENANCE OF RECORDSAR 25-400-2

• Purpose
• Properly manage information from creation through
  final disposition according to laws and
  regulations.
• Ensures information is available when needed.
• Provides for a systematic removal of less active
  records from office space.
• Records support the interests of soldiers during
  and after their period of service.
• Basis for pay and awards.

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ARMY PRIVACY PROGRAM AR 340-21
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ARMY PRIVACY PROGRAM PURPOSE

• Protect the privacy of individuals.
• Collect only what is legally authorized.
• Keep only timely, accurate, complete, and
  relevant information.
• Prevent unauthorized use, access, disclosure,
  alteration, or destruction.
• Let individuals know what records are kept.
• Permit individuals to amend records.
• Allow individuals to ask for an administrative
  review.
• Maintain only information that is relevant and
  necessary.
• Act promptly, accurately, and fairly.

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STANDING OPERATING PROCEDURES (SOP) FM 101-5
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STANDING OPERATING PROCEDURES (SOPs)

• Three Types
• Administrative.
• Tactical/Field.
• External.

• Promotes
• Teamwork.
• Efficiency.
• Reduces the need for repetitive instructions.

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DUTY ROSTERS
AR 220-45
14
DUTY ROSTERS

• Provides
• An equitable determination of duty.
• Maintained
• Alphabetically by rank.
• Three authorized abbreviations
• A Authorized absence
• D Detailed to perform another duty
• U Unauthorized absence

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MAIL OPERATIONS
DOD MANUAL 4525.6-M Vol. II
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MAIL OPERATIONS

• Unit mail is a function of the Battalion S1,
  deploys with the force, and has a big influence
  on morale, especially during wartime.

• Ensure
• Mail room and trained staff to operate it.
• Perform daily and weekly inspections.
• Prepare SOP.
• Convenient mail call hours.

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RELIGIOUS ACTIVITIES
AR 165-1 and AR 600-20
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RELIGIOUS ACTIVITIES
Policy Approve requests for accommodating
religious practices that will not adversely
impact

• Military readiness.
• Unit cohesion.
• Standards.
• Health.
• Safety.
• Discipline.
• Interfere with the performance of duties.

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SUSPENSION OF FAVORABLE PERSONNEL ACTIONS
(FLAGS) AR 600-8-2
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FLAGS

• FLAG - initiated immediately when soldiers
• status changes from favorable to unfavorable.
• MPRJs - will be maintained in a flagged
  status.
• All active flag cases will be reviewed monthly.
• Flag - removed immediately after soldiers
• status returns to favorable status.

• Two Categories
• Transferable, e.g., weight control program.
• Non-transferable, e.g., courts-martial.

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FLAGS

• Circumstances requiring non-transfer flag
• Adverse Actions
• Charges, restraints, or investigation.
• Courts-martial.
• Nonjudicial punishment.
• Absent without leave (AWOL).
• Administrative reduction.
• Letter of censure or reprimand .

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FLAGS
Circumstances requiring transferable flag

• HQDA directed reassignment of a flagged soldier.
• Movement of adverse action into the punishment
  phase if punishment does not require the presence
  of the soldier.
• APFT failure, or failure to take APFT in required
  period.
• Entry into the Weight Control Program.

23
FLAGS
More actions prohibited by a flag

• Retirement.
• Advance or excess leave.
• Pay of enlistment or reenlistment bonuses.
• Assumption of command.
• Family member travel to overseas area.
• Command sponsorship of family members in
  overseas area.

24
FLAGS
Actions Prohibited by a Flag (exceptions)

• Flags for APFT failure
• - Block promotion, reenlistment, and extension
  only.
• - No flag if soldier has a profile prohibiting
  APFT.

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FLAGS
Actions prohibited by a flag (more exceptions)

• Flags for weight control block only the
  following
• actions
• - Attendance at full time civilian or military
  schools.
• - Promotion.
• - Awards and decorations.
• - Assumption of command.
• - Reenlistment or extension.

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FLAGS
Actions prohibited by a flag (more exceptions)

• Retention beyond ETS/ESA
• - Soldiers will not be retained beyond
  their ETS/ESA because they are flagged without
  HQDA approval.

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FLAGS
Transfer flags

• Maintain a copy locally of all supporting
  documents.
• Attach DA 268 transferring flag to all original
  supporting documents and place in MPRJ.
• Mail flagged MPRJ to gaining commander,
  registered mail.

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FLAGS
Erroneous flags

• Flag will be declared void and of no effect if
  found to be erroneous.
• Any favorable actions that would have occurred
  during the flagged period will
• be granted retroactively.

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ABSENT WITHOUT LEAVE
(AWOL)
Absent without proper authority.
AR 630-10
30
DROPPED FROM THE ROLLS
(DFR)
AR 630-10
Absent without proper authority for
30 consecutive days.
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WEIGHT CONTROL PROGRAM
AR 600-9
32

WEIGHT CONTROL PROGRAM

• Ensures personnel
• - Are able to meet the physical demands of the
  duties.
• - Present a trim appearance.
• - Assist in establishing and maintaining
• Discipline.
• Operational readiness.
• Physical fitness.
• Health.
• Effectiveness.
• Establish body fat standards.
• - Provide assistance in meeting the standards.
• - Foster high standards.

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RETENTION PROGRAM
AR 601-280
34
RETENTION PROGRAM
OBJECTIVES

• Reenlist, on a long-term basis, the greatest
  number of highly qualified soldiers consistent
  with Army needs.
• Enlist/transfer and assign qualified soldiers
  into a RC, ARNG/USAR unit.
• Achieve and maintain Army force alignment.
• Obtain maximum command involvement.

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DISCHARGES
AR 635-100 and AR 635-200
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DISCHARGES
Two Types - Voluntarily, e.g.,
retirement. - Involuntarily, e.g., overweight.
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SPONSORSHIP PROGRAM
AR 600-8-8
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SPONSORSHIP PROGRAM

• A peacetime function
• - Assist during reassignment.
• - Assist during family separation.
• - Improve unit cohesion.
• - Support the personnel life-cycle function.

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ASSIGNMENT AND UTILIZATION POLICY
AR 614-200
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ASSIGNMENT AND UTILIZATION POLICY

• Primary Goal
• To satisfy the personnel requirements of the
  Army.
• Secondary Goals
• Equalize assignments by assigning the most
  eligible soldier from among those of like MOS
  and grade.
• Equalize hardships of military service.
• Ensure assignments allow for professional
  development and promotion.
• Meet the soldiers personal desires.

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OBJECTIVE OF UTILIZATION OF PERSONNEL

• Ensure efficient use of enlisted members in
  
  
  
  
  accomplishing the Army mission.
• Place soldiers in positions that require
  skill,
  
  
  
  knowledge, and abilities as shown
  by their Primary
  
  
  
  MOS, Career Progression MOS,
  Secondary MOS, or
  
  
  
  additional Military
  Occupational Specialties.
• Provide policies on personnel utilization that
  will
  
  
  
  strengthen and broaden MOS
  qualifications and
  
  
  
  prepare a soldier
  for
• - Career Progression
• - Greater Responsibility
• - Diversity of Assignment

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UTILIZE A SOLDIER UNDER

• Proper utilization The primary concern of
• commanders and supervisors will be to ensure
• soldiers are assigned to authorized positions in
  his
• or her PMOS or CPMOS, up to two grades higher.
• Authorized exceptions The assignment is under
• actual combat conditions or the assignment is to
• meet an urgent military requirement to satisfy
  an
• exceptional need for special duty.

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AWARDS PROGRAM
AR 600-8-22
44
AWARDS PROGRAM

• The objective of the program is to provide
  tangible recognition for
• Acts of valor include
• Exceptional service or achievement.
• Special skills or qualifications.
• Acts of heroism.

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AWARDS AND DECORATIONS ARE (Paragraph 1-9, AR
600-8-22)

• A wartime military personnel function.
• Defined in the tables of organization and
  equipment (TOE).
• Deployed with the tactical force.
• The functional responsibility of the Personnel
  Operations Work Center and its tactical
  counterpart.

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INDIVIDUAL AWARDS ARE GROUPED INTO THE FOLLOWING
CATEGORIES

• Decorations - MSM,ARCOM, AAM etc.
• Good Conduct Medal.
• Service Medal - Southwest Asia Service Medal.
• Service Ribbons - Overseas Service Ribbon.
• Badges and Tabs - Special Forces, Ranger, Air
• Borne, Air Assault, Diver, etc.
• Certificates and Letters.

47
NONCOMMISSIONED OFFICER EVALUATION
REPORTINGSYSTEM (NCOERS)AR 623-205
48
NCOERS

• Purpose
• Support the Armys personnel management program.
• Support the career development of the soldier.
• Designed to
• Identify soldiers best qualified for promotion.
• Identify soldiers best qualified for assignment
  positions. (AR 623-205)

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OFFICER EVALUATION REPORTING SYSTEM (OERS)AR
623-105
51
OFFICER EVALUATION
Purpose

• Support the Armys personnel management program.
• Support the career development of the soldier.

Designed to

• It largely determines the quality of the officer
  corps.
• The selection of future Army leaders.
• The course of each officers career.
• It supports the Armys personnel management
  program.

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THE OFFICER EVALUATION REPORT PROCESS IS DESIGNED
TO

• Set objectives for the rated officer that
  support the organizations mission.
• Review the rated officers objectives and
  update them to meet current needs.
• Promote performance-related counseling to
  develop subordinates and better accomplish the
  organizations mission.
• Evaluate the rated officers potential.
• Ensure a review of the entire process.

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EVALUATION REPORTS

• Evaluation reports must be fair.
• Evaluation reports must be objective.
• Evaluation reports must be accurate appraisals
• of the officer.
• Evaluation reports are prepared for all
  officers
• through the grade of major general.

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TYPES OF REPORTS

• Mandatory reports (90 day minimum).
• These reports must be submitted. Following
  reports
• must be prepared if the rated officer has
  completed
• at least 90 calendar days in the same position
  under
• the same rater during the same rating period
  the
• rater must complete his or her evaluation.
• - Change of Rater.
• - Change of Duty.
• - Annual Evaluation report.
• - Departure on Temporary duty or Special Duty.
• - TDY an SD supervisors evaluations.
• - Officer failing selection for promotion.

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TYPES OF REPORTS OTHER THAN 90 DAY MINIMUM

• Initial tour of extended active duty.
• Application for regular Army appointment.
• JAG Officers participation in on-the-job
  training.
• Relief for cause.
• PERSCOM directed.
• Complete-the-record.
• Senior rater option.
• Rater option.
• 60 day option.

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ENLISTED PROMOTIONS
(AR 600-8-19 with changes)
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ENLISTED PROMOTIONS
System Objectives

• Promote the best qualified.
• Provide for career progression.
• Recognize the best qualified soldiers.
• Preclude promotion of unqualified soldiers.
• Provide an equitable system.

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ENLISTED PROMOTIONS
Promotion Selection

• Decentralized Advancements to PV2 thru SPC
  Promotion Authority Unit Commander.

• Semi-centralized Promotions to SGT thru SSG
  Promotion Authority Bn Commander.

• Centralized Promotions to SFC thru CSM Promotion
  Authority HQDA.

60
ENLISTED PROMOTIONS Terms to Discuss

• Promotion, Advancement, or Lateral Appointment?
• Primary Zone vs. Secondary Zone.
• Primary Zone Counseling per AR 600-8-19, 3-12g
  Initial and Periodic.
• Waivers for advancement to PV2, PFC, and SPC.
• DA Form 4187 Used for all advancements.

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CO1 REPORT
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CO1 REPORT
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COMPUTE WAIVER ALLOCATIONS
(E4 Waiver Published Monthly by PERSCOM)
2
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ENLISTED PROMOTIONS

• DA Form 3355 Promotion Point Worksheet.
• Initial.
• Reevaluation.
• Point adjustments.
• Timely point turn in for EDAS.
• Points are awarded for
• PT Score. 50
• Weapons score. 50
• Duty performance. 150
• Awards. 100
• Military education. 200
• Civilian education. 100

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Promotion Point Standing List C-10 REPORT
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REQUEST AND AUTHORITY FOR LEAVE AND PASS
AR 600-8-10
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REQUEST AND AUTHORITY FOR LEAVE AND PASS
Purpose - Officially authorize and account for
soldiers on leave, TDY, or on a pass (DA Form
31). Designed for - Soldiers requesting
regular or emergency leave. - Soldiers
requesting permissive TDY. - Soldiers requesting
other (pass). - Usage in conjunction with
official travel. - Accountability for soldiers.
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Hometown Recruiter Assistance Program
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What is HRAP?
Who can be an HRAPer?
IET GRADUATES
PERMANENT PARTY
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Measures of Effectiveness

• Most Effective Populations Measures
• AIT/OSUT Grad Highly
  Motivated, Proud
• High School Grad Best Access to High
  Schools
• Under 25 Yrs of Age Age Similar to Target
  Market
• Least Effective Populations Measures
• Basic Trainee Grad A little too green
• USAR (STO1) Soldiers Torn between HS Rctng
• Not from local area Unfamiliar with Market

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HRAP Facts

• Most Effective Recent IET Graduates and young
  Jr NCOs.
• Testimonial impact of female HRAPers especially
  high
• HRAPers frequently effective in reducing
  DEP-loss through personal testimonial and example
  
• General revitalization of Recruiting Force
  through HRAPers
• TRADOC goal for trainee participation is 65 of
  graduates
• Need to continue HRAP emphasis and participation
  year round, not just during summer IET surge
• Recruiting stations require planning time for
  HRAP soldiers (coordinate speaking engagements,
  etc)

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U.S. Army Recruiting Command

HRAP Program FY 01
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HRAP FY 00/FY 01
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HRAP FY 00/FY 01
76
HRAP FY 00/FY 01
77
Sent Monday, October 30, 2000 429 PM The
value of HRAP is not just reflected in numbers.
There is a high intangible ROI from HRAPers
meeting with DEP/DTPers, increasing Army
visibility in communities and high schools, and
being a visual and talking testimony to the many
positive changes in young people due to their IET
experience. Unlike older recruiters explaining
"how it will be", HRAP peer testimonials of "how
it is" carry more weight with the youth of
today. Walter Withers, HRAP and DEP/DTP
Manager, USAREC
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SUMMARY
During this lesson, you reviewed a myriad of
policies and procedures that can greatly impact
the careers of the soldiers in your command and
yourself. Merely knowing the answer is not good
enough. Soldiers want to see it, read it or know
where to find it. Eliminate any guess work and
tab your regulations, make a notebook or have
extracts. I guarantee that you will see most of
these topics again during your career.