“Our Army at War – Relevant and Ready” MG Dorian T. Anderson Commanding General (FOUO ) APEX ORIENTATION PROGRAM Human Resources Command

“Our Army at War – Relevant and Ready”“Our Army at War – Relevant and Ready”

MG Dorian T. AndersonCommanding General

(FOUO)

APEX ORIENTATION PROGRAM

Human Resources Command

“Our Army at War – Relevant and Ready”“Our Army at War – Relevant and Ready” 2

Outline

• A Changing Army/Culture• Mission and Priorities• Supporting GWOT / Its Impacts• Supporting The Way Ahead• Force Stabilization• Our Ability to Support Force Stabilization and

Modularity


Changing the Army: the Intent

over the next 6 years, the Army will:o Provide trained and ready forces globallyo Adapt force structure and management processo Become more agile and versatileo Reduce headquarterso Increase the density of high-demand unitso Balance the AC and RC componentso Modernize mobilization and policies / procedureso Streamline the Army's overseas footprint

• Build a campaign-capable, joint and expeditionary Army• Sustain global and operational support to Combatant Commanders• Maintain the quality of the All-Volunteer Force• Instill the Warrior Ethos in every Soldier• Adapt the institutional Army to meet needs of the future force


• Man the Force

• Stabilize the Force

• Enable Well-being

• Implement Enterprise HR System

• Enhance Civilian Army Workforce

• Realign HR Organizations

• Leader Development and Education

Supporting The Way Ahead

• Manning future force

• Support to TRADOC

• Force Stabilization (FS) Initiatives

• Synchronizing Soldier’s Assignment Process with Unit Lifecycle

• IT Legacy Migration Strategy for DIMHRS / Army eHR

• Structure USA HRC (HR integration-HRTTF)

• OPMS III review; Unit-centric NCOES scheduling

G1 Strategic Plan for Personnel Transformation

Goals

HRC Objectives

Fully Man the Force

Ensure effective incentives to access quality volunteers

Develop and implement retention and Well-being strategies

Reduce personnel turbulence thrustabilization programs

Implement Enterprise network-centric HR System and responsive personnel support

Implement SAW, NSPS, mil/civconversions to transform civilianCOMPO

Army Campaign PlanObjectives


Vietnam

“The order came down: Any Soldier who had sixty days or less left to serve on his enlistment as of the date of deployment, August 16*, must be left behind. We were sick at heart. We were being shipped off to war sadly understrength, and crippled by the loss of almost a hundred troopers in my battalion alone. The very men who would be the most useful in combat—those who had trained the longest in the new techniques of helicopter warfare—were by this order taken away from us. It made no sense then; it makes no sense now.”

“The drain on battalion manpower due to expiring enlistments also continued. At the end of

September* my battalion had 679 officers and men against an authorized strength of 767. Four

sergeants and seventeen enlisted men rotated home in October*. In November*, six sergeants and 132 men of the battalion were scheduled to leave.”

We Were Soldiers Once…and Young, Harold G. Moore, Joseph L. Galloway * 1965


MANNING A STABILIZED FORCE:OUR OBJECTIVES

• Stabilize Soldiers for longer periods at CONUS installations in 4th Quarter FY04

- We will only move people when we have to

• Support Modularity and Lifecycle Management

- Achieve P3 at E-Date and P1 at E-Date + 90 days

- Lifecycle Man units to 100%

• Fill all deploying units to 105% assigned strength NLT 90 days prior to deployment


• More stability and predictability• Longer assignments for CONUS-based

Soldiers and families • Extended initial tours • Enables higher levels of cohesion• Uses a regional approach• Multiple opportunities to return to same

post

• Uses Lifecycle and Cyclic Manning Management

• Synchronizes with Unit Operational Cycle• Minimizes Soldier losses for deployed units• Provides combat ready, agile, cohesive

units

• Current system doesn’t go away completely• Remains in place for most overseas-based units• Used for the Institutional Army (TRADOC, etc.)• Some low density specialties will always stay IRS

Force Stabilization: How We Will Man The Force

Stabilization

Individual Replacement System

Unit Focused Stability


• Active Component Soldiers spend longer tours at installations within the U.S., moving only to:

– Meet the needs of the Army– Fulfill leader development requirements– Satisfy individual preferences

• Minimizes family turbulence and provides “deeper roots” to the community– Enlisted Soldiers can reenlist Present Duty or Needs of the Army – All Soldiers will be encouraged to return to the same post repeatedly during their

career – Families become more connected to their community; continuity in schools,

medical care, spouse education/career, and home equity• Further stability and predictability are supported by:

– Future rotation-based Army– Regional approach for future assignments– Increased transparency in accessions; Soldiers and officers increased

involvement in assignment selection

Stabilization increases unit readiness and cohesion while providing predictability and stability for soldiers and their families.

Stabilization: How We Will Provide Stability and Predictability to the Force


Unit Focused Stability: Lifecycle

• Synchronizes Soldier’s tour with the unit’s operational cycle (36 months)• Minimizes attrition (PCS/ETS) for deployed units – increases deployability• Provides horizontal & vertical cohesion

• Focused on BCT/UAs and other MTOE combat units• Supports and enhances modularity• Key element in support of Joint Operations and establishment of JTF

Lifecycle focuses personnel turbulence to reset periods.

•Annual package replacement for unprogrammed losses

Unit cohesion, deployability and readiness maximized

• Major infrastructure challenges

• Well-Being challenges due to unit-centric focus –

minimizes soldier choice

Train

Ce

rtify ReadyReset

P- rating =T- rating =

P1 T4 T1

The Brigade Cdr ControlsInternal Turbulence

X

• Enables leader development

• OES/NCOES TDY & Return

• Length of time for Leader

Qualification

• By exceptional losses for

SOF/Old Guard


Stabilization(90 days)

Available/Training

Deployed

Reset(60 days)

Training(120 days)

Available

86% FillOr higher

P3(90 days)

P1(30 days)

DeployedP1

105% fill

Modularization Operational

86% FillOr higher

P1

105% fill

1

21

SBCT1

2

1 2 3

1 2 3 3

OIF 2

OEF V

2

3 4

4

1

2

3

Modularity“On Deck Circle”

SBCT2

1

2

3

12 3

1

31

24

EDATE

2 3

LCM

Transforming the Army

SBCT2

1

4

12 3

3

Deployment“On Deck Circle”


Title 32Mission

Response(State)

Deployed

Individual/ Small Unit Training

(Year 1-4)

Collective toCombined Arms Training (24 Mo)

P4(Year1-2)

Available/Deployed90%

DMOSQ(Year 5)

Modularization Operational

Year 1-4

OIF 2

OEF V

Modularity“On Deck Circle”

Transforming the Army (ARNG)

Deployment“On Deck Circle”

30 HVY(NC)

39 IN(AR)

81 HVY(WA/

CA/MN)

116HVY

42d ID (M)New York

278 ACR(TN)

155HVY(MS)

256HVY(LA)

29IN

(HI/CA)

56IN

(TX)

45 SIB(OK)

34th ID (M) Minnesota

30 HVY(NC)

81 HVY(WA/

CA/MN)

39 IN(AR)

EDATEP4

P1(Year 6)

KFOR/SFOR

Year 5

Year 6

Title 32/10Prep

CTC/Title 11

P1(Year3-4)

38th ID (M) (IN)


HVY

X

HVY3-4

IN

HVYHVYHVYHVY

X

HRC Supportability Analysis

Apr

04May Jun Jul Aug Sep Oct Nov Dec Jan

05Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec

- SL/SM of all OIF/OEF Units- Maximize skill/grade match- HRC fills shortages after maximum cross-leveling and suitable MOS/Grade substitutions are applied - Male/Female ratios in UA remain constant- 80K accessions FY05/06

HVYHVYIN

Force Stabilization/ 36 month LM

Modular Build

IRS Manning

1/2/3-101

IN

3-10

1-10

X X

OIF/OEF

INX

173d

HVYHVY

1/2/-4

HVYX

3-1

X

TRADOCKOREA

XXROTAMP1

ROTAMP2

Green = 90-100% +Amber = 80- 89%Red = 70- 79%

4-10

X

SBCT1

X

SBCTINX

4-101

INX

HVYX

4-4

HVYHVYX

1/2/3-1

SBCTX

SBCT2

5-25

Assumptions:Issues:

INX

2-10

as of: 1 September 04

SBCT4

X

SBCT INX

4-25

HVYX

4-1SBCT

X

SBCT5INX

No Risk

SomeRisk

MostRisk

36 mo Retainability

EDate = P3 +90 = P1

Edate=P3 +90 = P1

- UA bill-payers not identified- Additional OIF 3 requirements- 101st/10th/4th structures- Divisional cross-leveling- MOS substitutability MOA (G-1 & FORSCOM)- P1 = 100% deployable- 3ID fill/losses continue Jul-Sep 04 to improve MOS/Grade band match - Branch/CFD substitutability - Grade/skill <90% in several UAs w/TRADOC green

INX

2-2

FOUO


Changing The Way We Do Business

Old New Technology

Assignments TOS Needs of the ArmyTour Equity Leader DevelopmentSummer Moves Soldier Desires

Records PSB F2FMy ERBMy ORBOMPF OnlinePSB(-)

Evaluations PSB Interactive Web Response System (IWRS)Sr Rater ProfilePSB(-)

Modularity and PLUS2Force Stabilization Force Stabilization Website

SAMSAM


• Our initiatives and programs are supporting GWOT...whichwe will win.

• Our Soldiers, families, civilians, and contractors--of allComponents--are key in reaching our most importantgoal...unit readiness.

• Our transition will be to a "Steady State" Army with morepredictability and unit-focus...with deployable soldiersin deployable units...but will take some time to get there.

• Our current initiatives are helping to set our future Army.

Take Away

... fighting War

... keeping Peace

... deterring Aggression… providing Assistance over 320,000 Soldiers are now committed worldwide

Resourcing the Fight While Simultaneously Transforming


Human Resources Command

BACK-UP


STRUCTURE

TRANSITION(Separate) SUSTAIN

COMPENSATE

DEPLOYQUALITY QUALITY QUALITY QUALITY

ACQUIRE

DISTRIBUTE

DEVELOP

Lifecycle Functions


•Distribute• Stabilization• Needs of the Army• Leader Development Needs• Needs of the Soldier• BCT/UA level management• Joint requirements/opportunities

Lifecycle Functions


• Acquire• Growing the Army through accession, retention, promotions• Accessing 4500 LTs • Increase recruiting mission –

FY04 +5,000 and FY05 + 80,000• Increase retention mission• Fully qualified boards versus best qualified boards• Blue to Green

Lifecycle Functions


• Develop• OES – BOLC, CCC TDY and return, universal ILE• NCOES• Joint• Command

Lifecycle Functions


•Deploy• Stabilization• Stop Loss/ Stop Move• Non-deployable rules• 100% deployable/ 105% manning

Lifecycle Functions


• Compensate• Assignment Incentive Pay• Enlistment Bonus• Special Duty Assignment Pay

Lifecycle Functions


• Sustain• DCP3• Retention• Family Programs

Lifecycle Functions


• Transition• Retirement• ACAP

Lifecycle Functions


• Structure• Modularity• HQs Growth

Lifecycle Functions

Documents

“Our Army at War – Relevant and Ready” MG Dorian T. Anderson Commanding General (FOUO ) APEX ORIENTATION PROGRAM Human Resources Command