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Roll Call

T h e O f f i c e r V o l u me L X X X I V , N o . 2 F E B R U A R Y MA R C H 2 0 0 8
ON THE COVER
MAJ Erica L. Herzog, USAR,
poses in front of the Minute-
man Memorial Building at
One Constitution, Wash-
ington, D.C. This months
Officer features articles on
career-building opportunities
for Citizen Warriors, from the
individual services recruit-
ing incentives through to individuals preparing
for retirement. Along the way we hear from MAJ
Hezog, providing her own insights midway up her
career ladder (photo by Eric Minton/ROA).
Strategic Civil Affairs for the Long War
By LTC Kenneth H. Moore Jr., USAR 51
FEATURES
An International Concern 27
CIOR study fnds Reservists in member nations
need improved pre- and post-deployment care.
By Lt Col Ann P. Knabe
Because Accidents
Dont Need to Happen 28
Look for ways to avoid accidents during these
dangerous winter months, and be prepared for
when they may occur.
By Marsh Affnity Group Services
The Store Commander 30
Army Reservist becomes the frst Citizen Warrior
to command AAFES.
By LtCol M.E. Earl
Plus: AAFES Targets Reservists
Career Development
as a Citizen Warrior 32
The Reserve Components offer many
opportunities for people keen to serve
the United States.
NOAA: Finding New Things
USAFR: The Steepest Climb is Still
to Come
PHS: A Great Way to Serve for
Those Who Need Flexibility
USMCR: Filling a Niche Market Pre-
viously Unavailable
USCGR: A Robust Blend of Experiences
USAR: This Environment Calls for Innova-
tive and Effective Programs
ANG: The Next Generation of Offcers
USNR: Global Ambassador of Health
Recruiting Bonuses
Take a Joint Step on Your Career Path
We Cannot Fall Prey to the Shortcuts
Start Early 46
Transitioning to a new career takes preparation.
By Dave Griswold
Retirement Readiness 48
No matter what your age, focus on the
big picture.
By USAA
Plus: Take Charge of Your
Retirement
Plus: Plan Your Progress
The purposes of the corporation are to support
and promote the development and execution
of a military policy for the United States that
will provide adequate national security.ROA
Congressional Charter, 1950.
Roll Call
T h e O f f i c e r V o l u me L X X X I V , N o . 2 F E B R U A R Y MA R C H 2 0 0 8
COLUMNS
ROA Presidents Message.........................4
Making Good Progress
ROAL Presidents Message......................6
To Move Further Forward, Can You Help?
Editorial...............................................................8
Fixing Reserve Retirement
Reserve Enlisted Association ................ .9
Far from the Finish Line
Reader Feedback ........................................10
RESERVE OFFICERS ASSOCIATION
OF THE UNITED STATES
Organized in 1922. Incorporated under charter of
the Congress by Public Law 81-595.
THE OFFICER
PRINTED IN THE U.S.A.
Publisher: LtGen Dennis M. McCarthy, USMC (Ret.)
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MAJ John Rosnow, USAR
THE OFFICER (ISSN 0030-0268) is published monthly in January, April,
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DEPARTMENTS
Capitol Hill Connection.............................14
NDAA: Many Wins, One Big Loss Earlier Retirement
4 Percent GDP Tricare Clarication 110th
Congress, Second Session Leadership D.C. Listening
Post ROA 2008 Legislative Agenda
By CAPT Marshall A. Hanson
Army Section..................................................22
Iraq Insights
By Robert Feidler
Air Force Section..........................................23
Strategic Planning
By Lt Col Jim Starr
Naval Services Section.............................24
On Ships, into Hurricanes, over the Pole
By CAPT Marshall A. Hanson
Defense Education Forum......................26
Junior Moments
By Robert Feidler
Book Reviews.................................................55
Not a Good Day to Die: The Untold Story of Operation
Anaconda
by Sean Naylor
Review by 2LT Seth Benge
Plus: AAFES Targets Reservists
Spotlight on Citizen Warriors...............56
Taking a Bite Out of Crime
By Lt Col Ann P. Knabe
Spotlight on Families .................................57
College & Hard Knocks
By Lt Col Ann P. Knabe
Law Review.....................................................58
Bonus Bust The Meaning in Shift
By CAPT Samuel F. Wright
ROA News ........................................................60
ROA Inducts Gen Pace into Hall of Fame ROA Delega-
tion Visits Sarajevo Member Services Headquarters
Honors Across the ROA
ROAL News......................................................66
Fabulous Fabrication
By Leslie Carper
Reveille..............................................................67
Taps.....................................................................68
STARs Industry News & Directory.........69
SAIC technology boosts warght-
ers capabilities Boeing Delivers
Third C-40C Lockheed Martin Unveils
First STOVL Stealth Fighter
Heads Up..........................................................72
Pay Matters; ROTC Net; Executive Boost Advertiser
Index Calendar
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the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
Col paul groskreutz, USaf (RET. ) ROA NATIONAL PRESIDENT
ROA PRESIDENTS MESSAGE
W
e are over halfway through my year as your Na-
tional President. Tose members attending the
Mid-Winter Conference will get a frsthand
account on my progress to achieve my goals. I will summa-
rize that report here for those who are not attending the
conference.
Let me frst review my goals.
Members: I will help craf solutions to improve our
membership among drilling Reservists and improve our
overall membership.
Financial: I will help craf solutions to ROAs fnancial
challenges.
Defense Education: I will work to move ROA forward
as the recognized leader in defense education.
Basics: I will lead ROA back to basics by working to im-
prove communication with the departments.
ROAL: I will develop ways to work collaboratively with
ROAL.
I must frst state that this is a report of what has been ac-
complished not just by me but by the national staf and the
members working with me. It has been achieved through the
active engagement of many people.
I am happy to report that the membership indicators
we check monthly have been positive. We have recruited
enough new members to overcome our losses. Departments
have helped accomplish this by diligently working to get of-
fcers with annual memberships to renew. Departments have
been contacting term members and making a direct request
to renew while drawing them into department and chapter
activities. Te eforts of Member Services Director Will Hol-
ahan and his staf have made that possible. Tey now have an
automated electronic program that monthly sends to depart-
ment presidents all relevant information on new members
and those who have not paid their renewals. By actively
working these lists, we have retained more than 75 percent of
the renewals, pushing the total membership number up.
While we have been working the fnancial issue hard, we
have not yet found the ultimate solution. Director of Re-
source Development Richard Tralls and the Capital Cam-
paign Committee have identifed a number of foundations
that support our goals, and the committee has submitted
funding proposals to those foundations. We are still waiting
for their responses.
Tat is similar to the results of our fund-raising eforts
within our own membership. We are still waiting. While
every member has been advised many times that we need
each persons help to pay of our loan, only 520 individual
members have responded with a check or a pledge. Tat is
less than 1 percent of our members. Clearly, members have
not realized that ROA needs their help.
Te other key fnancial challenge is that income from
memberships is insufcient to meet our operational needs.
Te insurance program proceeds, upon which we have relied
for years, are dwindling each year and will be gone by 2015.
We need to develop new income streams. We are working to
create a culture of philanthropy, a pattern of regular giving
by our members, similar to what they do in other areas of
their lives.
Strategic Defense Education Director Bob Fiedler and
his assistant, Seth Benge, are doing an outstanding job on
Defense Education. Tey have scheduled a calendar full of
forums with an ever-growing number of partners. ROA has
pushed beyond the number of people who can physically
come into the building to attend the events by conducting
simultaneous webcasts and C-Span broadcasts. Tis gives us
a tremendous capability for outreach and opportunity to in-
form and educate.
I have been working hard to establish communication
with all departments. With the assistance of Member Ser-
vices, we have provided the department presidents with a
tool to assist them in accomplishing the big tasks of their of-
fce. Similarly, with the assistance of Lt Col Don Stockton,
chairman of the Department National Council Members, we
have provided all national council members with informa-
tion on the basic job requirements of their positions. I have
also clarifed for the presidents and national council mem-
bers that they are essential to keeping communications fow-
ing between the members and the national staf and elected
ofcers.
I have personally made numerous contacts to reduce by
75 percent the number of departments with delinquent An-
nual Election and Financial Reports. Without these current
reports, ROA doesnt know who represents the departments.
Tose departments lacking these reports dont receive com-
munications or their membership rebates.
Anne and I are sharing ideas on how to make both ROAL
and ROA more efective and relevant to members of the
Guard and Reserve. We are conducting a joint First-Timers
Orientation at Mid-Winter.
When all things are considered, I believe we are making
good progress toward achieving my goals. Tanks for all your
eforts. x
Making Good Progress
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the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
anne groskreutz ROAL NATIONAL PRESIDENT
ROAL PRESIDENTS MESSAGE
To Move Further Forward, Can You Help?
W
e are doing it! We can do it! As with ROA, our
membership numbers appear to be moving up
slowly. Tat is a beginning. It is something we
will need to keep working on.
Past presidents Teri Barnes and Rick Riccardi used
innovative incentives to increase membership. It worked
for them at that time. I believe at this time we need to put
to use some of the recommendations from the Strategic
Planning Committee and the member-approved Strategic
Planning Direction. I dont believe we are using the Strategic
Planning Direction or the committee to fulfll our mission
and goals as well as we can, but I need your help to build on
our successes. Nikki Linder, a member of the committee, has
some ideas on what we can do to help build membership and
keep our members. Can you help her with that?
Te Strategic
Planning Direction
document states that
the purpose of the
ROAL is to partner
with the Reserve
Ofcers Association to
meet mutual goals
We will be doing that
this year by sharing the
First-Timers Reception
before the opening of the Exhibit Hall at the start of the
Mid-Winter Conference. Tat part is going to be relatively
easy. We do need people to help with the reception and other
similar activities. Can you help with that?
Te Strategic Planning Committee at its meeting in
October also recommended other things we can be doing to
make our organization an efective, relevant organization
having the confdence and involvement of its members.
Tese included some simpler tasks, such as updating our
trifold membership application and ROAL information
sheet. However, there are other tasks to be undertaken, and
the committee and board members are not the only ones
who need to be involved in doing these things. Te Strategic
Planning Committee members work on the plan; it is up to
us to implement the parts. Can you help with that?
To be efective and relevant for our younger members, we
need to include activities that are diferent from what we
have done in the past. I hope we are ready, willing, and able
to do that. I have asked Kim Farris, wife of Brig Gen Wallace
Wade Farris, wing commander, at Westover ARB, Mass.,
to speak with us at the Mid-Winter Conference about a
program she has set up there as a way of communicating with
Reservists families, particularly when the servicemember is
deployed. I believe that ROAL can work with programs like
this to become involved with the local Reservists families
and help them when they most need assistance. Family
readiness programs provide some assistance, but I believe we
can also help. And we dont need to reinvent the wheel in
fguring out how we can help our military family members.
Can you help with that?
Te ROA Executive Committee has approved a revision
in the national meeting schedule to take efect in 2010. Tis
includes moving the annual convention to February with a
National Council Meeting during the summer. Te details
have not been worked out at this time. As this change will
afect ROAL and our meetings, as well as our schedule and
agendas, the Strategic Planning Committee will need a
working group to consider some of the options open to us
and what we need to do to accommodate these changes. Can
you help with that?
ROAL has occasionally hosted workshops that deal
with topics of interest to our members. Many of them have
provided information about the military situation around
the world. Some have been learning opportunities, such as
setting up a website. Sometimes we have been able to visit
one of the museums around Washington, D.C., (thanks to
Francis Goulds hard work) or at the site of the National
Convention. Tere are many other things we can be doing to
provide information, gain learning opportunities, share our
talents, and just for fun. Would you be willing to help plan
some of these kinds of activities? Can you help?
Tere are other ways that our Strategic Plan works
for us. Te great thing is that it is just a starting point for
much discussion and brainstorming. It provides us with
an opportunity to be involved, help formulate change, and
make a diference in our organization. You know what
you want from ROAL. Are you willing to help make the
changes to carry us into the future as an efective, relevant
organization? ROAL needs your participation. Im
counting on it. Contact me. x
On the Web: For more information on
ROAL, visit www.roa.org/roal.
To be efective and
relevant for our younger
members, we need to
include activities that are
diferent fom what we
have done in the past.
Count me inI am proud to add my tax-deductible contribution in the amount of_____________.

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Washington DC 20002-5618
8 THE OFFICER / FEBRUARYMARCH 2008 WWW.ROA.ORG
ltgen dennis m. mccarthy, usmc (ret. ) roa executive director
EDITORIAL
Fixing Reserve Retirement
A
s you may have seen back in December, I found my-
self outraged by the last-minute revision to this years
National Defense Authorization Act (NDAA) deal-
ing with Reserve retirement.
Despite a number of positive actions, one aspect of the
NDAA le 600,000 Citizen Warriors in the lurch. e act
will nally contain a provision to allow some Reservists to
lower the age at which their retirement pay kicks in. But
that provision has been made prospective, meaning that
the service of those mobilized up to now in the Global War
on Terrorism does not count toward this earlier retirement
eligibility.
Congress cited those Citizen Warriors as its rationale to
make a long-awaited change in the Reserve retirement provi-
sion. e change was itself a compromise, but it was clearly
intended by its principal sponsor to be a corrective mea-
sure, one that would go
back to the beginning
of Reserve mobilization
for the Global War on
Terrorism.
Reducing the age at
which career Reservists
can draw their retired
pay has been a key objec-
tive for many years. It has
been based on two es-
sential facts: (1) Reserves
are being employed in an
entirely dierent way than they were when the present retire-
ment system was designed; and (2), reduced retirement age
was widely seen as a powerful incentive to convince Reserv-
ists to stay in service for a longer period of time.
ROA has spoken forcefully in favor of reduced retire-
ment plans that acted as a force management tool, creating
a tangible incentive for those who served the longest (and
the most) with an improved retirement plan. We continued
to say: If you just serve the minimum time, and leave service
aer 20 years, an age 60 retirement seems fair. But if you stay
longer, and serve more, you should be rewarded with an ear-
lier retirement eligibility.
is year, the basics of that concept seemed to catch on.
Sen. Saxby Chambliss (RGa.) sponsored a bill that reect-
ed at least part of our philosophy. Some in Congress, arguing
the scal side of the issue, argued that applying that philoso-
phy to those who had served since 2001 would be too expen-
sive, but Sen. Chambliss fought back on the Senate oor, and
the prospective-only provision was replaced with one that
said that eligibility for earlier retirement would be based on
service since Oct. 1, 2001, the date at which the current mo-
bilization began. Although his provision did not accomplish
all that ROA thought it should, we recognized the validity
of his approach, and considered it a reasonable compromise.
But somewhere in the murky in-ghting of the Confer-
ence Committee the scal conservatives were able to re-as-
sert themselves, and the nal version returned to prospec-
tive only, discounting service from 2001 until now.
As this edition goes to press, President George W. Bush
was expected to sign the NDAA into law. I have heard no
comment from the White House on the specic issue of Re-
serve retirement provisions. Everyone recognizes the impor-
tance of passing this law in a timely fashion, and it does have
a lot of good provisions for servicemembers of all compo-
nents (see page 14). But it is not yet right on Reserve retire-
ment, and we will keep ghting.
We will seek to amend the law immediately in the next
session of Congress to remove the prospective only provi-
sion and to properly reect the nations gratitude and ad-
miration for the service of our Citizen Warriors since 2001.
Anything less would be a retention disincentive, the last
thing we need now.
As a nation, we must send a message to the men and
women of our National Guard and Reserve that says: We
value your service. We want you to stay in service to your
country. We need you to do that, so that our all-volunteer
force can remain a reality. We dont want to go back to the
dra.
On our website (www.roa.org) you will nd a fact sheet
on Reserve retirement. In it, you will nd a succinct set of
reasons why Congress should move now to make the 21st
Century Reserve Retirement plan cover the entire 21st cen-
tury. In other words, why its provisions should begin when
the current mobilization began on Oct. 1, 2001. You can use
this fact sheet to write and call your senators and representa-
tive, and to speak knowledgeably about the issue within your
community. Please do so.
ROA and REA will carry this message to every congres-
sional o ce. We are in this ght until it is won. x
Congress should
moe now to make
the 21st Century
Reserve Retirement
plan coer the entire
21st century.
ON THE WEB: See the full joint statement
from ROA and REA on early retirement at
www.roa.org/advocate_121207_retire.
0802_editorial.indd 8 1/17/08 5:52:58 PM
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008
RESERVE ENLISTED ASSOCIATION
cmsgt lani burnett, usaf (ret. ) rea executive director
Far from the Finish Line
I
n December, when most people were busy making holi-
day preparations and waiting for Christmas break, there
were some of us anxiously waiting for an approved Fis-
cal Year (FY) 2008 National Defense Authorization Act
(NDAA). In the bill the House and Senate presented, we
were pleased to see included several areas REA addressed
during the year.
Reduced-age retirement, however, was one area that,
while some viewed it as a partial victory, we did not. Please
visit www.roa.org to read the REA/ROA Joint Statement re-
leased on Dec. 13, 2007; LtGen McCarthys column on page
8 of this issue also summarizes that statement.
Tinking the NDAA was all but signed, I lef for a holi-
day break with visions of what I would report to you in this
column. Ten at the end of the year, I (and probably many
others) was surprised to learn that President George W. Bush
used a pocket veto to reject the bill. At the time of this writ-
ing, there is much controversy surrounding the veto, and
Congress had not returned from its winter break. When it
does, work will be done to enact the NDAA and, hopefully
by the time this issue is published, it will be signed into law.
Among the thousand pages of the bill, you will in all likeli-
hood see the following:
A reduction in retirement age eligibility by three
months for every 90 days a Reserve Component member
spends in support of a future contingency operation. Note:
Tis provision discounts the more than 600,000 Reserve
Component members who have served since Sept. 11, 2001,
making them ineligible for this new beneft and making this
provision unacceptable to REA.
Reimbursement for travel expenses for inactive duty
training (IDT) travel costs for certain selected Reserve mem-
bers. Te service secretaries will be allowed to reimburse up
to $300 per trip to individuals with critical skills.
Continued eligibility of education benefts if a member
of the Selected Reserve is transferred to the Individual Ready
Reserve.
10-year post-service use of education benefts for de-
ployed Reservists.
Authorization for Reservists to earn an additional 40
retirement points per year for paid and non-paid IDT or pro-
fessional courses.
30 days notice for Reserve Component members who
will be called or ordered to active duty for a period of more
than 30 days in support of a contingency operation, with a
goal set for 90 days.
Tese are positive steps forward, but the fnish line is the
point where we can throw our hands up and claim victory.
We arent there yet.
REA 2008 Legislative Agenda
Based on the anticipated outcome of the FY 08 NDAA
and feedback from REA members, the following are areas of
focus for the upcoming year:
Reduced Age RetirementEnsure a reduction in re-
tirement age eligibility by three months for every 90 days a
Reserve Component member spends in support of a future
contingency operation, including members who have served
since Sept. 11, 2001. Our ultimate goal is a non-mandated
age 55 retirement system for a Reservist that does not in-
clude a penalty for taking the earlier retirement and includes
Tricare benefts.
Health CareProvide dental care 90 days prior to and
180 days post-mobilization to ensure servicemembers meet
dental readiness standards when Department of Defense
facilities are not available close to a Reservists home. Ensure
that post traumatic stress syndrome and traumatic brain in-
jury treatment is available in areas where Reservists live once
they return home afer mobilization.
EducationIncrease beneft rates to keep up with cost
of a four-year education. Authorize up-front reimbursement
of tuition. Permit individuals to retain the use of education
benefts following separation from the Selected Reserve that
was the result of force shaping, such as Base Reallignment
and Closure (BRAC).
BRAC Transition AssistanceAllow priority place-
ment into civil service positions for Reserve Component
members and their spouses, authorize separation pay, con-
tinue Servicemembers Group Live Insurance for 180 days
and continuation of commissary and exchange privileges for
a two-year period following a separation if the separation is
due to BRAC or other transformation action that eliminates
the members Reserve unit.
Employment Benefts/ProtectionGain tax credit in-
centives for employers who support and employ Reservists.
REA will also fght to extend Uniformed Services Employ-
ment and Reemployment Act protections to spouses of de-
ployed service members.
On the Web: For more information on
the Reserve Enlisted Association, visit
www.reaus.org.
10 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
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@
Army PCS Policy for Reservists
Will Have Unintended Results
I am providing you a copy of an e-
mail I sent to the Hon. Ronald James,
assistant secretary of the Army for man-
power and Reserve afairs (in response
to Reserve TDY/PCS Saga Contin-
ues, The Officer, December 2007).
Dear Sir:
I was recently made aware of a policy
change under consideration that would
reduce per diem for Army Reservists
who are mobilized for more than six
months, instead ofering a PCS change.
Supposedly, this move will save the
Army money at a time when I know the
Army is trying to save money to fght the
wars and meet all other required costs.
I hope that you are also aware of the
unintended consequences this action will
have. Te large majority of Guard mem-
bers and Reservists dont relocate their
families for a mobilization. Our spouses
have jobs in the local area, we have kids
in local schools and families nearby, we
dont want to sell the family home and
have to pay to buy another house back
home when the mobilization is over, etc.
To assume that Reservists should relocate
their families for a one-year mobilization
is, frankly, an absurd assumption and tells
me that some in your ofce simply dont
understand the nature of the Reserve
force and how these people live, work,
and raise their families.
I love my service in the Army Re-
serve and am proud of my contribution
to the nation in a time of war. How-
ever, if I am now required to sufer an
Reader Feedback Policy
Send feedback by mail to Te Editor, The Officer, Reserve Ofcers Association, One Constitution
Ave. NE, Washington DC 20002-5618; by e-mail to editor@roa.org; or by using the Feedback form on
www.roa.org.
Letters should be no more than 500 words and must include the writers name, rank (if applicable), and
city and state of residence. Te correspondence must also include a phone number to verify the letters
authenticity; the phone number will not be published. Letters may be edited for grammar, style, and length.
The Officer reserves the right to refuse publication of correspondence for any reason.
additional and substantial fnancial loss
in order to serve, in addition to all the
other sacrifces (family separation, ci-
vilian job opportunity and retirement
losses, personal safety and security), to
be mobilized and serve, I am afraid that
my threshold for pain will have been
reached. I, and I suspect many other Re-
servists, will no longer volunteer for call-
up if I have to subsidize my housing cost
while mobilized because my government
wont do the right thing. Im not look-
ing to make money based on my service.
In fact, I make substantially less money
while on active duty than from my civil-
ian position. However, I cant aford to
take a signifcant loss either.
Surely you understand the predica-
ment this puts thousands of Reservists
in, who have served multiple tours and
would otherwise consider volunteering
again to serve the nation in this time
of war. Having been involuntarily mo-
bilized with service in Afghanistan in
2004, I can tell you there are personal
costs and hardships associated with
the military service of Reservists since
9/11. According to the words of our
elected leaders, the military service of
our Reservists is essential to our success
in the war on terror.
Please do not place an unreason-
able fnancial burden on our mobilized
Army Reservists by requiring a PCS
move or the reduction of per diem for
a one-year mobilization. Given all the
positive eforts that have been made
to recognize Reservists contributions,
this kind of bean counter mentality is
a slap in the face of patriotic Reservists,
defes common sense, and is contrary
to our national leaders stated position
regarding the value and contribution of
the nations Army Reserve members.
Tanks for your consideration and
eforts on behalf of our operational
Army Reserve.
Kenneth R. Lewis
COL, USAR
Charlotte, N.C.
Corrections
The Officer incorrectly identifed Keith H. Kerr, the writer of a let-
ter in the Reader Feedback section of the January 2008 issue. Life Member
COL Kerr is retired from the U.S. Army Reserve and also has the rank of
retired brigadier general from the California Military Department. The Of-
ficer regrets the error.
An article in the ROAL News section of the December 2007 issue of
The Officer listed an incorrect e-mail address for ROAL National Presi-
dent Anne Groskreutz. For information on collecting goods for deployed
troops, e-mail annegros@bellsouth.net.
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 11
Outrageous Too Tame a Word
For Congresss Retirement Plan
Tank you for the update on the
National Defense Authorization Act
(at www.roa.org; see also page 8 this
issue). Outrageous is not strong enough
a word to describe the disappointment
we probably all feel with the continued
lip service the Reserves and National
Guard get from many of our legislators.
Afer the wrangling of the past few
years of how best to recognize the sac-
rifces of those of us recalled to active
duty as related to early Reserve retire-
ment, the total points system discussed
seemed the most equitable and fair
method for all Reservists.
I proudly wear the uniform of my
service and continue to answer the call
to duty. I am proud of my contributions
to the Global War on Terrorism since
Sept. 11, 2001. I am proud of the duty
of my fellow women and men in the Re-
serves and National Guard. I continue to
be dismayed at the appearance of the sec-
ond-class-citizen status we seem to face.
Without the pressure and infuence
of organizations like ROA and REA,
among others, we wouldnt have made
nearly as many strides in equity with the
Active Duty elements. Again, thank you
for your continued eforts on our behalf.
Kenneth Hines
CDR, USCGR
Columbia, Mo.
Early Retirement Would Further
Burden Overtaxed Taxpayers
All of the arguments for retiring at
an earlier age suggest that an early Re-
serve Retirement is an entitlement
not a beneft. Who pays for military re-
tirement pay? It is we the people, the
taxpayers not the federal government.
Encumbering more of the taxpayers
tight budgets for early Reserve retire-
ments is placing more unnecessary bur-
dens on overtaxed taxpayers.
I served on active duty for nine years
and in the active Reserves for 17 years. I
retired from the Reserves at age 47 and
had to wait 13 years for my retirement
pay. I could still fully utilize all military
facilities, but just did not receive my re-
tired pay until I reached age 60. Joining
and serving in the military is voluntary,
an honor and a privilege.
Raymond J. Asik
Lt Col, USAF (Ret.)
Vermilion, Ohio
12 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
READER FEEDBACK READER FEEDBACK
Early Retirement Push
Is Nothing But Greediness
Te most blatant example of pure,
unadulterated greed on ROAs part is
getting retirement reduced to age 55
or earlier. Considering how much ser-
vicemembers, particularly ofcers and
senior NCOs, make in the frst place
and their already generous retirement
benefts, this is a classic example of
greed run amok.
I appreciate the eforts to get us re-
tirement, but lets be realistic. While
requiring sacrifce and endangerment,
it is still not a servicemembers pri-
mary occupation. Te vast majority
of Reserve and
National Guard
Soldiers, Sailors,
Airmen, and Ma-
rines will never
serve more than
two weeks active
duty per year or
outside the Unit-
ed States, unless
they volunteer for it. Most already have
well-paying civilian jobs with good re-
tirement benefts plus Social Security.
Te biggest problem is that retire-
ment pay is a totally unfunded item in
the national budget. We cannot pay for
the medical care for retirees, injured
Soldiers from Iraq, or veterans now. We
cannot pay for the weapons and other
items our forces in Iraq need. Why do
we want to add yet another unfunded
beneft program simply to satisfy greed?
Earlier retirement will not help with
recruiting or retention. Te vast major-
ity of those who leave do so before 15
years service and know what they are
giving up.
While I am a retired ofcer, I am an
CONTACT ROA
Telephone ...............................................202-479-2200
Toll-free ...............................................1-800-809-9448
Fax(Executive/Media) ...........................202-547-1641
Fax(MemberServices) ............................202-646-7762
Fax(Legislation,DEF) ..........................202-646-7753
Homepage ..............................................www.roa.org
HQe-mail .................................Seedirectory,thispage
ROA HQ
One Constitution Avenue NE
Washington DC 20002-5618
Telephone: 800-809-9448
Or use the Feedback form on the ROA Home Page:
www.roa.org
NATIONAL EXECUTIVE COMMITTEE
PRESIDENT
Col Paul R. Groskreutz, USAF (Ret.)
NATIONAL PRESIDENT ELECT
COL D. Ladd Pattillo, USAR (Ret.)
IMMEDIATE PAST PRESIDENT
CAPT Michael P. Smith, USN (Ret.)
JUDGE ADVOCATE
LTC Lizette Colon, USAR
NATIONAL TREASURER
LCDR Richard E. Neiman, USCGR
richard.neiman@comcast.net
ARMY SECTION
VICE PRESIDENT
COL Robert C. Jackle, USA (Ret.)
JR. VICE PRESIDENT
1LT Peter Powell, USAR
EXECUTIVE COMMITTEE MEMBERS: COL Terry
Fobbs, USAR (Ret.); COL Kevin R. Riedler, USAR; LTC E.
Lisa Tepas, USAR (Ret.).
NAVAL SERVICES SECTION
(Navy, Marine Corps, Coast Guard, PHS Corps, and NOAA
Corps)
VICE PRESIDENT
CAPT Morgan Little, USNR (Ret.)
JR. VICE PRESIDENT
LTJG Paul J. Pelletier, USNR
EXCOM MEMBERS: CAPT Gordon Austin, USN; Col
Robert Hudon Jr., USMCR; LCDR Rafael A. Ortiz, USCGR
AIR FORCE SECTION
VICE PRESIDENT
Col Beth A. Mann, USAFR
JR. VICE PRESIDENT
Capt Geno DAmico, USAFR
EXCOM MEMBERS: Lt Col Kimberly A. Fergan, USAFR;
Col Charles Fox, USAFR (Ret.); Col Michael J. Marten,
USAFR.
CHAPLAIN
Chap. (Maj) Vincent A. Cummings, USAFR
SURGEON
BG Gerald D. Griffn, USAR (Ret.)
DENTAL SURGEON
LTC Cheryl L. Becker, USAR
HISTORIAN
LTC Timothy N. Hoon, USAR (Ret.)
PUBLIC RELATIONS OFFICER
CAPT Henry E. Plimack, USCGR (Ret.)
SERGEANT-AT-ARMS
Lt Col Jan L. Rhoads, USAFR
CHAIRMAN, DEPARTMENT
NATIONAL COUNCIL MEMBERS
Lt Col Donald L. Stockton, USAFR (Ret.)
VICE PRESIDENT CIOR/U.S.
Maj Gen Robert A. Nester, USAFR (Ret.)
VICE PRESIDENT CIOMR/U.S.
MG Donna F. Barbisch, USAR (Ret.)
ROAL PRESIDENT
Mrs. Anne Groskreutz
NATIONAL HQ STAFF DIRECTORS
EXECUTIVE DIRECTOR
LtGen Dennis M. McCarthy, USMC (Ret.)
dmccarthy@roa.org; 202-646-7701
DEPUTY EXECUTIVE DIRECTOR
MG David R. Bockel, USA (Ret.)
dbockel@roa.org; 202-646-7705
DIRECTOR, LEGISLATIVE AND MILITARY POLICY
CAPT Marshall Hanson, USNR (Ret.)
mhanson@roa.org; 202-646-7713
DIRECTOR, MEMBER SERVICES
Col William L. Holahan, USMCR (Ret.)
wholahan@roa.org; 202-646-7727
DIRECTOR, STRATEGIC DEFENSE EDUCATION
Mr. Robert Feidler
rfeidler@roa.org; 202-646-7717
DIRECTOR, RESOURCE DEVELOPMENT
Mr. J. Richard Thralls
rthralls@roa.org; 202-646-7721
DIRECTOR, INDUSTRY AFFAIRS & BUSINESS
RELATIONS
Ms. Lani Burnett
lburnett@roa.org; 202-646-7758
DIRECTOR, ARMY SECTION
Mr. Robert Feidler
rfeidler@roa.org; 202-646-7717
DIRECTOR, NAVAL SERVICES SECTION
Mr. Will Brooks
wbrooks@roa.org; 202-646-7710
DIRECTOR, AIR FORCE SECTION
Lt Col James E. Starr, USAFR (Ret.)
jstarr@roa.org; 202-646-7719
DIRECTOR, COMMUNICATIONS
Ms. Jennifer G. Hickey
jhickey@roa.org; 202-646-7726
DIRECTOR, WEB DEVELOPMENT & GRAPHICS
Mr. Kelly M. Matthews
kmatthews@roa.org; 202-646-7707
Reserve Offcers Association National Leaders/HQ Staff Directory
Voting members of Executive Committee Non-voting members of Executive Committee
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 13
American frst, and fnancial stability of
the government is my primary concern.
Just as the government never planned
for the benefts for the large number of
retirees, dependents, veterans, disabled,
and so forth each time it enlarged the
Reserve Components or the active forc-
es or sent them into harms way, it is not
planning now. What neither the Penta-
gon, ROA, Congress or the president
plan for is: What will be the cost to the
taxpayer, the economy, and government
programs 20, 30, 40, 50 years from now?
Robert C. Tugwell
LTC, USA (Ret.)
Belton, S.C.
Half-a-Loaf Strategy
On Retirement an Insult
I can only shake my head in disgust
with ROA leaderships decision to
align itself with the Republican half-
a-loaf strategy for improving retire-
ment benefts for those Reservists
mobilized since Sept. 11, 2001. Te
arguments against the leaderships de-
cision are compelling, yet ROA lead-
ership seems bent on cozying up to the
proponents of this divisive legislation.
I have dozens of friends who served
honorably and with distinction in
such places as Somalia, Bosnia, and
Haiti. Teir service is devalued by the
proposed legislation. Te use of Sept.
11, 2001, as an arbitrary dividing line
between those whose service matters
and those whose service doesnt is cal-
culated to play to the partisan interests
of those who sponsor the legislation.
As ROA has so ofen urged, I will be
contacting my legislators, and I will
be telling them that this legislation is
misguided. I strongly encourage oth-
ers to do the same.
Te larger issue is whether the ROA
leadership is speaking for the member-
ship in choosing to support one part
of its membership over another. Tis
is wrong. Instead, ROA should do the
right thing and stand up for all Reserv-
ists. ROA should stand on the principle
that all mobilized service equally sup-
ported the nation, and should be con-
sidered on equal footing when weighed
in retirement calculations.
John Warsinske
LTC, USAR
Philomath, Ore.
Correspondence Courses Build
Retirement Points for Reservists
As a proud husband of a fellow O-
6 who surpassed my extra retirement
points from various active-duty-for-
training periods with her nearly com-
plete seabag of correspondence courses,
Ive long advocated the knowledge,
points, and retirement dollars available
from this so-ofen-overlooked Navy
Reserve Program.
But it wasnt until I read an article
by EM1 Robert Fisher, USNR (Ret.),
Correspondence Courses: More
Money for Your Retirement in the
U.S. Navy Institutes Proceedings for De-
cember 2007, that I realized Reservists
in all services may beneft from his hard
work and wisdom.
EM1 Fisher cites using the 27 avail-
able annual points for extra retirement
amounts up to $44,000 for enlisted
personnel. ROAs recent report of an
increase in annual points to 130 ofers
additional new vistas for all. EM1 Fish-
er also ofers a free PowerPoint presen-
tation on request by e-mail to bobfsh-
erhazmat@yahoo.com.
Bravo Zulu and well done to EM1
Fisher.
David L. Navy Dave Woods
CAPT, USNR (Ret.)
Hedgesville, W.Va.
14 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
CAPT MARSHALL A. HANSON, USNR (RET. ) ROA DIRECTOR OF LEGISLATION
CAPITOL HILL CONNECTION
S
uccesses more than outweighed one major disap-
pointment following the passage of the National
Defense Authorization Act (NDAA). Although the
act itself was still in limbo at press time because of President
George W. Bushs pocket veto of the legislation, the bulk of
the billincluding measures afecting the Reserve Compo-
nents released by the conference committee on Dec. 6 and
passed by the House on Dec. 12 and the Senate on Dec. 14
will likely become law.
Te Reserve Ofcers Association played a key role in the
successful inclusion of a number of issues in the NDAA.
One provision, however, was met with keen disappointment:
earlier retirement.
Earlier Retirement
he NDAA fnally makes earlier retirement for Reserve
Component members a reality, allowing a reduction in
retirement age by three months for every 90 days spent in
support of a contingency operation. However, eligibility
would begin on the day the law goes into efect rather than
back-dating to at least Sept. 11, 2001, precluding more than
600,000 Guard and Reserve members who have been mo-
bilized for the Global War on Terrorism from receiving the
new retirement beneft (see the full story on page 16).
Retirement Points
In good news, Reserve Component members will get more
retirement credited with an increase in the annual ceiling on
inactive points from 90 to 130 starting with any service year
that includes Oct. 31, 2007. ROA has been a traditional lead-
er on this issue that will allow Guard and Reserve members to
earn an additional 40 retirement points per year for paid and
non-paid inactive duty training (IDT) or professional courses.
IDT Travel
With passage of the NDAA, the service secretaries are au-
thorized to reimburse travel expenses for IDT travel costs for
certain selected Reserve Component members. Te secre-
taries may reimburse up to $300 per trip to individuals with
critical skills. ROA helped craf the language used.
Education
Te service secretarys authority is redefned to pay tu-
ition assistance to members in the Selected and Individual
Ready Reserve (IRR) who are on active duty. Members will
have to sign an agreement to remain in the Reserves for four
years afer completion of the paid education. Also, educa-
tion payments for certain Reserve Component members
for certain technical programs will be accelerated; members
will have the ability to accumulate three years of deployment
time to maximize chapter 1607 reimbursement; and they
will also have the option to pay a buy-in of $600 to Mont-
gomery GI Bill (MGIB) Reserve Education Assistance Pro-
gram (REAPchapter 1607) to increase monthly payments
by $150. Another provision permits ofcers to be included
in an expansion of the education loan repayment program.
Another ROA goal was completed with continued eli-
gibility for MGIBSelected Reserve (MGIBSR) chap-
ter 1606, if a Selected Reservist is involuntarily transferred
into the IRR. Additionally, under the MGIB, chapter 1607,
deployed Reservists will be permitted a 10-year eligibility
afer separation from the Selected Reserves. Te NDAA also
calls for a report on transferring MGIBSR from the Armed
Forces to the Veterans Afairs committee.
Compensation
In addition to a pay increase of 3.5 percent for all service-
members, Basic Allowance for Housing will be authorized
for Reserve Component members without dependents who
attend accession training while maintaining a primary resi-
dence. Te bill clarifes income replacement payments for
Reserve Component members by days rather than months.
Compensation will be permitted to IRR members who com-
plete an annual electronic screening. A special incentive pay
will be allowed for Reserve Component members serving in
combat zones for more than 22 months.
Personnel
Former enlisted will be permitted to reenlist at their for-
mer enlisted grade if, as ofcers, they are RIFed from their
commissioned cadre. Retention of military technicians who
lose dual status in the Selected Reserve due to combat-re-
lated disability will be permitted. Mandatory retirement for
lieutenant generals and vice admirals was defned at 38 years
or fve years in grade, whichever is later. Te maximum pe-
riod of temporary federal recognition of National Guard of-
fcers has been extended from six months to one year.
Many Wins; One Letdown
NDAA provisions treat Reserve Components well, for the most part.
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 15
Mobilization
Reserve Component members will be given at least 30
days notice when ordered to active duty in support of a con-
tingency operation for a period of more than 30 days, with a
goal set for 90 days. General and fag ofcers will be allowed
to serve on active duty up to 365 days from the current 179,
without impacting Active end-strengths.
Families
Te NDAA adds child custody protections for parents
who are deployed members of the armed forces. Twenty-six
weeks of Family Medical Leave is now allowed for caregiv-
ers of wounded warriors. A
nationwide combat veteran
reintegration program will be
created to provide National
Guard and Reserve members
and their families with suf-
fcient information, services,
referral, and proactive outreach
opportunities throughout the
entire deployment cycle. Te
bill authorized that, beginning
in 2009, survivors will be paid
$50 a month in adjustments
taken for Survivor Beneft
Plan/Dependency and Indem-
nity Compensation (SBP/
DIC) ofsets. Tis will increase
annually by $10 per month
each year through 2013.
Health
Prohibition on Tricare fee
increases and on pharmacy
co-payments will continue
through Sept. 30, 2008. To
help keep costs down, Tri-
care retail pharmacy will be
included in federal procure-
ment pricing. As an option to Tricare, the defense secretary
is authorized to pay a stipend which will allow dependents
of deployed Reserve Component members to remain with
their civilian health provider. ROA will report on the timing
of the implementation of this new plan, which was an ROA
goal. Te NDAA permits Federal Employees Health Ben-
efts Plan benefciaries and others who had earned Tricare
Reserve Select through deployment, prior to Oct. 1, 2007, to
continue to keep their earned beneft for the duration of the
coverage.
Reserve Dollars
Te NDAA authorizes $980 million for the National
Guard and Reserve Equipment Account. It provides $2.5
billion in operation and maintenance funds to the Army
Reserve; $1.2 billion for the Navy Reserve; $209 million
for the Marine Corps Reserve; $2.8 billion for the Air Force
Reserve; $5.9 billion for the Army National Guard; and $5.5
billion for the Air National Guard.
ROTC
Congress will allow the Navy to issue serviceable material
to ROTC units. Te annual limit on the number of Army
and Army National Guard ROTC scholarships is repealed.
Moving expenses will be covered for Junior ROTC instruc-
tors if they move to hard-to-fll instructor positions.
End-strengths
Te bill authorizes the end-strength of the Army Reserve
at 205,000; the Army National Guard at 351,300; the Navy
Reserve at 67,800; the Marine Corps Reserve at 39,600;
the Air Force Reserve at 67,500; the Air National Guard at
106,700; and the Coast Guard Reserve at 10,000.
Tese included end-strength increases of 5,000 for the
Army Reserve and 1,300 for the Army National Guard, and
reductions of 3,500 for the Navy Reserve, 7,400 for the Air
Force Reserve, and 300 for the Air National Guard. Te
Coast Guard and Marine Corps Reserve remain unchanged.
Te allowable variance in Guard and Reserve strength has
been changed from 2 to 3 percent.
National Guard Empowerment Act
Te position of the chief of the National Guard Bureau
will become a four-star billet. Te National Guard Bureau
becomes a joint activity of the Department of Defense, and
its functions will be expanded to include more homeland
security. U.S. Northern Command assignments will be re-
viewed to increase the number of jobs for Reserve Compo-
nent members. At least one of the deputies of the Northern
Command will be a National Guard ofcer. Te bill also in-
creases the number of Reserve Component general and fag
ofcers on specifed combat command stafs from 10 to 15.
Veterans/Retirees
Members of the armed forces and veterans who are pres-
ent but not in uniform will be able to render a military sa-
lute. Combat Related Special Compensation will be expand-
ed to include disabled chapter 61 medically retired with less
than 20 years. Unemployable disabled retirees will not only
be provided with 100 percent concurrent receipt of military
retirement and disability payments, but it will be retroactive
to Jan. 1, 2005. x
The Veto and You
PresidentGeorgeW.Bushs
veto was the frst of a Nation-
al Defense Authorization Act
(NDAA) since 1988. He cited as
reasons for his veto a couple of
provisions, one that could entan-
gle Iraqs assets in court claims
by victims of Saddam Hussein,
andanotherthatwouldgrantad-
ditional rights to prisioners of war.
There is no contention over
provisions affecting Reserve
Component members, families,
orretirees.BoththeHouseand
Senate Armed Services Commit-
tee staff members are preparing
new versions of the NDAA to
permit quick passage.
CQPolitics.com reports that
House Speaker Nancy Pelosi
(DCalif.) hopes to have a new
defense bill passed and signed
into law by the end of January.
Still, the legislations 3.5 percent
pay raise for servicemembers
will be retroactive to Jan. 1.
16 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
CAPITOL HILL CONNECTION
W
hen word reached ROA that
the National Defense Autho-
rization Act (NDAA) con-
ference committee had released its re-
port, the reaction was excitement mixed
with caution: would early retirement
be included? What would be revealed?
Te bill was voted out of committee on
Tursday afernoon, Dec. 6, and we re-
ceived an electronic copy of the Senates
press release by 8:09 that evening from
stafers in Georgia Republican Sen.
Saxby Chamblisss ofce.
Te new bill included the early re-
tirement provision, but there was no
mention of an efective date. Typically
this would mean the new beneft would
start once the bill was signed into law.
ROA contacted Sen. Chamblisss ofce
for clarifcation, and our concern was
confrmed: Efective date of enact-
mentit is not retroactive due to the
extremely high cost.
ROA responded: 600,000 Guard
and Reserve members will be very
disappointed.
Eligibility for the new program, as
announced jointly by both the House
and Senate Armed Services Commit-
tees, would begin only upon the date
of President George W. Bush signing
the NDAA into law (at press time his
pocket veto, due to other provisions
in the bill, was still holding sway). Te
law would allow Reserve Component
members to earn a reduction in their re-
tirement age by three months for every
90 days they will spend in support of a
contingency operation.
While Congress had a fscal incen-
tive for making enactment the efec-
tive date, it just isnt fair to more than
600,000 Guard and Reserve members
who have served since Sept. 11, 2001,
who would be ineligible for this new
beneft. Tey would only earn new
credit if they accepted future orders for
another tour in support of a contingen-
cy operation. While other associations
were preparing NDAA announcements,
ROA prepared a press release refecting
the organizations dissatisfaction.
It is a slap in the face of all those
who have served their country faithfully
prior to an arbitrary date established
by Congress, said David D. Newsome,
ROA president for the Department of
Alabama, in the press release. Tou-
sands upon thousands have answered
the call and basically put their personal
lives and careers on hold to serve the
nation, yet they will not beneft from
that service.
Tis early retirement plan will be a
disincentive, ROA National President
Col Paul Groskreutz, USAFR (Ret.),
said in the release. Many members who
have served multiple tours will likely
quit in frustration.
Tat evening, the Navy Times pub-
lished an article headlined Reserve re-
tirement plan is not retroactive, which
extensively quoted ROAs leadership (see
www.navytimes.com/news/2007/12/
military_reserveretirement_071207w/).
Tis was only the frst step in ROAs
strategy. ROA began conversations with
several Capitol Hill ofces to seek sup-
port for corrective legislation to restore
retroactive eligibility to those who have
earlier served. ROA Executive Direc-
tor LtGen Dennis McCarthy, USMC
(Ret.), and Reserve Enlisted Associa-
tion Executive Director CMSgt Lani
Burnett, USAFR (Ret.), next issued a
statement titled We are in this fght
until it is won. In it, the two executive
directors said, We will seek to amend
We Have Earlier Retirement, But
Displeasure prompts proactive ROA response.
the law immediately in the next session
of Congress to remove the prospective
only provision, and to properly refect
the nations gratitude and admiration
for the service of our Citizen Warriors
since 2001.
By weeks end, ROA took a step fur-
ther. ROA Legislative Afairs Director
CAPT Marshall Hanson, USNR (Ret.),
with draf legislation in hand, met with
Rep. Joe Wilson (RS.C.), who agreed
that a bill was immediately needed to
rectify the wrong. Within 96 hours,
Rep. Wilson introduced H.R. 4930,
the National Guardsmen and Reservists
Parity for Patriots Act.
Since then, ROA has been work-
ing to get cosponsors in the House, and
companion legislation introduced in
the Senate. We also plan to hold a semi-
nar on early retirement, co-hosted with
Rep. Wilson for Capitol Hill stafers,
not only to explain the need for retroac-
tive eligibility, but also to explore other
early retirement plans that might re-
place the beneft that was passed.
ROA members can help by contact-
ing their elected ofcials and saying
that the early retirement plan as passed
falls short of what is needed, and earlier
service needs to be included at a mini-
mum. x
On the Web: Contact your
members of Congress
through www.roa.org.
Click on the Advocacy
box and fnd the Write
to Congress box on the
next page, which will
take you to a program
with contact information
for your senators and
representative.
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 17
R
OA has received a number of complaints from retir-
ees and drilling Reservists whose employers will no
longer provide them with supplemental benefts or
reimburse them for premiums if they use Tricare or Tricare
Reserve Select (TRS) afer Jan. 1, 2008. Te good news: De-
partment of Defense health afairs ofcials have clarifed the
law that was passed as part of the National Defense Authori-
zation Act of Fiscal Year 2007 (NDAA FY 07).
Application of the law was reviewed by the ofce of Tri-
care Management Activitys general counsel. As currently
written, Title 10, U.S. Code Section 1097c, pertains only to
people covered by Tricare under Section 1086 (in general,
retirees under age 65 and their families). Tis means that
employers can reimburse Reservists for TRS premiums.
Further, for the retiree population, if your employer is
complying with Internal Revenue Service laws and ofers all
employees a cafeteria-style health plan that permits everyone
to opt out, then the employer will not be violating 1097c.
Plans that permit all employees to select optional plans or
cash payments that comply with the IRS rules are also all
right. If a Tricare supplemental was a cafeteria option, it can
continue to be so.
Title 10 USC section 1096c forbids employers from of-
fering incentives (fnancial or otherwise) to Tricrae-eligible
employees to opt out or disenroll from the employers
group health-care plan and stay on Tricare. If your employer
is particularly targeting Tricare-eligible employees by ofer-
ing a cash incentive to them and permits only those employ-
ees to opt out of the employers group health-care plan then
that employer is violating 1097c.
A provision of NDAA FY 07 prohibited employers from
ofering their employees fnancial or other incentives to use
Tricare rather than the companys group health plan. Te
provision applied to state, local, and private employers. Small
businesses with fewer than 20 employees are exempt from
Sections 1096c and 1097c.MAH
W
hile many within Congress are debating how
many dollars to spend on the war, other elected
ofcials would like to debate what should be spent
on defense. Two bills were introduced supporting a basic
defense budget that, at the minimum, matches 4 percent of
gross domestic product (GDP).
Rep. Trent Franks (RAriz.) introduced House Joint
Resolution 67 (H.J.Res. 67) on Dec. 6. Te bill was original-
ly cosponsored by 18 other representatives: Todd Akin (R
Mo.), Gresham J. Barrett (RS.C.), Paul C. Broun (RGa.),
Tom Cole (ROkla.), David Davis (RTenn.), John T. Doo-
little (RCalif.), Phil Gingrey (RGa.), Virgil H. Goode
(RVa.), Duncan Hunter (RCalif.), Randy Kuhl (RN.Y.),
Doug Lamborn (RColo.), Frank A. LoBiondo (RN.J.),
Taddeus McCotter (RMich.); Jef Miller (RFla.), Randy
Neugebauer (RTex.), Rick Renzi (RAriz.), Jim Saxton
(RN.J.), and William Tornberry (RTex.).
If our Department of Defense is to sustain the strongest,
most-well-equipped, and thoroughly trained military in the
entire world, it is absolutely crucial in looking forward to
future threats that it not be dependent on the politically ex-
pedient whims of Congress, said Rep. Franks.
ROA met with Rep. Franks staf last summer, and in ad-
dition to ROA supporting the bill, we also shared our resolu-
tion 06-04, Ensure an Adequate National Defense Budget.
Rep. Franks ofce used ROAs resolution as a starting point.
A number of the bills Whereas paragraphs were duplicates
of the ROA document.
In the Senate, a companion bill, S.J.Res. 26, was intro-
duced on Dec. 7 by Sen. Elizabeth Dole (RN.C.). Project-
ed defense spending will fall considerably short of meeting
many of our militarys needs, said Sen. Dole. If we do not
remedy this situation now, there will be serious consequenc-
es for our national security.MAH
4 Percent GDP
ROA resolution used in legislation seeking higher defense spending.
Employers were denying supplemental benefts.
On the Web: For more details, visit
www.tricare.mil/pressroom/news.
aspx?fd=340.
Tricare Clarifcation
18 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
CAPITOL HILL CONNECTION
Senate ic Leadership
Majority Leader, Chairman of Democratic Caucus, Harry Reid (Nev.)
Majority Whip, Richard Durbin (Ill.)
Chairman of the Democratic Senatorial Campaign Committee, Vice-
chairman of Democratic Caucus, Charles E. Schumer (N.Y.)
Conference Secretary, Patty Murray (Wash.)
Chairwoman of Steering Committee, Debbie Stabenow (Mich.)
Republican Leadership
Minority Leader, Mitch McConnell (Ky.)
Minority Whip, Jon Kyl (Ariz.)
Conference Chairman, Lamar Alexander (Tenn.)
Conference Vice-chairman, John Cornyn (Texas)
Policy Committee chairwoman, Kay Bailey Hutchison (Texas)
Chairman of the National Republican Senatorial Committee, John
Ensign (Nev.)
Senate Committee Chairs (D) and Ranking Members (R)
Aging, Herb Kohl (DWis.), Gordon H. Smith (ROre.)
Agriculture, Tom Harkin (DIowa), Saxby Chambliss (RGa.)
Appropriations, Robert C. Byrd (DW.Va.), Tad Cochran (RMiss.)
Armed Services, Carl Levin (DMich.), John McCain (RAriz.)
Banking, Christopher J. Dodd (DConn.), Richard C. Shelby (RAla.)
Budget, Kent Conrad (DN.D.), Judd Gregg (RN.H.)
Commerce, Daniel K. Inouye (DHawaii), Ted Stevens (RAlaska)
Energy, Jef Bingaman (DN.M.), Pete V. Domenici (RN.M.)
Environment and Public Works, Barbara Boxer (DCalif.), James M.
Inhofe (ROkla.)
Ethics, Tim Johnson (DS.D.), John Cornyn (RTexas)
Finance, Max Baucus (DMont.), Chuck Grassley (RIowa)
Foreign Relations, Joseph R. Biden Jr. (DDel.), Richard G. Lugar
(RInd.)
Health, Education, Labor and Pensions, Edward M. Kennedy (D
Mass.), Michael B. Enzi (RWyo.)
Homeland Security and Governmental Afairs, Joseph I. Lieberman
(DConn.), Susan M. Collins (RMaine)
Indian Afairs, Byron L. Dorgan (DN.D.), Lisa Murkowski (R
Alaska)
Intelligence, John D. Rockefeller IV (DW.Va.), Christopher (Kit) S.
Bond (RMo.)
Joint Economic, Charles E. Schumer (DN.Y.), Sam Brownback
(RKan.)
Judiciary, Patrick J. Leahy (DVt.), Arlen Specter (RPa.)
Rules, Dianne Feinstein (DCalif.), Robert F. Bennett (RUtah)
Small Business, John F. Kerry (DMass.), Olympia J. Snowe (RMaine)
Veterans Afairs, Daniel K. Akaka (DHawaii), Richard Burr (RN.C.)
Housecratic Leadership
Speaker of the House, Nancy Pelosi (Calif.)
Majority Leader, Steny H. Hoyer (Md.)
Majority Whip, James E. Clyburn (S.C.)
Caucus Chairman, Rahm Emanuel (Ill.)
Caucus Vice-chairman, John B. Larson (Conn.)
Republican Leadership
Minority Leader, John A. Boehner (Ohio)
Minority Whip, Roy Blunt (Mo.)
Conference Chairman, Adam H. Putnam (Fla.)
Policy Committee Chairman, Taddeus G. McCotter (Mich.)
Conference Vice-chairwoman, Kay Granger (Texas)
Conference Secretary, John R. Carter (Texas)
Chairman of the Republican Congressional Campaign Committee,
Tom Cole (Okla.)
House Committee Chairs (D) and Ranking Members (R)
Agriculture, Collin C. Peterson (DMinn.), Bob Goodlatte (RVa.)
Appropriations, David R. Obey (DWis.), Jerry Lewis (RCalif.)
Armed Services, Ike Skelton (DMo.), Duncan Hunter (RCalif.)
Budget, John M. Spratt Jr. (DS.C.), Paul Ryan (RWis.)
Education and Labor George Miller (DCalif.), Howard McKeon
(RCalif.)
Energy and Commerce, John D. Dingell (DMich.), Joe Barton
(RTexas)
Financial Services, Barney Frank (DMass.), Spencer Bachus (RAla.)
Foreign Afairs, Tom Lantos (DCalif.), Ileana Ros-Lehtinen (RFla.)
Government Reform, Henry A. Waxman (DCalif.), Tom Davis
(RVa.)
Homeland Security, Bennie G. Tompson (DMiss.), Peter T. King
(RN.Y.)
House Administration, Robert Brady (DPa.), Vernon J. Ehlers
(RMich.)
Intelligence, Silvestre Reyes (DTexas), Peter Hoekstra (RMich.)
Judiciary, John Conyers Jr. (DMich.), Lamar S. Smith (RTexas)
Resources, Nick J. Rahall II (DW.Va.), Don Young (RAlaska)
Rules, Louise McIntosh Slaughter (DN.Y.), David Dreier (RCalif.)
Science and Technology, Bart Gordon (DTenn.), Ralph M. Hall
(RTexas)
Small Business, Nydia M. Velazquez (DN.Y.), Steve Chabot (ROhio)
Standards of Ofcial Conduct, Stephanie Tubbs Jones (DOhio), Doc
Hastings (RWash.)
Transportation and Infrastructure, James L. Oberstar (DMinn.), John
L. Mica (RFla.)
Veterans Afairs, Bob Filner (DCalif.), Steve Buyer (RInd.)
Ways and Means, Charles B. Rangel (DN.Y.), Jim McCrery (RLa.)
Te directory in the January issue of The Officer listed the wrong party afliation for Ohios U.S. Sen. George V. Voinovich (R)
Congressional Leadership
Use the following chart in conjunction with the congressional directory in the January 2008 issue of The Officer.
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 19
On the Web: Stay in tune
with national securi-
ty and political news by
making www.roa.org
your web browsers home
page.
D.C. Listening Post
The Chairman Speaks
Te U.S. military will need more
money to replace aging and war-worn
weapons to carry out an ever-growing
list of missions, or cut next-generation
programs, said ADM Michael Mul-
len, chairman of the U.S. Joint Chiefs
of Staf, during a Nov. 27 meeting with
Defense News editors and reporters.
Te Defense Budget currently ac-
counts for about 3.3 percent of the
gross domestic product, according to
Pentagon staf writer John T. Bennett.
Tis number excludes the emergency
war supplementals that have funded
operations in Iraq and Afghanistan.
Modernization and the swelling person-
nel costs of a growing Army and Marine
Corps will require that fgure to grow to
at least 4 percent, ADM Mullen said.
He worries that another peace divi-
dend a postwar drawdownwould
put [the United States] in a weak posi-
tion in the future.
Homeless Numbers Decline
USA Today headlines declared Vet-
erans make up 1 in 4 Homeless. Te
article also stated that this represented
11 percent of the American adult popu-
lation. Numbers from the Department
of Veterans Afairs (VA) indicate that
194,254 veterans are homeless on any
given night, with about 30 percent of
this number being chronically homeless.
More than 100,000 of them receive VA
health care every year. Te total num-
bers represent a reduction of 22 percent
in the past fve years.
USA Today was perhaps overly en-
thusiastic with its statistics. Tis pub-
lished homeless number represents
just 8/10s of a percent of the veteran
population, not 11 percent of the adult
population. In July 2007, there were
23.7 million living veterans.
Te VA plans $287 million for
homeless-specifc programs in Fiscal
Year 2008 and another $300 million is
provided in grants to local agencies. VA
has identifed 1,500 homeless veterans
from the current wars.
Is Your Fridge Running?
Te Associated Press reports that V-
fll Atlason, a 16-year-old Icelandic high
school student, nearly convinced the
White House that he was Icelands pres-
ident, Olafur Ragnar Grimsson, during
a phone call attempt to reach President
George W. Bush. Tinking he had a
private phone number, Vifll called the
public switchboard at 202-456-1414.
Vfll claims he was passed on to sev-
eral people, each of them quizzing him
on President Grmssons date of birth,
where he grew up, who his parents
were, and the date he entered ofce. It
was like passing through checkpoints,
he said. But I had Wikipedia and a few
other sites open, so it was not so dif-
fcult really. Reaching President Bushs
secretary, Vifll claims he managed to
book a call meeting with the president
for two nights later.
Instead, Icelandic police turned up
two days later at his home in Akranes, a
fshing town about 48 kilometers from
Reykjavik, and took him in for several
hours of questioning and then released
him without being charged.
Carriers Route Irks Beijing
Te Financial Times reported that
the Chinese government was grave-
ly concerned with the aircraf car-
rier USS Kitty Hawk (CV-63) passing
through the sensitive Taiwan Strait
shortly afer Beijing barred it from visit-
ing Hong Kong. In December, China
refused permission for port visits to
Hong Kong by a string of U.S. warships
including the Kitty Hawk, as well as
two smaller vessels seeking refuge from
bad weather.
Te Kitty Hawk returned to its base
in Japan by making an unusual passage
of the strait that separates mainland
China from democratic rival Taiwan.
Washington considers the Taiwan Strait
international waters, but the passage
was the frst since 2002 by an aircraf
carrier, the Financial Times reported.
Te straits are 112 miles wide.
China has signed the Law of the
Sea Treaty granting exclusive economic
zones out to 200 miles, which Beijing
interprets as territorial waters, especially
as the Chinese government also claims
that Taiwan is a rogue province. Te
Taiwan Strait is one of the busiest com-
mercial shipping and transportation
lanes in the world.
China test-fred missiles over these
shipping lanes near Taiwans two busiest
ports in 1996. In April of 2001, China
forced down a U.S. Navy EP-3 electron-
ic surveillance aircraf, claiming it was
fying over Chinese territorial waters. x
20 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
The Reserve Offcers Associations
2008 Legislative Agenda
2008 Legislative priorities for ROA
Assure that the Reserve and National Guard con-
tinue in a key national defense role, both at home
and abroad.
Reset the whole force to include fully funding
equipment and training for the National Guard
and Reserves.
Provide adequate resources and authorities to sup-
port the current recruiting and retention require-
ments of the Reserves and National Guard.
Support warriors, families, and survivors.
Issues to help FUND, EQUIP, AND TRAIN
Advocate for timely, adequate funding to maintain
national defense during the Global War on Terrorism
(GWOT).
Advocate for both the Reserve and Reservists, pro-
tecting the mission and contributions being made by
Guard and Reserve members.
Support Active and Reserve end-strengths that support
mission requirements.
Regenerate the Reserve Components with feld-com-
patible equipment.
Fully fund the Military Pay Appropriation to guaran-
tee a minimum of 48 drills and two weeks training.
Sustain authorization and appropriation to the Nation-
al Guard and Reserve Equipment Account (NGREA)
to permit fexibility for Reserve chiefs in support of
mission and readiness needs.
Optimize funding for additional training, preparation,
and operational support.
Keep Active and Reserve personnel and Operation &
Maintenance funding separate.
Issues to assist RECRUITING
AND RETENTION
Access:
Monitor access to military recruiters at institutions of
higher education, providing the same access as other
employers.
Changes to retention policies:
Permit service beyond the current Reserve Ofcers
Personnel Management Act (ROPMA) limitations.
Support incentives for afliation, reenlistment, reten-
tion, and continuation in the Reserve Component.
Mobilization:
Facilitate change to the Department of the Armys pol-
icy to place Reservists on Permanent Change of Station
(PCS) orders for mobilizations over a year in length,
and stress the efect it has on allowances and retention.
Obtain diferential pay for federal employees.
Make permanent the ability for mobilized Reserve
Component members to withdraw without penalty
from 401(k)s and IRAs.
Pay and Compensation:
Obtain professional pay for Reserve Component medi-
cal professionals, consistent with Active Component.
Eliminate the 1/30th rule for Aviation Career Incen-
tive Pay, Career Enlisted Flyers Incentive Pay, Diving
Special Duty Pay, and Hazardous Duty Incentive Pay.
Simplify the Reserve duty order system without com-
promising drill compensation.
Protect and improve recently passed legislation restrict-
ing payday loans.
Education:
Improve Active Montgomery GI Bill (MGIB) to allow
deployed Reservists to qualify by accumulating mobi-
lized time.
Increase MGIBSelected Reserve (MGIBSR) to 47
percent of MGIBActive.
Include four-year reenlistment contracts to qualify for
MGIBSR.
Support repayment of seminary loans for chaplains re-
cruited into the Reserves.
Enact Uniformed Services Employment and Reem-
ployment Rights Act (USERRA) and Servicemembers
Civil Relief Act (SCRA) protections for mobilized
Guard and Reserve students granting academic leave of
absences and protecting academic standing and refund
guarantees.
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 21
Adjust interest rates on federal student loans when the
market rate drops below 6 percent.
Employer Support:
Enact tax credits for health care and diferential pay ex-
penses for deployed Reserve Component employees.
Provide tax credits to ofset costs for temporary
replacements of deployed Reserve Component
employees.
Support tax credits to employers who hire servicemem-
bers who have served in the GWOT.
Support establishment of a law center dedicat-
ed to problems of deployed Active and Reserve
servicemembers.
Employee Support:
Permit delays or exemptions of regularly scheduled
mandatory education and licensing/certifcation/pro-
motion exams scheduled while mobilized.
Change the Internal Revenue Service code to permit
above-the-line deduction for overnight travel expenses
of Reserve Component members from 100 to 50 miles.
Health Care:
Continue to improve health care to all drilling Reserv-
ists and their families by
oMonitoring the implementation of Department of
Defense (DoD) paying a stipend toward employers
health care for dependents.
oAllowing demobilized retirees and Reservists invol-
untarily returning to Individual Ready Reserve to
qualify for tier I Tricare Reserve Select coverage.
Extend military coverage for restorative dental care fol-
lowing deployment.
Allow gray-area retirees to buy-in to Tricare.
Spouse Support:
Repeal the partial Survivor Benefts Plans Dependency
Indemnity Clause ofset.
Provide employment protection and provide family
leave for spouses and family caregivers of mobilized
Guard and Reserve members for a period of time prior
to or following the deployment of the military member.
Deferred Benefts and Retirement:
Extend recently passed early retirement legislation
retroactively to Sept. 11, 2001.
Continue to promote better legislation on reducing
the Reserve Component retirement age.
Permit mobilized retirees to earn additional retirement
points.
Continue to protect and sustain existing retirement
benefts for currently retired.
USERRA/SCRA:
Fix USERRA and SCRA to protect health-care cov-
erage of returning servicemembers and their families
for pre-existing conditions, and continuation of prior
group or individual insurance.
Exempt Reserve Component members from age in-
eligibility for federal employees to buy back retire-
ment when deployment interferes with application
deadlines.
Encourage federal agencies to abide by USERRA and
SCRA standards.
Veterans Afairs (VA):
Extend veterans preference to those Reserve Compo-
nent members serving more than 180 days.
Permit Guard and Reserve members with 20 years of
good service to qualify for veteran status.
Make permanent Reserve Component VA Home Loan
Guarantees expiring in September 2009.
Seek equity on VA Home Loan fees between Active
Component and Reserve Component programs.
Support burial eligibility for deceased gray-area retirees
at Arlington National Cemetery.
Continue to seek timely and comprehensive imple-
mentation of concurrent receipt for disabled receiving
retired pay and VA disability compensation.
Voting:
Ensure that every deployed servicemember has an op-
portunity to vote by
oWorking with the Federal Voting Assistance
Program.
oSupporting electronic voting.
Ensure that every military absentee ballot is counted.
Service-Specifc Issues:
Te Army, Naval Services, and Air Force Afairs Direc-
tors provide service-specifc legislative agendas. Tey can be
contacted by calling 1-800-809-9448.
On the Web: ROA resolutions, position papers, and white papers supporting these ini-
tiatives are at www.roa.org/advocate. Or contact CAPT Marshall Hanson, director of
legislation and military policy, at mhanson@roa.org, or 800-479-2200, ext 713.
22 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
LTC ROBERT FEIDLER, USAR (RET. ) DIRECTOR, ROA ARMY SECTION
ARMY
P
eriodically, retired GEN Barry McCafrey, who now
serves as an adjunct professor of international afairs
at West Point, prepares a strategic and operational
assessment of current security operations in Iraq. His sources
range from the U.S. Central Command Commander ADM
William J. Fallon and GEN David H. Petraeus, commanding
general of the Multi-National Forces Iraq, to people he has
met on various visits to market places, police stations, and
such. His latest report, based on a visit he made to Iraq in
December, paints a positive picture of the surge in Iraq, but
also throws up some bright caution fags.
Following are highlights:
Te struggle for stability in the Iraqi Civil War has
entered a new phase with dramatically reduced levels of civil-
ian sectarian violence, political assassinations, abductions,
and improvised explosive device attacks. GEN Petraeus and
Ambassador Ryan Crocker have provided brilliant collective
leadership to U.S. forces.
Al-Qaida in Iraq has been defeated at a tactical and
operational level in Baghdad and Anbar Province and is try-
ing to reconstitute in the north and along the Syrian frontier.
Te Iraqi people have turned on al-Qaida because it over-
reached, trying to impose an alien and harsh practice of Islam
inconsistent with the more moderate practice of the Sunni
minority. Foreign intervention across the Syrian border has
dropped substantially. Al-Qaidas senior leaders have become
walking dead men because of the enormous number of civil-
ian tips going directly to U.S. forces.
Te Iraqi Security Forces are now beginning to take a
major and independent, successful role in the war. Even the
previously grossly inefective and corrupt Iraqi Police have
been retrained and re-equipped, and many units are now
providing security in their local areas.
Te central government does not work. However, local
and provincial governments are showing evidence of success-
ful reconstitution.
Tere are four million dislocated Iraqis, many of them
the intelligentsia and professional class who have fed to
neighboring countries.
Te economy is showing signs of coming back.
Te morale and tactical efectiveness of engaged U.S.
military forces are striking. Tese combat forces have become
the most
efective
counter-
insur-
gency (and
forensic
police in-
vestigative
service) in
history.
Sunni Arabs want back in before U.S. forces leave.
Shia continue their ceasefre and are giving up rogue ele-
ments. Many neighborhoods continue to be dominated by
gangs of armed thugs. Te Iraqi justice system does not yet
exist, and vengeance is the only operative law of the land.
Te United States must achieve its real political objec-
tives to withdraw most U.S. combat forces in the coming 36
months and leave a stable Iraqi government in place. GEN
McCafrey concludes that it is too late to exit Iraq under the
current administration but that the next U.S. president can
be set up for success if the United States reduces the number
of brigade combat teams to 12-plus by January 2009.
GEN McCafrey does point to some critical problems.
Although the Army is gradually increasing in size by 7,000 a
year to a goal of 547,000 by 2010, GEN McCafrey believes
it needs a number closer to 800,000. He believes the current
recruiting campaign is bringing too many new Soldiers into
uniform who are not qualifed to serve.
He highlights the grave problem facing the Army of los-
ing combat-experienced, mid-career NCOs and captains (a
problem broached in this section in the January 2008 issue
of The Officer).
While being complimentary of the Guard and Reserves,
GEN McCafrey believes they are in peril of not being ready
for their homeland security missions or deployment in the
event of another major shooting war, such as could develop
in Korea. He believes the Reserve Component is inadequate-
ly resourced and performing in a high ops tempo role for
which its members did not sign up.
He concludes by refecting that while we are no longer
in a downward spiral in Iraq, the ultimate outcome is still in
doubt. x
Iraq Insights
West Point professors report on the war
heralds success, but raises cautionary fags.
Retired GEN McCaffrey is given a tour of
Combat Outpost Salie, Iraq, Dec. 8, by MAJ
Luis Rivera, executive offcer of the 1st Bat-
talion, 10th Field Artillery.
P
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WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 23
lt col james e. starr, usafr (ret. ) director, roa air force section
AIR FORCE
Strategic Planning
I
n the current Department of Defense (DoD), all ap-
proved joint capabilities emanate from the presidentially
approved National Security Strategy (NSS) and DoD
and services strategic planning processes. Following is a sum-
mary of current documents and actions that will occur dur-
ing 20082009 that will afect joint capabilities and person-
nel of the U.S. Air Force Total Force.
Te top source document that all DoD and service plan-
ners and programmers must be consistent with is the NSS.
At a National Defense University (NDU) alumni seminar
last year, the September 2002 NSS and the March 2006 NSS
(unclassifed), both approved by President George W. Bush,
were compared and discussed. Because NDU seminars are
not for attribution,
only a summary of
the categories and
focus can be pro-
vided here as an
overview. Te NSS
discussed both the
international and
domestic strategic
environment. Te
United States na-
tional interests are essentially the same in the 2002 and 2006
NSS documents. Treats and Opportunities and Power
and Infuence are discussed in relation to U.S. national in-
terests. Objectives and Instruments are discussed for their
options in statecraf by the U.S. government.
Once a requirement is determined by senior military or
senior civilians within the services or DoD, the joint capabil-
ity required must be properly approved before budget re-
quests are submitted to Congress. Te DoD joint capability
approval system is the Joint Capabilities Integration and De-
velopment System ( JCIDS). Te system produces capabil-
ity proposals that consider doctrine, organization, training,
materiel, leadership and education, personnel, and facilities
solutions to support joint warfghting capabilities. JCIDS is
capability-based planning, which replaces the scenario-based
planning system of the last several decades. Te new JCIDS
process was established June 24, 2003, with release of Chair-
man Joint Chiefs of Staf Instruction 3170.01C.
DoD and the services stafs prepare strategic goals that
are consistent with the NSS and DoD guidance. As directed
The Air Force is already gearing up for the next QDR.
by Congress, DoD every four years, with each services input,
will provide a Quadrennial Defense Review (QDR) Report
to Congress. In November, the deputy secretary of defense
directed the DoD staf to accelerate the QDR action cycle
with fnal Terms of Reference and Assumptions by January
2008 instead of the usual March timeframe. Tis provides
the services with specifc guidance for their QDR working
groups and executive discussions during 20082009. Te Air
Force ofce of primary responsibility is the AF/A8X, Stra-
tegic Plans Directorate, which will lead the efort to prepare
the draf Air Force input on QDR from the Air Force chief
of staf to the secretary of defense in response to suspenses
from DoD.
Te new directive from Congress included in the Fiscal
Year 2008 NDAA Conference Report (the legislation was
still pending afer President Bush executed a pocket veto in
late December) calls for a Roles and Missions review for all
of DoD. Te report will be due with the QDR in December
2009 and include, in addition to DoD roles and missions,
services core competencies, missions going unaddressed, and
possible duplication of efort.
Monthly Seminars
For the past nine years, the Air Force has held monthly
seminars to address timely defense strategy and military
transformation issues. Senior Air Force and joint leaders lead
discussion among interested personnel from Capitol Hill,
the media, the Air Force, and the corporate worlds. In De-
cember AF/A8 hosted its Air Force Defense Strategy Semi-
nar Breakfast at the Russell Senate Ofce Building with Gen
Norton A. Schwartz, commander of U.S. Transportation
Command, as speaker. Te generals comments are available
at Air Force Link (www.af.mil) under Air Force Leadership/
Air Force senior leader speeches.
ROAs Minuteman Ballroom will be the site for 10 ca-
tered breakfasts during 2008 for the Air Force Defense Strat-
egy Seminars, with AF/A8X (Strategic Plans) as the host.
Te frst 2008 seminar, scheduled for Jan. 15, was to feature
Lt Gen Gary North, 9th Air Force and Central Air Forces
Commander. x
On the Web: For more service section news,
visit www.roa.org/military_sections.
Te deputy secretary of
defense directed the DoD
staf to accelerate the
Quadrennial Defense
Review action cycle
24 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
NAVAL SERVICES
CAPT MARSHALL A. HANSON, USNR (RET. ) DIRECTOR, ROA Naval Services Section
On Ships, into Hurricanes, over the Pole
Naval Services focus on new vessels, new aircraft, and new missions.
Pentagon Delays Warship Purchases
Te military plans to delay its purchase of 11 warships
under development by Lockheed Martin of Bethesda and
General Dynamics, reports the Washington Post. Te Navy
originally planned to buy 32 littoral combat ships (LTCs)
over the next fve years, but will now buy 21, according to
an unpublished Nov. 19 directive from Deputy Defense
Secretary Gordon England that spells out changes in the
Pentagons fscal 20092013 plan, the Post said. By shifing
11 LCSs into the future, the savings from buying the vessels
afer 2013 could be as much as $5 billion, the Post said.
Arctic Domain Overfight
Te 17th U.S. Coast Guard District in Juneau, Alaska,
said it will conduct Arctic Domain Awareness fights every
two weeks as part of the Coast Guards initiative to establish
an increased presence in the region. Te Coast Guards goal
in increasing Arctic operations is part of an efort to enhance
capabilities and readiness to meet the needs of American in-
terests in the region. Kodiak-based Coast Guard C-130 Her-
cules fy north across the Arctic Circle and along Alaskas icy
coastline. Along with developing Arctic domain awareness,
the purpose of these missions are for the Coast Guard to
evaluate equipment and learn how to operate in the cold en-
vironment, as receding sea ice and other conditions result in
more frequent northerly ocean trafc. With recent Russian
territorial claims to the North Pole under the Law of the Sea
Treaty, Russia, Norway, and England have been fying Arctic
overfights to maintain dominion claims.
Commissioned Corps Afoat
A number of US Public Health Service Commissioned
Corps ofcers have been getting their sea legs.
A team of 17 USPHS ofcers served aboard the USNS
Comfort (T-AH 20), a U.S. naval hospital ship that toured
Latin America and the Caribbean on a public-health mis-
sion. Te four-month cruise provided oral and primary-
care health services to nearby communities when the ship
docked. In its joint operation, Corps ofcers worked with
U.S. Navy, Army, and Coast Guard personnel, as well as with
nonproft organizations Project Hope and Operation Smile.
USNS Comfort delivered care in Belize City, Belize; Puer-
to Barrios, Guatemala; Colon, Panama; Corinto, Nicaragua;
Acajutla, El Salvador; Salaverry, Peru; Manta, Ecuador; Bahia
Malaga, Colombia; Port-Au-Prince, Haiti; Port of Spain,
Trinidad and Tobago; Georgetown, Guyana; and Paramari-
bo, Suriname, before returning to Norfolk, Va., Oct. 15.
In the Pacifc, a multidisciplinary team of ofcers in the
USPHS Commissioned Corps served on USS Peleliu (LHA
5) as the ship participated in Pacifc Partnership 2007. Dur-
ing the Pelelius four-month voyage, Corps ofcers helped
build a public health infrastructure for people of the West-
ern Pacifc region. Te U.S. Navy vessel was the frst to be
completely dedicated to a planned humanitarian mission.
Pacifc Partnership 2007 launched June 1 from Pearl Har-
bor, Hawaii, and provided medical, dental, construction, and
other humanitarian-assistance programs in the Philippines,
Vietnam, Papua New Guinea, the Solomon Islands, and
the Marshall Islands, returning to Hawaii on Sept. 12. Te
PHS Commissioned Corps provided three sequential teams
of up to fve Corps ofcers for one-month tours, working
with health professionals from the uniformed services of the
United States and foreign partner nationsAustralia, Can-
ada, Japan, Korea, India, Malaysia, New Zealand, and Singa-
poreas well as partnering non-government organizations.
Marine Corps Builds Special Ops Force
MajGen Dennis Hejik, commander of the Marine Corps
Special Operations Command, said he has roughly 65 per-
cent of his force in place, with plans to fll all 2,600 positions
by next year, reported CongressDailyPM. Over the past 20
months, MajGen Hejik has attracted hundreds of special
operators, all of whom have combat experience. Relative
to other Marine Corps commands, Special Operations is a
senior organization with most personnel having eight to 10
years of experience. MajGen Hejik said the command has
received the personnel, equipment, and other resources it has
needed. Equipment tagged for his units receive the same pri-
ority as gear for units deploying to Iraq and Afghanistan.
UAV Flies into Eye of the Hurricane
A pilotless Aerosonde Mk3 hurricane hunter was fown
by remote control into hurricane force winds for the frst
time to give researchers from NOAA and NASA a real-time,
low-altitude look at a storm with hurricane category 1 winds
of around 80 miles per hour. Te $35,000 fve-foot-long
aircraf, with a wingspan of 10 feet, was launched from Wal-
lops Island, Va., on an intended 20-hour mission to penetrate
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 25
into the eye of Hurricane Noel in Novem-
ber. NOAA verifed that the minihurricane
hunter was intentionally ditched into the
Atlantic Ocean of North Carolina 17
hours later, afer it had provided an un-
precedented close-up look at the hurricane.
NOAA chose to sacrifce the UAV in order
to gather additional data on the storm up to
the moment the aircraf ran out of fuel.
Unmanned fights at very low altitude are
important since they give us unique insights
and continuous observations in a region of
the storm where the oceans energy is directly
transferred to the atmosphere just above, said
Joe Cione, project manager for the NOAA
Aerosonde feld study. Attempting this type
of research fight with our hurricane hunter
aircraf would risk the lives of our crew and
scientists. In future missions, a second Aero-
sonde may be launched as the frst aircraf re-
turns for longer continuous storm coverage.
NOAA feet gets new vessel-
NOAA launched a new fsheries survey ves-
sel in December that will be able to quietly
study fsh without altering their behavior.
Built by VT Halter Marine and launched in
Pascagoula, Miss., the ship was christened
Pisces by Dr. Annette Nevin Shelby, profes-
sor emerita at Georgetown University and
wife of Sen. Richard Shelby (RAla.).
Pisces is the third of four planned 208-
foot fsheries survey vessels to be built by VT
Halter Marine that are replacing aging ships
in the NOAA feet. It is designed to meet
NOAA Fisheries specifc data collection
requirements as well as new standards for a
low-acoustic signature set by the Internation-
al Council for Exploration of the Seas. Pisces
will be homeported in Pascagoula when
placed into operation in late 2008 and will
support NOAA Fisheries research and assess-
ments in the Gulf of Mexico, Caribbean Sea,
and along the U.S. southeastern seaboard.
Te christening and launch of Pisces
is a major step in the revitalization of our
NOAA feet, said retired Navy VADM
Conrad C. Lautenbacher Jr., undersecretary
of commerce for oceans and atmosphere and
NOAA administrator. x
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26 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
ROBERT FEIDLER DIRECTOR, ROA strategic defense education
DEFENSE EDUCATION FORUM
On the Web: More information on ROAs pro-
fessional development seminars and other
DEF programs is at www.roa.org/educate.
T
he Defense Education Forum (DEF) has many com-
ponents and addresses many topics and audiences
over the course of a year. But twice a year, at our
national meetings, we sponsor professional education events
focused on joint ofcers who, generally, are also junior of-
fcers. Te programs are referred to as RCJOPDS (Reserve
Component Joint Ofcer Professional Development Semi-
nar) at our Mid-Winter Conference and JOLDTS ( Joint
Ofcer Leadership Development Training Seminar) at the
National Convention.
Te program has evolved over the years, but the con-
stants have been growth, creativity, and Col Tom Obenland,
USAFR (Ret.). Beginning in 1986, Col Obenland has been
the guiding force in developing each annual program, fnd-
ing the faculty, and attracting attendees.
RCJOPDS has steadily grown over the past few years.
Last year, we had approximately 215 attendees representing
nearly all the services. Tese attendees are predominantly on
orders and pay full registration, and many attend the clos-
ing dinner. Tis group represents roughly one-quarter of all
paying registrants at the conference. Teir evaluations of the
program have been overwhelmingly positive.
Attendees split their time between educational programs
designed for all ROA attendees and specifc leadership-re-
lated professional development programs directed at the
junior ofcers. Tey attend, on average, about seven hours of
generic military/national security programs and about eight
hours of specifc leadership programs.
Tis year, for example, Army members will attend the
Army Section and hear from the secretary of the Army and
LTG Jack Stultz, USAR, chief of the Army Reserve. Later,
they will have a private session with LTG Stultz. Other ser-
vice attendees will have similar experiences in their section
meetings. Te next morning, participants will hear the Com-
mission on the National Guard and Reserve on its report,
scheduled for release Jan. 31.
RCJOPDS attendees are engaged in professional devel-
opment activities designed for them. Tis years programs
will include a legislative briefng; a multi-hour personality
profling program; Maj Gen James Graves, USAFR, an assis-
tant to the Joint Chiefs of Staf, addressing Reserve Compo-
nents and jointness; Maj Gen William A. Cohen, USAFR
(Ret), examining the eight basic principles of leadership
Junior Moments
Joint professional development
for offcers is a key part of DEF.
from battlefeld experience; a panel led by senior enlisted
personnel on the enlisted perspective of leadership; and a
movie on Islam with a discussion led by a former assistant
secretary of defense. Te junior ofcers will have three days
of educational programming.
Attendees are welcome to join other events at Mid-Win-
ter, such as the closing dinnerfeaturing Sen. Joe Lieberman
(IConn.), chairman of the U.S. Senate Homeland Security
and Governmental Afairs Committee and chairman of the
AirLand Subcommittee of the Senate Armed Services Com-
mittee. Tey are also invited to receptions featuring ROA
leaders as well as the service section receptions. All in all, its
a wonderful opportunity for junior ofcers to rub elbows
with the leaders of the Reserve Components.
DEFs RCJOPDS and JOLDTS programs have become a
cornerstone of leadership education for the nations younger
military ofcers. Each year these programs continue to get
bigger and better. For those of you attending this years Mid-
Winter program, I encourage you to meet and greet the RC-
JOPDS attendeesand give a salute to Col Obenland for a
job well done! x
Col Tom Obenland, right, manages the joint
offcer professional development and leader-
ship seminars at ROAs annual meetings, in
which junior offcers from all Reserve Com-
ponents particpate in a number of training
programs, above.
P
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WWW.ROA.ORG the Officer feBrUArY-MArch2008 27
are working
aggressively to
minimize any
problems for servicemembers returning
to work, said Past ROA President Jim
Rebholz, national chair for Employer
Support of the Guard and Reserve.
He cited a recent Society of Human
Resource Managers survey that found
97 percent of Guard and Reserve
experienced little if any problems
reintegrating into the workforce. Most
employers found their servicemembers
were equally or more qualifed on their
return from deployment, he said.
Established in 1948, CIOR is an
umbrella organization of national
Reserve associations that examines
issues and provides analysis
relating to Reserve forces.
Te CIOR presidency,
currently held by Canada
from 2006 to 2008,
rotates through
member nations who
coordinate the activities
of the organization during
two-year terms. During the
remainder of the Canadian presidencys
term, which includes meetings in
Brussels and Ottawa, and a symposium
at the summer congress in Istanbul in
July, CIOR will focus on enhancing
NATO operations through efective
employer support.
A
recently released Interallied
Confederation of Reserve
Ofcers (CIOR) study on
the pre- and post-deployment care of
Reservists found a wide diversity of
policies among NATO nations and
ofers a number of recommendations
for its member nations.
Many (NATO) member nations
rely on Reservists to augment regular
forces deployed to Afghanistan and
other international missions, said
Canadian Capt. (Navy) Carman
McNary, president of CIOR, a
NATO-afliated organization
representing the interests of 1.3 million
Reservists and Reserve associations
in 34 nations. Tis report provides
recommendations to address the
challenges
in properly
supporting and
caring for these
Reservists.
Recognizing
that up to
25 percent of the deployed forces
of member nations are Reservists,
CIOR initiated its study in 2006
to address concerns that pre- and
post-deployment care were not
matching that provided to regular
force personnel. Te study continued
through 2007 at mid-winter meetings
in Brussels and at a symposium during
CIORs summer congress in Riga,
Latvia. Approximately 550 Reserve
ofcers, including Reserve Ofcer
Association members, provided input
toward the preparation of the report.
An International Concern
CIOR study finds Reservists in member nations
need improved pre- and post-deployment care.
By Lt Col Ann P. Knabe, USAFR, Associate Editor
Te report recognizes the
diversity within member nations
and the vastly diferent legislative,
cultural, and historic realities of
each NATO country. Some nations
already efectively support Reservists
and have implemented certain
recommendations, while others provide
little in the way of pre- and post-
deployment care.
Recommendations for the
individual nations departments
and ministries of defense include a
national review of Reserve support
afer deployment; national tracking of
returning Reservists; improved family
contact services; family and deployed
member support matching that
provided to regular force personnel;
rear-party advocates for individual
Reserve augmentees; medical tracking
and advice; and improved employer
support policies and systems.
Recommendations for NATO itself
include establishing sponsored best-
practice seminars, a Reserve lessons-
learned center, assisted lobbying for
employer support, and minimum
standards of post-deployment support.
U.S. ofcials contend progress
has been made in the past decade,
particularly in the area of employer
support. Our (ESGR) volunteers
Some nations already efectively support
Reservists and have implemented certain
recommendations; others provide litle
in the way of pre- and post-deployment care.
On the Web: To download
the Post-Deployment Care
report, visit www.cior.net.
28 the Officer / feBrUArYMArch 2008 WWW.ROA.ORG
Te hazards of winter driving are legend. As soon
as the snow begins to fall, we can expect fender benders and
worse to accompany the winter months.
What if you dont live in a winter climate? Experts warn that
the winter months bring injury-causing dangers besides slippery
roads and sidewalks. For instance, some boaters keep their craf
active so they can take advantage of
less trafc, calmer waters, and the
opportunity to get the big fsh that
remain active in winter. But low
water levels on rivers and lakes can
be boating hazards. Te Tennessee
Valley Authority recommends
checking water levels on areas
where you frequent, and especially
at your favorite boat ramps. Also,
the Coast Guard reminds you that
winter-month waters are colder, making falls overboard far more
dangerous. Always wear a life jacket and
never boat alone.
Winter months in any region of the
United States are prime fre months.
People ofen resort to space heaters, even
in warmer states, to combat the occasional
cold snap. Many fres have started because
of a faulty space heater or a unit too close
to drapes or curtains. Additionally, many
homes have freplaces, which must be
annually inspected.
Here are some numbers to keep in mind,
no matter what region of the country you live in:
Te National Safety Council says in a 2006 report that
accidents are the ffh-leading cause of death in the United
States. An unintentional injury death occurs every fve minutes,
according to the Council.
Falls are the third-leading cause of accidental death for all
age groups, says the Council, with choking fourth and drowning
ffh. For persons age 77 and older, falls are the leading cause
of unintentional-injury deaths, says a 2006 report from the
American Academy of Orthopaedic Surgeons.
A motor vehicle crash causes a death every 12 minutes,
according to the National Safety Council.
Because Accidents Dont Need to Happen
Look for ways to avoid accidents during these dangerous winter months, and be
prepared for when they may occur.
By ROA Affnity Partner Marsh Affnity Group Services
Take Precautions
Te statistics about your risk for a serious accident may
surprise youeven concern you. But there are things you and
your family can do year-round to protect yourselves. Here are a
few tips:
Always wear your seatbelts when traveling in the front or
back seat of a car.
Look around your house for accident spots that can literally
trip you up: uneven steps or bricks, poorly lit areas, clutter on
staircases and high-trafc areas, and holes or depressions around
your property.
If you enjoy bicycling, always wear a helmet when you
rideand make sure youre wearing it correctly.
Take correct safety precautions
when working with toolselectric and
otherwise. Wear goggles, protective
footwear, and gloves if appropriate.
When youre done with the tools,
remember to store them in a safe
manner.
Have a Protection Plan
Te everyday safety measures
you take can go a long way toward
protecting your family from accidents
and injuries. Unfortunately, you cant plan for everything.
Accident insurance plans provide valuable peace of mind for
you, and theyll help sofen the fnancial blow when your family
needs it most.
ROA knows how important protecting your family is. Tats
why the organization sponsors an accident insurance plan just
for members. Te ROA Group Life and Accidental Death and
Dismemberment (AD&D) Insurance Plan features a number
of diferent beneft amounts at afordable group rates. Youre
guaranteed acceptance into the plan, and youre covered for
almost any activity, anywhere in the world, 24 hours a day.
For more information about the ROA-sponsored AD&D
Plan, call toll free 1-800-247-7988 or visit www.roainsure.com.
Tis plan is underwritten by ReliaStar Life Insurance Co. and
administered by Marsh Afnity Group Services. Tis policy may
have exclusions, limitations, and reductions in benefts. Please
contact the plan administrator for details.
On the Web: For other valuable information and safety tips, visit the
National Safety Council website at www.nsc.org.
A road you and
your family should
not face alone
A road you and
your family should
not face alone
I
02006 33684 ROA ad&d (2/08)
Trim size: 8 1/4 x 10 3/4
Bleed size: 8 1/2 x 11 4/c process
f youre like most ROA members, your morning routine
doesnt change much. Breakfast. Morning news. A hug good-bye.
Out the door.
You leave expecting to return home safely.
Unfortunately, not everyone does. In 2005 alone, there were
2,400,000 disabling injuries and 45,800 deaths caused by motor
vehicle accidents.
1
Naturally, its something youd rather not think about. But with
the financial burden accidents can leave behind, you owe it to
yourself and your family to start thinking about it today.
Thats where the ROA Group Accidental Death and
Dismemberment (AD&D) Insurance Plan can help. It pays your loved
ones a lump sum cash benefit if you die as a result of a covered accident.
ROA members under age 65 can count on solid protection
that offers:
$1,000.00 Life Insurance Benefitprovided at no cost to
you with your AD&D enrollment
Guaranteed Acceptanceno medical exam required
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If the unexpected happens, prevent your family from facing the
road of financial uncertainty alone.
Be prepared ... get your ROA-sponsored AD&D
coverage in force. Call for a FREE information kit today.
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Ask for Request Number 033684-1-1-1
(Our hearing-impaired or voice-impaired members may call the Relay Line at 1-800-855-2881.)
This plan is underwritten by ReliaStar Life Insurance Company and administered by Marsh Affinity Group Services.
This policy may have exclusions, limitations, and reductions in benefits. Please contact the plan administrator for
details. Policy Form #LP08GP
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33684.ROA AD&D ad 12/10/07 9:50 AM Page 1
30 the Officer / feBrUArYMArch 2008 WWW.ROA.ORG
DID YOU KNOW...
AAFES, 112 years old,
is one of the largest U.S.
retailers, providing base retail
operations in 30 countries.
?
P
epsi logistics and Army logistics: Same game, diferent
uniform, says BG Keith L. Turgood, USAR. When
will my trucks arrive? Will I be resupplied with the
right amounts, at the right time? How about costs and
uncertainties?
BG Turgood has dealt with these matters and much more
in both the corporate world and in combat. And now hes in the
unique position of commanding that distinct entity where the
commercial and military world are one and the same, the Army
& Air Force Exchange Service (AAFES).
A native of Ogden, Utah, BG Turgood began his military
career at Brigham Young University in Provo, Utah, where
he was an ROTC scholarship award winner. In 1981, he was
commissioned a second lieutenant in the Transportation Corps.
In seven years active duty and over 18 years Reserve duty he has
held motor transportation, port clearance, support operations,
training, and infantry billets, including command at company,
battalion, and brigade levels.
While BG Turgood was progressing through Army ranks, he
was taking on more responsibilities with Frito-Lay. He began his
civilian career at Frito-Lay immediately afer leaving active duty
in 1988, holding positions in logistics, fnance, and purchasing.
When PepsiCo bought Frito-Lay in 2001, BG
Turgood didnt even change desks, he
said, and was later promoted to director of
strategy and innovation for supply chain
and logistics.
Director of strategy for supply chain
teams means efectively leveraging
technology to drive PepsiCos business
costs down and enabling new technology
to be integrated in transportation and
supply strategies, he said. Tis experience
and skill set were what the Army Reserve
was looking for when it telephoned BG
Turgood in spring 2006, although, he says,
I think that it was my turn in the queue.
Te telephone call turned out to be for
his most fulflling job: a one-year tour in Iraq wearing the
dual hats of commander, 143rd Transportation Command, and
The Store Commander
Army Reservist becomes the frst Citizen Warrior to command AAFES.
By LtCol M. E. Earl , USMCR (Ret. ), Associ ate Edi tor
deputy commander,
Teater Support
Command. Tis
multi-component
command has
logistics and combat
support functions throughout Iraq,
Kuwait, the Horn of Africa, and Afghanistan. Active Duty,
National Guard, and Reserve personnel from the Army, Navy,
Marine Corps, and Coast Guard moved cargo through ports,
brought supplies to the front, and ran services as diverse as
fnance centers and mortuary units. Every night our convoys
were in the fght, recounts BG Turgood. Tey were all led by
E-6s, E-7s. When the story of Iraq operations is written, it will
be the story of small-unit commanders.
BG Turgoods command philosophy over such a diverse
organization was straightforward: no worries logistics
accomplish the mission as fawlessly and efciently as possible
and get everyone home safely.
Te magnitude of this logistics operation is without parallel.
At its peak, the World War II Red Ball Expressthe massive
resupply of 28 Allied divisions breaking out from the beaches of
Normandymoved 13,000 short tons per day
for a total of three months. By comparison,
the Teater Support Command has been
transporting 16,000 short tons per day
throughout the area of operations for
four-plus years.
While BG Turgood was still in
Iraq, he began to hear of a follow-on
assignment as the AAFES commander.
When I was in Iraq, we were able to
do things diferently. Some of it was
recognized. Because of my civilian
background I was able to leverage my
skill set in a much broader way. Tis is
what senior leadership was looking for with
AAFES. He became the frst Reservist to fll
this Active Duty billet.
First stop, though, was PepsiCo. Recently demobilized Keith
WWW.ROA.ORG the Officer / feBrUArYMArch2008 31
ON THE WEB...
You can shop at AAFES online at
www.aafes.com
Turgood was back to work in June 2007, although he was
scheduled to take over the AAFES command only two months
later. However, PepsiCoa great organization, very supportive
of the militarymade arrangements for his absence.
Besides, the AAFES assignment is in PepsiCos long-term
interest as well. When I return [to PepsiCo], Ill have the
experience of being a CEO of a $10 billion organization. Tats
the strength of Reservists to a civilian organization.
AAFES, 112 years old, is one of the largest U.S. retailers,
providing base retail operations in 30 countries. Over the past
fve years, AAFES has set up 53 stores, 77 phone centers, and
193 name-brand fast-food restaurants, such as Popeyes, Burger
King, and Taco Bell in Iraq, Afghanistan, Kuwait, Qatar, United
Arab Emirates, and Kyrgyzstan. It provides products and services
to military families while generating earnings to supplement the
Morale, Welfare, and Recreation (MWR) programs. About two
thirds of AAFES earnings support the military communitya
total of $228 million in 2006for such MWR programs as
Youth Services, Armed Forces Recreation Centers, and other
post functions. AAFES employs more than 45,000 associates
(approximately 10,000 are military family members), many of
whom voluntarily deploy to remote areas around the world to
support Soldiers, Airmen, Sailors, and Marines.
If command in Iraq was his most fulflling assignment, BG
Turgood contends that the AAFES command is his most fun
assignment. From providing lunches at Department of Defense
schools in Europe to manufacturing Baskin Robbins ice cream
overseas, AAFES is a true civilian-military operation. Similarly,
BG Turgoods goals for AAFES are a combination of what hes
learned from both the civilian and the military world. Both
cultures are performance-based. Move toward the target, put
stakes in the ground, move toward the target some more.
He may be new to the retail operations side of commerce,
but aside from being a
professional manager in
logistics as a civilian, BG
Turgood also has been
a long-term AAFES
customer as a Soldier.
He highlighted two
principles for AAFES.
Te frst principle:
Make performance
visible; information
is raw material for
creativity. For example,
the right data can
impact performance
of the supply chain by helping uncover and even drive supply-
chain efciency. Second: Where performance is measured,
performance improves. By creating a culture of truly excellent
performance, exponential earnings can be returned to the Army
and Air Force. In other words, says BG Turgood, our slogan
is Winning the Future: Tink Big, Act Small.
Tis slogan is put into action by the ABCs for AAFES
associates:
Act nowbe proactive, like business owners.
Build the benchbecause 41 percent of AAFES managers
are over 50, grow new managers within the organization
and hire from the outside.
And fve Cs: Customerthe reason AAFES exists; Cost
drive it out of the supply chain; Cashbe a good steward, with
good return on capital; Collaborationsolutions are better
when reached through partnerships with vendors, suppliers, and
the other exchange and commissary services; Community
AAFES is both part of a larger global community and part of the
neighborhood community on the base.
Now six months into his two-year assignment, BG Turgood
said he feels his eforts are creating an irreversible momentum
that will last beyond his time in command. It doesnt matter
whether AAFES is led by an Active Duty member or a
Reservist, he says. What matters is the leadership ability and
the skill set.
AAFES Targets Reservists
The Army & Air Force Exchange Service
has a three-pronged effort aimed at Reserve
Component members, all focused on
increasing value proposition to the 1.4 million
eligible Citizen Warriors and their families
scattered throughout the United States.
The frst is to make sure that Reserve
Component members are aware of all the
benefts when theyre shopping: a diversity
of stores, 20 percent lower prices, no sales tax,
and benefts available always, not just when on
active duty orders.
The second prong is to increase the number
of Reserve Component members shopping
online; only about 90,000 do so now.
The third, longer-term prong is to do a
better job of supporting the Reserves military
transformation by locating future Base
Exchange stores, shopettes, gas stations, and
other entities where the Reserve Components
will be as they transform from a strategic to an
operational force.MEE
Career Development As a
Citizen Warrior
A chance to be like
Jacques Cousteau.
Or to fy combat missions from home.
Or to provide health care to the
disadvantaged at home and abroad.
Or to secure the nations waterways.
Or to help build the militarys forces.
The Reserve Components offer many
opportunities for people keen to
serve the United States. And as the
nations Reserve Components gear
up to meet the challenges of a diffcult
recruiting environment, they are offering
incentives not only to new recruits but to
non-traditional recruiters.
The Offcer asked each of the Reserve
Components to submit an article related
to career opportunities in its particular
service. Following are their own stories,
some highlighting individual career
growth, others focusing on initiatives
for force growth. We conclude with our
own article on the role of joint service in
career development and an essay from
a deployed ROA member in mid-career.
The common thread through these
stories: service can be rewarding in
many respects for you and for the
nation, too.
32 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
When Jon Bailey was growing up on the New Jersey shore, he loved to watch Jacques Cousteaus ocean exploration exploits on
television. His fascination with the ocean and fnding new things didnt dim over the years, and by the time he started college, he
knew he wanted to pursue ocean science as a career.
Today, RADM Jonathan W. Bailey is the director of the National Oceanic and Atmospheric Administration (NOAA) Corps and
NOAAs Ofce of Marine and Aviation Operations. He believes that combining passion for ones work, and knowing ones self, along
with understanding legislative afairs, policy making, budgeting, and personnel issues, can lead an ofcer to the ultimate fag position.
NOAA Corps recruits must hold a degree in science, engineering, or mathematics. Afer three months of intense training at the
U.S. Merchant Marine Academy, new ensigns go aboard NOAA ships where they get hands-on training as junior ofcers. Afer their
frst sea tour, some opt for fight school and become aviators.
In a typical career, an ofcer rotates two years at sea, three in a program ofce, two more at sea or operating aircraf, three on shore,
and so on, with increasing levels of responsibility. Trough this path, they gain operational and technical expertise, leadership skills,
and management experience.
RADM Bailey went a diferent route before realizing he was behind
his contemporaries in moving up the ladder. He spent his frst seven years
at sea aboard three nautical charting ships and one fsheries vessel, and
his next seven in the air, fying three light aircraf for NOAAs remote
sensing program. Tis gave him broad operational expertise, but not the
shore-side experience he needed to go to the next level.
Tere are so many routes to take in NOAA, he said. NOAA is
like a big sandbox full of toys. Im a kid at heart and love the operational
side of things. Ofcers get a tremendous amount of responsibility very
early. Where else can someone straight out of college get the opportunity
to run his own launch and manage a crew? However, if you want to lead
an organization, you must get out of your comfort zone and be well-
rounded. RADM Bailey caught up by taking leadership positions
in operations, personnel, and at NOAA headquarters in the deputy
undersecretarys ofce. Tese assignments gave him the insight and
experience he needed to go for the fag.
His advice to young ofcers is to be honest with yourself: who you
are, what you like, what your strengths and weaknesses are. Tink long
term about your career. What can you contribute to the organization?
You must have operational experience, and you will go to sea or fy when
you are told to. What you do the rest of the time determines how far
you will go. Look ahead at potential assignments that line up with your
rotation schedule. You cant always get the exact assignment you want,
but you can move in the right direction and get the experiences you need
to get to the top. To quote former Army Chief of Staf GEN Gordon
Sullivan: Hope is not a method. Build your career. Have a plan.
On the Web: For more information, visit http://www.noaacorps.noaa.gov/
NOAA: Finding New Things
Wide experiences and passion will help you reach the flag.
By Jeanne G. Kouhestani, NOAA Ofce of Marine and Aviation Operations
Career Development As a
Citizen Warrior
NOAA Corps offcers may acquire data at the ends of
the Earthsuch as the South Pole Stationor in the
deep seas (opposite page).
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USAFR: The Steepest
Climb Is Still to
Come
Air Force Reserve
recruiting faces new
challenges in coming
years.
By Col Francis M. Mungavin, Director, Air Force Reserve Command Recruiting
Service
With the Air Force Reserve Recruiting Service on a streak of
seven consecutive years making or exceeding its recruiting goals,
one might believe we would be throttling back our eforts in the
next few years. Nothing could be further from the truth, given the
changing recruiting climate and our need to look closer at non-
prior military service applicants in the coming years.
Te Air Force Reserve team of nearly 450 Reservists and
civilians put in more than 8,600 people in
2007. Our goal was 8,000. Tat goal is unchanged for 2008. Tis year, we are confronted
with the new challenges of base realignment and closure impacts, and the creation of
new units in Alaska, Florida, and North Carolina
Te steepest climb is still to come. For the past few years, we have relied heavily on
prior-service applicants to fll the Reserves rolls. With the Regular Air Force cutting
more than 40,000 Airmen, we had a wealth of experienced and trained people willing
to transition into the life of a Reserve Airman. However, as the Regular Air Force stops
its force-shaping programs, that prior-service pipeline will be cut back to a trickle.
As a result, we will be looking to the civilian population as a resource more than we
have in almost a decade. And while there are a number of enlistment-age eligible eager,
patriotic Americans willing to raise their hand for service, only about 30 percent of
them will qualify for the recruiting process because of medical issues, character issues,
or other reasons. Tat puts new challenges on our recruiters, ones they havent faced in the past few years.
None of this deters the Air Force Reserve team. All of our folks see the upcoming recruiting years as
some of the most exciting and challenging in a long time. We have a number of programs in place to ensure
that we meet the Air Force Reserves goal, including our Get 1 Now program, where current Reservists help
our recruiters fnd candidates for Reserve service. Last year, a Get 1 Now volunteer Reservist gathered 15
referrals and helped place 10 accessions by himself.
Success as we go forward is an evolving process. While were proud of our seven years of meeting our
goal, thats in our rear-view mirror. We still need to recruit new pararescuemen, navigators, and others to fll
critically manned careers in the Air Force Reserve.
Former General Electric CEO Jack Welch once said, An organizations ability to learn, and translate
that learning into action rapidly, is the ultimate competitive advantage. Te Air Force Reserve Recruiting
Service feels the same way.
Well continue to study the challenges that face us and well continue to push the recruiting throttle all
the way to full military power
On the Web: For more information, visit www.afreserve.com.
Col Mungavin
Air Force Reserve Command pararescuers
from the 920th Rescue Wing at Patrick AFB,
Fla, participate in an exercise with Canadian
rescue forces.
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34 the Officer / FEBRUARYMARCH 2008 WWW.ROA.ORG
PHS: A Great Way to Serve for Those Who
Need Flexibility
The Inactive Reserve Corps offers many opportunities
for officers at various stages of their careers.
By LCDR Timothy Jiggens, MSPH, CIH, Ofce of Reserve Afairs, Ofce of the Surgeon General
Te mission of the U.S. Public Health Service (PHS) Commissioned Corps is to protect, promote, and advance the health and
safety of the nation. Te PHS is an all-ofcer corps made up of physicians, dentists, nurses, engineers, scientists, environmental health
ofcers, veterinarians, pharmacists, dietitians, therapists (physical, occupational, respiratory, speech pathology/audiology), and health
services ofcers. Tis latter category includes more than 50 disciplines, such as social workers, epidemiologists, physician assistants,
and optometrists.
Te PHS Inactive Reserve Corps (IRC) provides a surge capacity during times of acute need and to fll critical stafng shortages
that may impair the ability of PHS to carry out its mission. In addition to responding to emergency activations, such as the hurricanes
of 2005, IRC ofcers provide vital stafng support to agencies such as the Indian Health Service, Army Medical Command, and the
Department of Homeland Security Immigration and Customs Enforcement. Te IRC has traditionally been comprised of ofcers
who have been inactivated from extended active duty, but some ofcers have been directly commissioned into the IRC.
Another route into the IRC is the Junior Commissioned Ofcer Student Training and Extern Program ( JRCOSTEP), available
to students who, upon meeting other program requirements, have completed at least one year of study in medical, dental, or veterinary
school or at least two years of study in a professionally accredited baccalaureate program in specifc health disciplines. Assignments
vary from 31 to 120 days during ofcial school breaks, with JRCOSTEPs being directly mentored by an active duty PHS ofcer.
JRCOSTEP participants meet leaders in public health, gain valuable professional experience, and are not obligated to serve in the
Commissioned Corps afer graduation. However, because they are commissioned as ensigns (training status) and remain on the rolls
of the IRC afer their externship, JRCOSTEPs ofen apply for full commissions (active duty or IRC) once they earn their qualifying
degrees. More information is available by contacting the JRCOSTEP coordinator at 240-453-6072.
Te majority of the IRC comprises former active duty ofcers who inactivated with less than 20 years of service. Many of these
ofcers resume active duty careers afer completing self-funded education or raising a family. Tus, there is a well-established, two-way
fow of ofcers between the Active and Reserve Components of the PHS. Te Ofce of Reserve Afairs has noted that some ofcers
obtain direct commissions into the IRC with the intent
of transitioning into an active duty career at a later date. A
recent analysis revealed that 46 percent of ofcers directly
commissioned into the IRC from Fiscal Years 2004 through
2007 have since entered extended active duty. One advantage
of this route of accession is that ofcers in the IRC can use
short tours on active duty to explore diferent agencies and
types of assignments. Another beneft is that once an ofcer
fnds a career assignment he or she would like to occupy,
placement is greatly expedited because they already hold a
commission in the PHS.
Te USPHS Inactive Reserve Corps is a great way to serve
the nation for those who need fexibility to meet professional,
family, or other commitments. It can also be the frst step on
a path to a career in the active duty USPHS Commissioned
Corps. Individuals interested in pursuing a direct commission
into the PHS IRC should contact the recruiting ofcer at
301-443-4847 or e-mail Timothy.Jiggens@hhs.gov.
On the Web: For more information, visit www.usphs.gov.
CAPT Terri Jenkins, environmental health offcer in the PHS IRC, assesses
mold growth inside a courthouse in New Orleans after Hurricane Katrina.
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USMCR: Filling a Niche Market
Previously Unavailable
Initiative counters Reserve lieutenant
shortages in the Selected Marine Corps
Reserve.
By LtCol Francis Piccoli, Director of Public Afairs, Marine Forces Reserve Headquarters
Demand for the U.S. Marine Corps recently implemented Reserve ofcer commissioning initiative, the
Ofcer Candidate Course-Reserve Program, continues despite recent personnel structure increases in the
Active Component Marine Corps.
Te Ofcer Candidate CourseReserve (OCC-R) enables qualifed college seniors and graduates
to apply for a Marine Reserve commission. Te program directly accesses individuals into the Reserve
Component in their hometown, flling a niche market previously unavailable in the Marine Corps.
Te program, in existence since October 2006, exceeded expected entrant applications and reached
the programs goal for Fiscal Year 2007, which was the accession of 20 to 40 second lieutenants. As we enter
the second quarter of the programs second year, reports are positive for meeting the stated goal of 50 to 70
accessions: 25 individuals already have been accessed.
Tis precedence-setting program will help solve the shortage of second and frst lieutenants in the
Marine Corps Reserve, specifcally in Selected Marine Corps Reserve units, while providing Reserve ofcers
the opportunity to undergo the same basic training as their Active Duty counterpartsOfcer Candidate
School, the Basic School, and a military occupational specialty course. It also ofers the opportunity for an
additional year of Headquarters Marine Corpsfunded Active Duty at their Reserve unit.
Te Active Duty Marine Corps has for decades been the primary source of ofcer accessions into the
Marine Corps Reserve, which meant that ofcers were senior frst lieutenants or junior captains by the
time they entered the Reserve. Moreover, current Active Component manpower practices and high ofcer
retention rates have signifcantly reduced the number of ofcers leaving active duty following their initial
three- or four-year service obligation.
Capt Adam King, USMCR,
of Weapons Company 2nd
Battalion, 24th Marines, briefs
Marine Reservists of Charlie
Company, 1st Battalion 24th
Marines, at an M203 40mm
grenade launcher fring range
at Camp Grayling, Mich.

On the Web: For more information on the OCC-R program go to the Marine Corps Recruiting Command at:
https://www.mcrc.usmc.mil/G3/Offcer/occr.htm
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36 the Officer / FEBRUARYMARCH 2008 WWW.ROA.ORG
We are excited about the great times for our nation and the U.S. Coast Guard.
During the past fscal year (FY), the Coast Guard enjoyed enormous success and is
proud of its record-setting service to the nation. During FY 07, the Coast Guard
prevented $4.7 billion of cocaine and 10,000 pounds of marijuana from reaching
Americas streets. Such eforts are a direct result of the new and innovative approaches
to doing business, combined with increased cooperation and partnership with
agencies both in and out of the Department of Homeland Security (DHS).
Te past year also saw the establishment of the Coast Guards Deployable
Operations Group (DOG), a core of specialized units that provide organized,
equipped, and trained adaptive force packages to Coast Guard, DHS, Department
of Defense and interagency operational and tactical commanders worldwide. Te
DOG will maximize and sustain mission execution by enhancing interoperability
and standardization among the Coast Guards deployable force elements. It is a
one-stop-shop for Coast Guard commanders and interagency partners to obtain
adaptive, tailored force packages for rapid response to signifcant incidents.
A major component of the DOG are Coast Guard Port Security Units (PSUs)
comprised primarily of Reserve membersthat provide waterborne and limited land-
based protection for shipping and critical port facilities. Coast Guard PSUs undergo
specialized training not available elsewhere in the Coast Guard and can deploy in
or outside of the United States within 24 hours and sustain operations for up to 30
days.
Te accomplishments of 2007 and throughout our history are the result of the
consolidated efort of Team Coast Guard. Our total force of Active Duty, Reserve,
civilian, and auxiliary men and women plays a vital role in protecting the homeland and ensuring the prosperity of America. Tis
diverse mixture of professionals, representing a robust blend of experiences and mission capability, gives the Coast Guard the ability to
adapt to ever-emerging threats and changes in our operating environment. A critical success factor is the seamless integration of Coast
Guard Reservists into Active Duty commands.
As a result of an integrated force structure, Coast Guard Reservists serve in every mission area and alongside their Active Duty
counterparts in nearly every major Coast Guard command. In his Reserve Policy Statement, Coast Guard Commandant ADM Tad
W. Allen charged the men and women of the Coast Guard Reserve with maintaining the competencies necessary to perform three
functions:
Maritime homeland security;
Domestic and expeditionary support to national defense;
Response to domestic disasters, both natural and man-made.
By being fully integrated into the active units, Coast Guard Reservists have the opportunity to participate in every unit mission
area and enjoy fexibility not traditionally associated with Reserve duty. For example, many Reservists perform their Inactive Duty
periods (drills) at a time that is mutually convenient for both the member and the unit, including weekdays and over extended periods
that may include several weeks at a time. Tis fexibility allows a greater opportunity for unit commanders to ensure mission execution
and to customize programs to better suit members training needs. Additionally, many Reserve members state that the added fexibility
allows them to be able to better adapt to changes in their civilian employment and family life.
Maintaining readiness and mission focus is a chief tenet of our Reserve force and gives the Coast Guard an advantage in timely crisis
response. We look forward to the future with optimism,
knowing that our integrated force is capable and motivated
to protect our homeland regardless of the threat.
USCGR: A Robust Blend of Experiences
Coast Guard Reserve offers a full spectrum of
missions and flexibility.
By LT Rick A. Howell, Assistant Chief, Recruiting Operations and Mission Execution Branch
On the Web: For more information, visit www.uscg.mil/reserve.
PO3 Howard T. Mills with a Disaster Assistance Re-
sponse Team out of Sector Ohio Valley helps people
out of their house during a mandatory evacuation of
a neighborhood in Findlay, Ohio.
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USAR: This Environment Calls for
Innovative and Effective Programs
Innovative Army Reserve program builds
end-strength.
By COL Corrina M. Boggess, Army Reserve G-1
Low unemployment rates and a target market in which
just three of 10 young people are qualifed to join the Army
make for a tough recruiting market. Add a lower propensity
among youths to serve, a greater reluctance of parents and other
infuencers to recommend military service, plus the efects of
the Global War on Terrorism, and military recruiters face their
greatest challenges in the history of the all-volunteer force.
In this environment, achieving the Army Reserves
readiness and strength requirements calls for innovative and
efective programs like the Army Reserve Recruiter Assistance
Program (AR-RAP).
AR-RAP recognizes and rewards individuals who help the
Army Reserve achieve its goals. Recruiting assistants (RAs) can
earn $2,000 for each new recruit who completes Basic Training
or the Basic Ofcer Leadership Course and for each prior-
service member who afliates with a unit for four months and
has attended a Battle Assembly in the last 60 days.
Te Army Reserve launched AR-RAP July 1, and, by mid-
December, almost 22,000 RAs had delivered more than 5,000
nominations and 665 accessions. Te success of AR-RAP and
other recruiting and retention programs means the Army
Reserve has added about 5,000 Soldiers to its end-strength in 2007.
AR-RAP volunteers serve as RAs in the communities where they work and live, recruiting for the
Army Reserve in partnership with a contractor. With this return to community-based recruiting, the Army
Reserve expects to increase the number of qualifed ofcers and Soldiers in the force, reduce the cost of
recruiting new Soldiers, and achieve its end-strength objective.
Army Reserve Soldiers who are on Troop Program Unit, Active Guard Reserve, or Individual
Mobilization Augmentation status can serve as RAs during of-duty hours. Retirees of the Army Reserve
with 20 or more years of service and Department of the Army civilians of the Army Reserve can also
participate in the program. Prospective RAs must complete on-line training with the programs contractor
to become certifed and immediately eligible to begin conducting their personalized recruiting program.
Certifed RAs receive a welcome kit and credits toward an account for ordering promotional materials to
support recruiting eforts.
RAs are expected to work with their prospective Army Reserve recruits, but are not authorized to make
legally binding commitments regarding bonuses and incentives or guarantee specifc jobs upon joining the
Army Reserve. Eventually, all prospects are linked with full-time Army Reserve recruiters, who assist RAs
by administering the contract process and scheduling medical and aptitude tests for recruits prior to their
accession. Te RAs will also serve as mentors to recruits until they depart for basic training and help prepare
them for military service.
If youre interested in becoming an RA, you can learn more by calling 866-837-2541.
On the Web: For more information on the Army Reserve Recruiting Assistance Program, visit www.AR-RAP.com.
Army Reserve Soldiers participate in a re-
enlistment ceremony at the U.S. the Capitol to
kick off an extended celebration of the USARs
100th anniversary.
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Advances in digital and information-age technologies have revolutionized airpower capabilities. As the Air National Guard
(ANG) transforms itself to meet current and future threats with next-generation technologies, Air Guard recruiters are seeking the
next generation of ofcers to lead these new and challenging missions.
Tis years projections show ANG ofcer openings will nearly double, from 1,600 to 3,000, to meet current and forecasted
vacancies across the nation. While many of these opportunities still reside in the traditional fghter, air refueling, airlif, and special
operations missions, there is an increasing need for talent in intelligence, surveillance and reconnaissance, unmanned aerial systems,
space, cyberspace, and expeditionary medical support. Unique challenges for ofcers reside in these roles, which will occur within a
technologically advanced, joint and coalition environment known as the Total Force.
Across the country, ANG units are supporting a host of missions that support both the Global War on Terrorism and domestic
operations. For instance, the RQ-4 Global Hawk, an unmanned aerial system that debuted in the Middle East in 2006providing
real-time, high-resolution surveillance along the Iraqi-Syrian borderwas also used for the frst time by Guardsmen in 2007 to provide
detailed ground imagery for frefghters in California.
Since 2006, the ANG has launched the Guards frst MQ-1 Predator units in California, Arizona, and Texas, as well as a training
unit in Nevada. Te Predator is also a remotely piloted aircraf, requiring one pilot (ofcer) and an imagery sensor operator (enlisted).
Tis unmanned system provides state-of-the-art armed
reconnaissance support, carrying two Hellfre laser-guided
missiles for direct-strike capability. So today we can read
airpower summary reports announcing successful strikes on
enemy combatants in Afghanistan carried out by Airmen
located in the United States.
While many ofcer applicants have their eye on other
emerging fying missionssuch as the Joint Strike Fighter
(F-35), F-22 Raptor, the next-generation air-refueling
tanker, and C-27 Joint Cargo Aircrafthere is also a
new breed of information technology, communication,
intelligence, and engineering wizards waiting to get a closer
look at opportunities in cyberspace.
Just like land, sea, air, and space, cyberspace is a domain
rather than a mission or operation. Cyberspace represents
activities using electronics and the electromagnetic spect-
rum through networks and other systems, with ofensive
and defensive capabilities. Already the Air National Guard
supports cyberspace positions at the Network Operations Support Center at McConnell AFB, Kan. As Cyber Command continues
to evolve, missions in this area will diversify and grow considerably.
Successfully expanding into new roles and missions requires fnding the right people for the right jobs, and the ANG is already
preparing for success. We have established an Ofcer Recruiting Branch within the Recruiting and Retention Division of the National
Guard Bureau. Tis group is committed to fnding the right talent to fll these vacancies and helping with job placement throughout
the 88 fying wings and over 400 numbered units in the ANG.
Te ANG has a variety of career felds to choose from, but critical needs exist for specifc positions such as air liaison ofcers,
remotely operated aircraf ofcers, control and recovery, weather, intelligence, space and missile ofcers, air battle managers, civil
engineers, scientists, and developmental engineers. In addition, the ANG has a great need for chaplains and medical ofcers. In some
cases, a signing bonus may be available, as well as the opportunity for full-time employment.
If you or someone you know is interested in becoming part of a dynamic, growing organization, call 1-800 TO GO ANG.
On the Web: For more information on Air National Guard careers, visit www.ang.af.mil/.
ANG: The Next Generation of Officers
Roles are expanding in the Air National Guard.
By Lt Col Randy D. Johnson, Director, ANG Recruiting and Retention
A fightline crew secures a Global Hawk for towing at Anderson AFB, Guam.
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Under your care, theres a child
injured by a storm that struck without
warning. In your room, underprivileged
families are desperate for a free vaccine.
In the course of your rounds, heartfelt
thanks come from people who havent
seen a doctor in years. Tis is not your
typical emergency room, your average
ofce, nor your local clinic. It is a brief
glimpse into Navy Medicine.
Serving part time in the Navy
Reserve, you can expand upon your
role as a provider and become a global
ambassador of health, maintaining your
own life and your own practice while
enriching both with the rewarding work
you do for others.
Hurricanes. Tsunamis. Earthquakes. During your two-week annual training, you could be the one to
assist those devastated by these elements. Going beyond the scope of traditional care, Navy caregivers treat
thousands of global civilians each year. Tey forge partnerships with foreign governments, international
relief teams, and organizations such as the Federal Emergency Management Agency, USAID, and Project
HOPE, ofering medical and civic assistance that leaves a lasting impression.
More routinely, Navy physicians have the primary responsibility to look afer the medical needs of the
brave men and women who serve our country, their families, and other benefciaries whove served. In this
capacity, you would fll in for deployed Active Duty Navy physicians, working mainly at locations typically
close to your home.
In the Navy Reserve, each physician is a respected ofcer on a renowned team of specialists, anchoring
one of the largest health-care systems on earth. Here, youd work with the latest tools and technologies at
cutting-edge facilities stateside and abroad, merging the best aspects of civilian and military medicine to
develop unmatched expertise and versatility. Opportunities exist in any of 30 specialty and subspecialty
areas, from preventive care to emergency treatment to research. Youll fnd Navy Medicine at the forefront,
such as pioneering advances in trauma treatment and using virtual teleconferencing. Navy Medicine has
achieved milestones in everything from organ transplants to retinal implants, cryotherapy applications to
next-generation vaccines.
With fexible training options, you can comfortably balance your civilian and military schedules, in
some cases even working in the same civilian hospital or setting you work in now. Anyone interested in a
full-time career as a Navy physician will fnd the same type of rewarding work. Teyll just have the chance to
do more of it, travel more ofen, and earn additional benefts that go with a full-time commitment.
Te need is great. Te chance to make a diference is yours. If youre ready to fnd new fulfllment
in medicine, contact your local Navy Reserve
representative or call 1-800-USA-USNR.
On the Web: To learn more, visit navyreserve.com.
USNR: Global Ambassador of
Health
Navy Medicine seeks physicians looking to
make a difference.
By Navy Recruiting Command Public Afairs
LT Nancy Warner administers a fu shot to Aviation Maintenance Admin-
istrationman 3rd Class Joshua Hardin on the USS Nimitz (CVN 68).
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Recruiting Bonuses
Services offer financial incentives for members who
sign up for the Reserve Components.
By LtCol M.E. Earl, USMCR (Ret.), Associate Editor
Because the post-9/11 operational tempo has put tremendous pressure on the Reserve forces, all branches of services are ofering
bonuses and benefts to both new recruits and ofcers, as well as to prior military who have a break in service. Some of these benefts
are the same across all branches of service, while other bonuses difer based on the branch of service, years of enlistment, technical
specialty, and other factors. Te amounts and requirements to receive each bonus are sometimes confusing and constantly changing; a
military recruiter has the most updated information, but always read the fne print carefully and ask a lot of questions.
All Services
Benefts across the services include a Reserve retirement, medical care/Tricare, and the Montgomery GI BillSelected Reserve
(MGIBSR), which pays approximately $11,000 in education benefts. Services will also pay a kicker, an additional education beneft
above the MGIBSR benefts.
Navy
Te Navy Reserve ofers enlistment bonuses for both non-prior service and prior-service
personnel up to $20,000. Additionally, a kicker on the MGIB-SR will pay an additional
$7,200 in addition to MGIBSR benefts. (www.navyreserve.com/)
Air Force
Te Air Force Reserve and Air National Guard ofers enlistment bonuses based on Reserve
unit location and military specialty, up to $15,000. A kicker on the MGIBSR will pay up
to an additional $12,600. (www.afreserve.com/ and www.goang.com/)
Army
Te Army Reserve ofers enlistment bonuses up to $20,000, with even more if a recruit has
college credit. Ofcer candidates may receive up to $10,000. Tere are seasonal and quick-
ship bonuses up to $5,000. Te Army Civilian Acquired Skills Program rewards applicants
who have particular civilian skills and enlist in critical specialties, with bonuses up to $20,000.
Education-related incentives include either student loan repayment or an Army Reserve
College Fund that will combine with the Montgomery GI Bill. For example, a kicker with
the MGIBSR will pay an additional $12,000 in education benefts. (https://www.goarmy.
com/reserve/)
Te Army National Guard bonus programs are similar to the Army Reserve programs.
(www.1800goguard.com/)
Marine Corps
Te Marine Corps Reserve ofers enlistment bonuses based on obligated service and military
occupational specialty up to $20,000; plus quick-ship and seasonal bonuses. Prior-service
enlisted who afliate with drilling units can receive up to $15,000, while ofcers can receive up
to $10,000. An MGIBSR kicker is worth up to $12,600. (www.marines.com/page/Reserves.
jsp)
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 41
Maj Gen James W. Graves, USAFR, ofers up Exhibit A of how not to build a career as a Citizen Warrior
in the era of the operational reserve: himself.
I never like to call on anybody but me as a bad example, says the current assistant to the chairman of the
Joint Chiefs of Staf for Reserve matters. As Reservists, we tend to go places and do things for a long, long
time during our careers. We do not, like our Active Duty counterparts, get stirred around in broadly diferent
experiences. For example, Maj Gen Graves spent 28 uninterrupted years of operational fying, 20 of those
in the same unit on the same base, rising in rank from captain to colonel in the cockpit of a single weapons
system, the A-10. It is one of the strengths of our Reserve program, but also a weakness. It provides stability.
However, the fip side is stagnation.
Although he continued his rise to fag ofcer rank, Maj Gen Graves discovered upon arriving at the
senior staf level that he was ill-prepared relative to his Active Duty peers, who typically had done stints not
only as commanders in the feld but also as staf ofcers at the major command
level, as residents at war colleges, and as ofcers in a joint command. Tat person
is so much better prepared for challenges of senior service at a headquarters. I had
to scramble to keep up, Maj Gen Graves said.
A growing factor in that equation, Command+Staf+Eeducation+Joint=
Senior Leadership, is the Joint experience. Tis is not only a logical development
an operational reserve would need to parallel the active services in becoming
an increasingly joint-oriented warfghting forcebut a legal one, too.
Te watershed 1986 GoldwaterNichols Act that set the Department of
Defense (DoD) on the course of joint operations applied almost exclusively to
the Active Components, including changes in promotion requirements that
emphasized joint assignments, but it contained no such requirement for Reserve
Component members. Tat changed with the National Defense Authorization
Act of 2005, which required DoD to develop a strategic plan for joint ofcer
management that included Reserve Component ofcers. Tis past October, a new Joint Qualifcation System
went into efect allowing all ofcers to earn joint credit through a variety of means, including shorter joint
assignments, exercises, or training as well as through the longstanding means of Joint Professional Military
Education and traditional joint duty assignments.
Finally, I am pleased to say that Reservists can get credit based on their merit and contribution and not
be denied it based on status, said Maj Gen Graves. I cant stress how huge that is, because these people are
now awarded full membership in that special club. What remains to be worked out is how that highly prized
credit will be awarded as part of the promotion system for Reserve Component members as it is for Active
Duty, he said.
But as DoD tackles that task, the serving Citizen Warrior needs to focus on the above-mentioned logic-
based reality: your operational Reserve Component is, more and more, serving in joint operations. In the
joint world, we need to start not from the point of view of credit but from the point of view of contribution,
Maj Gen Graves said.
Credit or not, joint duty can be a boost to your career, starting with the boost to the whole of the national
defense that comes with your contribution. A strong joint force is built on strong individual services, Maj Gen
Graves said. If [Reservists] are products of their service and function and training program, they are going to
be expert in what they do and how they do it. Tey need to pull up a seat at the table and share that expertise
with their brothers and sisters in the other services.
Joint assignments provide the individual a wealth of practical experience, Maj Gen Graves said. Tey will
be gaining great experience in working cooperatively and collaboratively with joint service teams to achieve
Take a Joint Step on Your Career Path
Joint experience becomes increasingly
important in rising through the ranks.
By Eric Minton, Editor
Maj Gen James Graves
42 the Officer / FEBRUARYMARCH 2008 WWW.ROA.ORG
A Joint Primer
Like a foreign land that mystifes those who
have not resided there, the world of joint service has
produced its own stock of myths and legends, said
Maj Gen James W. Graves, USAFR, assistant to the
chairman of the Joint Chiefs of Staf for Reserve
matters. People try to make it more complex than it is.
In an attempt to demystify joint service, Maj Gen
Graves ofers a fve-step primer. If people remem-
ber these they will be able to thrive in the joint com-
munity and thrive that much more in their service
community.
1. Be able to conceptualize and articulate at the
strategic level, not get down to the specifcs and
weeds of tactical fghting. Maj Gen Graves as an
A-10 pilot may know how to deliver ordnance on
a target, and the Marine sitting next to him may
know how to fx a bayonet to his rife, but at the
joint table they are forming a big picture based
on the shared strategic objective of people fxing
bayonets and fying airplanes.
2. Be able to communicate across institutional,
organizational, and cultural barriers. We tend to
gravitate to our own service-speak and acronyms
that we use. Fighter pilots talk with hands. Army
folks have their own jargon. We need to set that
aside and communicate in plain, everyday language.
3. Be able to collaborate among collaterals who may
not necessarily have a command relationship with
you. In units, we are used to dealing with vertical
organizations with a formalized chain of command.
Within the joint world, we are most ofen operating
not vertically but horizontally. Trow in interagency
and interallied or coalition [relationships], and its
based not on authority between individuals but
cooperation among individuals.
4. Be able to be diferent without necessarily having
diferences. You are picked for the joint team
because of your service, function, and individual
expertise, but leave to others the perpetuation of the
usual service and component rivalries. Your value
to the joint team comes from your ability to work
together with other experts for the greater good.
5. Be able to understand what is a lesser-included
subset of your individual experience and expertise,
and what is not. In other words, have the wisdom
to know what you truly dont know. I know that
commanding an infantry company is distinctly
diferent than commanding an air force fight. So,
seek the advice and perspective of others.EM
the desired efects for our nations leaders in a way they will only see in
joint service. Tey wont have that view in service-specifc assignments.
Te work is rewarding in its own right, too, he said. Without
exception, they will be doing interesting and compelling work, and, in
the Joint Staf in particular, at the highest levels. It is amazing work.
Finally, joint service, even now, can be a tiebreaker in promotions
in the same way that education can be a tiebreaker, Maj Gen Graves
said. As we go forward and even more emphasis is placed on joint duty,
those among us who have taken the time in their careers to serve in the
joint world will stand out among their peers. It is not a matter of law
that they have that credit or be promoted at a certain rate, but I think
its a practical matter. It is also not a matter of law that anybody have
war college, either, but its clear from statistics coming from promotion
boards how important a factor that is in the development of our force.
And opportunities abound. Tere are full-time and part-time joint
billets at many levels for Reserve and Guard. Tere are joint training
opportunities and on-line joint professional military education.
Limitations on active duty manning at headquarters have opened doors
for Reservists, and even within the states the National Guard has created
joint headquarters that will provide many opportunities for many Guard
members, Maj Gen Graves said.
I would encourage everyone to seek an opportunity in his or her
career to serve at the joint level, he said. I think its a growth area. Its
certainly a great opportunity to serve the noble enterprise of defending
this nation in uniform.
On the Web: Reserve Component offcers can nominate themselves to
receive joint credit at https://www.dmdc.osd.mil/jqs. For DoD Instruction
1300.19 on the Joint Offcer Management Program, go to www.dtic.mil/
whs/directives/corres/ins1.html. For Joint Offcer Management Program
procedures, visit www.dtic.mil/cjcs_directives/cjcs/instructions.htm. You
can fnd more information at www.jcs.mil/ngrm/articles/.
Air Force Col Steven Jones of U.S. Joint Forces Command (far right) informs
Gen. Victor Renuart Jr., Commander of U.S. Northern Command (front left), about
Aerospace Operations during a 2007 Ardent Sentry exercise.
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WWW.ROA.ORG the Officer / FEBRUARYMARCH 2008 43
Over my years of service to our country
Ive discovered that Career Development isnt
something that just happens. For most of us, it is
our occupation.
As military ofcers and civilian professionals
alike, we look for opportunities to take charge
and shape our futures and the futures of those
with whom we serve. So, when The Officer
asked me to talk about career development from
the perspective of a mid-grade ofcer and mid-
level civilian manager, I realized that this was an
opportunity to serve my fellow ROA members.
Most importantly, I hope that my lessons learned
and experiences shared will be tools to help you
develop and further your own careers.
Stay on Moral High Ground
When you wake up in the morning and look
in the mirror, whom do you see? Do you question
your values? Temptations are out there and they
are waiting for us, but as leaders we cannot fall prey
to the shortcuts. Remain diligent in your goals and
aspirations and trust in your heart that the negative
consequences will far outweigh
the positive gains if temptation
gains control.
Do what is right all the
time, even when no one else
is looking. And if someone is
looking, guess who it is? Its
your subordinates, your co-
workers, the new recruit.
Mid-level management
is tough. We want to make
the boss happy and ensure
that our teams are produc-
tive. But are we willing to
make a decision at the expense of tarnished val-
ues? Regardless of your pursuit of career advance-
ment, it is your decision to act morally and ethi-
cally that will carry you on to great achievement.
Cooperation
Cooperation with others is an essential
tool for building relationships and rapport. Of
prime importance, it is also essential for keeping
relationships and rapport.
Work together with others, not in competition
with them. As a project manager in my civilian job,
We Cannot Fall Prey to the Shortcuts
A field grade officer describes her path to dual-career
success as a Warrior Citizen, and how
deployments dont have to be a detour.
By MAJ Erica L. Herzog, USAR
If you are a C
itizen W
arrior w
ith a
story you w
ould like to share w
ith your
com
rades in arm
s about balancing tw
o
careers
from
philosophies that have
guided you to success to practical tips
at your w
ork station
w
ed like to hear
from
you. Send your 500 w
ord essay
titled Tw
o C
areers and a 2.5 m
ega-
pixel/300 dpi photo to editor@
roa.org.
Ive worked diligently
to build a team that
values teamwork as its
trademark. Information
is shared freely among
team members, creating
an environment that
keeps the goals of
the company in the
forefront of our minds.
As a military ofcer,
I always try to remember
to focus on creating a leadership style intended not
on making enemies, but instead allies. For when
the time comes and the mission is in jeopardy or
the companys future is on the line, youll be glad
you made the friend.
Balancing Dual Careers
Te word on the street is that deployments
interrupt careers. As a Warrior Citizen who serves
more than one boss and will soon be deployed for
a second combat tour, I would be lying if I didnt
agree, but I want to explain.
For me, deployments are an opportunity
to enrich our lives with challenges; and to me, a
deployment is a challenge! Te challenges we face
and how we overcome them are indicative of the
people we become and the careers we choose to
lead. With each deployment, I cognitively remain
open to new ideas and possibilities, and embrace
the changes and failures as occasions to use my skills
and talents to improve the situation. Finally, I take
a break, learn to enjoy the positive aspects of my
environment, and enjoy the humorous moments of
each day.
As each of you now begins to think about how
to better manage and develop your careers, I will
leave you with this thought: take control, lead by a
positive example, and dont let anyone or anything
stand in your way of achievement to be a better
person or leader.
MAJ Herzog is a psychological operations ofcer
with the 11th PsyOp Bn (Reserve) in Upper Marl-
boro, Md. She has just begun a one-year deploy-
ment to Baghdad, Iraq. She is also a senior project
manager with Tower Sofware, an electronic content
management company in Reston, Va.
44 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
The ReseRve OfficeRs AssOciATiOn is a
70,000-member, professional association of
offcers, former offcers, and spouses of all
the uniformed services of the United states,
primarily the Reserve and national Guard. it
is a congressionally chartered Association that
advises the congress and the President on issues
of national security on behalf of all members of
the Reserve component.
Replacement of lost civilian-income for Reservists on
extended or frequent mobilization beyond 18 months
or deploying more than 24 out of 60 months
equality with Active Duty for bonuses and special
pays
Unlimited commissary use by Reserve and Guard
members
Reservists participation in the Thrift savings Plan and
the federal long-term health-care program
increased from 75 to 90 the maximum number of iDT
points per year that Reservists may accrue as credit
towards retirement beneft
improvements in healthcare for Reserve and Guard
180 day Transitional Assistant Management Program (TAMP)
extension of TRicARe to all serving Reservists with 28% cost share
earlier eligibility for TRicARe benefts for members of reserve components called to active duty
improvements in the MGiB- selected Reserve
increase in rates for service members that have been deployed
extension in amount of time that Reservists are eligibility to use the MGiB-sR from 10 to 14 years from
date of frst eligibility
Working towards creating a G.i. Bill for the 21st century
eligibility of children of Reserve component Members for Presidential Appointments to service
Academies on the same Basis as Active-duty or Active-duty Retired Personnel
Two major organizational events each year: the Mid-Winter conference featuring its annual Legislative
forum in Washington, D.c., and the national convention held in different cities across the United
states
Monthly national ROA magazine The Offcer and a comprehensive website, www.roa.org, designed to
connect and inform members
RESERVE OFFICERS ASSOCIATION OF THE UNITED STATES
ARMY MARINE CORPS NAVY AIR FORCE COAST GUARD NOAA USPHS
Serving Citizen Warriors Since 1922
www.roa.org
1-800-809-9448
The Reserve Offcers Association of
the United States has been the Citizen
Warriors advocate on Capitol Hill for more
than 80 years. With a membership of 70,000
serving and retired offcers and spouses,
the congressionally chartered ROA advises
and educates Congress, the Administration,
and the Public on issues of national security.
Through its advocacy efforts, ROA has
helped win for ALL Reserve Component
servicemembers
Drill, bonus, and retirement pay as well as
greater access to health care, education
benefts and on-base facilities;
Improved training of Reserve Component units and individual professional
development;
A greater quantity and better quality of equipment with which to train and fght;
Recognition of and status as a frst-string, effective force in our nations defense.
ROA continues advocating for full funding of equipment for the Total Force, for
resources to support recruiting and retention, for enhanced family support, and for
employment rights for all Citizen Warriors and assistance to their employers.
Through its Defense Education Forum, ROA delivers a comprehensive range of
educational products and seminars focused on national security issues with a Reserve
Component perspective.
Join in enabling your future and shaping your nations security. Join ROA.
www.roa.org
1-800-809-9448, Ext. 731
RESERVE OFFICERS ASSOCIATION OF THE UNITED STATES
ARMY MARINE CORPS NAVY AIR FORCE COAST GUARD NOAA USPHS
Serving the Nation and Its Citizen Warriors
Through Defense Education and Advocacy Since 1922
46 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
Transitioning to a new career takes preparation.
By Dave Griswold, Consultant with Career Beginnings
One example of how to proceed is in-
formational interviewing. Tis is a great
technique if you have the time to pursue
it. You select a feld of interest. Lets say
public relations. Ten you set up an in-
terviewwithapersoninpublicrelations.
However,itisnotajobintervieworare-
ferralinterview.Itisaninterviewtogather
informationaboutthefeld.Youtellthem
about your career to date and ask ques-
tions about the feld. Your purpose is to
seeifyouwouldftinandifitwasallyou
expected it to be. Ofen, our clients fnd
that the line of work they have chosen is
not exactly what they really want. Tis
takes time, but it prevents serious prob-
lemsinthelongrun.
MaterialsProfessional ma-
terialsmustbedevelopedtosupportyour
focus. Most ofcers have resums that
tendtobechronologicalinnature.While
that may work for some, most require a
diferent format for maximum efective-
ness.Weadvocateacombinationoffunc-
tionalandchronologicalformats,buthow
thatisputtogetherdependsonthefocus.
Itvariesforeveryclientandtakestimeto
structurecorrectly.
However, materials include far more
thanaresum.Terearepromotionallet-
ters, marketing plans, executive portfoli-
os, and web pages. Most candidates use a
coverletter.Coverlettersarefneforare-
cruiterorinresponsetoanadvertisement,
but to reach decision-makers we write
one-page marketing letters that combine
theprinciplesofacoverletterwithinfor-
mation from the resum. It is efective,
providedthefrstparagraphistailoredto
therightpersonattherightposition.
Over the past 10 years, we have been
asked why our military clients have been
sosuccessful.Peoplewanttoknowhowwe
havebeenabletobeateverystatisticinthe
employment feld regarding time in a job
search campaign, jobs obtained, and salary
negotiated. While there are many reasons
foroursuccess,onemajorfactorisstarting
earlyinthejobsearch.
For the military ofcer, an early start in
a job campaign is more important than it
wouldbeforhisorherciviliancounterpart.
Hereswhy,andhow.
FocusYoumustdecidewhatyou
want to do. Tat is not easy, as most of-
cers have completed multiple assignments.
Manystartoutaslineofcersbutgraduate
into staf positions. As a staf ofcer, you
could be involved in the planning, imple-
mentation,andsupervisionoftraining,op-
erations,logistics,budgets,communication,
technology, human resources, administra-
tion,safety,andsecurity.Tenyoucouldbe
promotedbackintoacommandbilletthat
could revolve around your military occu-
pational specialty (MOS): infantry, armor,
artillery, supply, communications, mis-
siles, and transportation, just to mention
the major ones. By now, you have been ex-
posedtomaybe10diferentfeldsofwork.
Somearetransferabletotheprivatesector,
some are not (there are not many artillery
assignments in corporate America). Tere-
fore,tryingtoselectthebestoccupationis
challenging,anditmustcorrespondtoyour
skills, experience, education, income goals,
location desires, and what is available by
industry selection. It takes time to explore
theseoptions.
Next, a marketing plan gives a client a
step-by-step game plan to initiate a cam-
paign.Forsomeonewhohasnotlookedfor
a job in more than 15 years, it is essential.
An executive portfolio allows for more in-
formationthanaresum,andisvaluablein
certainindustries.Further,weaddapicture
oftheclientthatalwayssellsvalue.Military
ofcerstakegoodpictures!Oncethatport-
folio is completed, we put it on web sites,
which ofer more marketing exposure for
ourclients.
Remember, you are seeking a six-fgure
job.Tisrequiresthebestandlatestinwrit-
tenmaterialsandittakestime.
InterviewingPractice
is the key. Remember that an interview is
a sales presentation. You must sell value in
your product, which is you, and you must
answer questions designed to trip you up
anduncoverweaknessorconcerns.
Werequireallourclientstolistentopro-
fessional presentations to understand what
isrequired.Tenwehaveeachclientfthis
or her own situations and experiences into
our formats and become skilled at deliv-
ery.Anothercriticalpointistiming:when
tobringupcertainpoints,andhowlongor
shortanswersshouldbe.
Youneedtobeprepared.Youneedtore-
hearseyourpresentationsandpracticeyour
answersuntiltheyaredeliveredquicklyand
confdently.Justasyouprepareforcombat,
youmustprepareforyouassaultonthejob
market.
ResearchRegardlessofwhat
informationyouseek,itrequirestimetose-
lect the correct researching source and to
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 47
mum exposure, increases your knowledge,
points out opportunities.
In summary, if you start your campaign six
months to a year out, you will have more
success and a better career position than
someone who waits until the day they re-
tire. You will fnd yourself better prepared
with better materialsthus, more con-
fdent, resulting in more interviews and
proportionately more ofers, allowing for
better negotiations. Tis all leads to a bet-
ter job at a better location for a better sal-
ary and with better results for you and all
members of your family.
target the right companies and organiza-
tions in specifc locations. Tere are many
sources out there, each with its specialty.
We provide a variety of sources. For exam-
ple, you need to target companies by loca-
tion, industry, product/services, and size of
sales and workforce. You need to know who
the key decision-makers are and their titles.
Tat is stressed in our marketing program.
Even more important is researching the
history of the company before an interview.
Many companies today are owned by a par-
ent company. How embarrassing and harm-
ful in an interview if you did not know that
before the interview. It could spell the dif-
ference between an ofer or a rejection.
You should also research recruiters, again
by industry and location. In addition, there
are diferent types of recruiters; you must
target those who deal at your income levels.
Finally, there are job openings and business
opportunities that our clients are exposed
to in the marketplace. Tat requires a difer-
ent data base and a diferent set of research
criteria.
To set yourself apart from the competi-
tion, good research is just as important in
the marketplace as it is on the battlefeld.
NetworkingEveryone
talks about the benefts of networking,
but it requires time to build the networks
correctly. First, you must know what to
say. Tat is covered in the previous points.
Ten you need to know who you are going
to have as networking targets. In this area,
the military ofcer is at a disadvantage.
Chances are, you are not returning to your
hometown. Most ofcers locate in larger
cities and really do not have an established
network of contacts. However, if you re-
turn home and it has been 15 to 30 years
since you resided there, old friends will have
moved, retired, or died. It will be difcult
to build a network.
We employ a variety of methods to build
your networks. One involves researching
and targeting professional organizations
that are in your feld. Tat allows for maxi-
Mr. Griswold is a consultant with Career Beginnings
in its No Fear Transition Program. During his 24
years of industry work, he has consulted with more
than 3,500 individuals and delivered seminars to
more than 15,000 people. He has motivated and di-
rected people fom all walks of life to advance within
their organizations, change career felds, start busi-
nesses, return to a corporate environment, and cre-
ate new jobs. He has completed schooling in executive
coaching and also is a credentialed career master.
Career Beginnings, an ROA Affnity Part-
ner, will be at the ROA Mid-Winter Expo
to answer your career transition ques-
tions. See them in Booth #419.
48 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
No matter what your age,
focus on the big picture.
Courtesy of USAA
an immediate 50 percent to 100 percent
return. If your employer doesnt ofer a
retirement plan, consider a Roth IRA.
With a Roth IRA, the money you with-
draw in retirement will be tax-free.
Where should you invest your retire-
ment savings? While you are in your 20s,
if you can handle the volatility, a more ag-
gressive dose of equities (stocks) generally
ofers the best chance for reaching future
retirement goals. You should have plenty
of time to ride out any rough patches in
the stock market. However, its important
to determine your tolerance for market
risk before investing.
Charles, chief petty ofcer in the
U.S. Navy, and his wife Karen,
a nurse; both age 33
One child, another on the way
Charles and Karen have set aside enough
savings to buy their frst home, but they
have less than $10,000 saved for retire-
ment. Although Charles can look forward
to a military pension, it wont be enough
to replace their two incomes. Like many
couples in their 30s, theyre faced with
dual challenges: looming college costs
From rocking chair to wind surfng, sedate
grandparent to world traveler, the image of
retirement has changed over the past gen-
eration. Todays retirees can look forward
to healthier, more active, and longer lives.
According to the U.S. Department of
Health and Human Services, average life
expectancy is 30 years longer today than
it was 100 years ago, which means a longer
retirement period to plan for. But thats not
all thats changed. Todays workers can no
longer depend on their employers to pro-
vide for them in retirement. Tat burden
has shifed decisively to employees over
the past 25 years, yet many remain in the
dark about how much money theyll need
to retire. Following are snapshots of typi-
cal working Americans in their 20s, 30s,
40s, and 50s. Compare their stories to your
own to determine whether youre on track
to achieve a comfortable retirement.
Matt, age 26
Working, with wedding bells on the way
When Matt graduated from college, saving
money was the last thing on his mind. But
now that hes about to tie the knot, Matts
parents have urged him to take a careful look
at his fnancial situation. When youre in
your 20s, its hard to think seriously about
retirement, says USAA fnancial planner
Carey Rokovich. But its not too early
to establish good fnancial habits. A good
credit rating, a plan to eliminate debt, and
an emergency fund should head the list of
goals for individuals in their 20s. If you can
stay out of debt, youll have more fexibility
for making future fnancial decisions. And
by setting aside three to six months of in-
come in an emergency account, youre less
likely to end up in debt if your career hits a
rough patch.
Workers in their 20s should also begin
contributing to their workplace savings
plans, especially if an employer matches
contributions. An employee match is like
and retirement. In your 30s, its time to
get serious about fnancial planning, says
Stuart Parker, president of USAAs Finan-
cial Planning Services. Sit down with a f-
nancial professional to talk about your pri-
orities. USAA members, for example, can
call the Financial Advice Center and talk
to our fnancial professionals for free. Its
always easier to reach a destination when
you have a plan.
Mr. Parker believes that couples in their
30s should save between 10 percent and 15
percent of pre-tax income in tax-deferred
retirement plans, with anything extra going
to college savings. Retirement takes prece-
dence over college, says Mr. Parker. Tere
are all sorts of ways to fnance college costs,
but no one is going to loan you money to
retire on.
Because you have at least 30 years more
before retirement, consider making stocks
the focal point of your portfolio (again,
taking into account your ability to toler-
ate market risk). As your portfolio grows,
you may add international equities. Tese
carry higher risk than domestic stocks, but
they also help to diversify your holdings;
foreign and domestic markets dont neces-
Retirement Readiness
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 49
sarily move together.
If you own a home and have children,
make sure you prepare basic estate plan-
ning documents, such as a will and a power
of attorney, plus enough life insurance to
protect your family against the loss of ei-
ther parent.
Frances, age 40, teacher
Ex-military spouse
Two children, one in college
More than half of all American marriages
end in divorce, yet the fnancial implica-
tions are anything but routine. During
her married years, Frances lef the family
fnances to her husband. Although she re-
turned to teaching full time when her chil-
dren were teenagers, she and her husband
directed all of their retirement savings to
his Trif Savings Plan account. Half of
that account will become hers because of
the divorce settlement, but she has saved
nothing on her own.
If you fnd yourself in Frances situa-
tion, educate yourself, says Mrs. Rokovich.
Its especially important to understand the
legal, tax, and fnancial implications if you
expect to receive a portion of your spouses
retirement savings.
A fnancial plan to assess your expenses
and establish a plan for retirement savings
should be the next priority. On your own at
40, living expenses are likely to rise because
youre establishing a separate household.
At the same time, you should budget 10 to
15 percent of your pre-tax income for re-
tirement savings. At this age, it makes sense
to increase fxed income investments (such
as bonds and money market funds) in your
portfolio to broaden your portfolios diver-
sifcation.

Vincent, colonel in the U.S. Air Force, age
54, and wife Nancy, part-time
entrepreneur, age 52
Tree grown children, one grandchild
Afer 29 years of active duty, Vincent is one
year away from military retirement and
facing many uncertainties. Can he actually
aford to retire? Or should he start a new
career and continue to save? How should
he provide for Nancy, who has no retire-
ment savings or pension plan of her own?
And what adjustments should he make to
his Trif Savings Plan and personal in-
Youve probably imagined what your
retirement will be like. You may be
dreaming of trips to exotic locales, a
beautiful new home where you can
entertain family and friends, indulging
in your favorite hobbies, or starting
your own business. No matter what
your plans, your retirement lifestyle will
primarily depend on one thing: money.
Here are the fve major mistakes people
make when planning for retirement, and
how they can be avoided.
Mistake No. 1: A swing and a miss
Dont take your eye of the ball when
planning for the future. Financial
experts ofen use a three-legged stool
as a metaphor for the sources of money
Americans rely on for retirement. Te
legs represent Social Security benefts,
pension payments, and personal savings
and investments.
Economic and demographic changes
have diminished the roles of Social
Security and pensions, giving the third
leg of the stoolpersonal savings and
investmentsincreased importance. Te
quality of life you enjoy in retirement
depends on the fnancial decisions you
make today. Decide how much you
should be saving, and follow through.
Mistake No. 2: Learning curves
Its the question many parentsand
even grandparentsstruggle to answer:
Whats more important, saving for
retirement or paying for a childs college
education?
Te answer is simple: Secure your
future, and then focus on your childrens
educational goals. Remember: students
can earn scholarships, work part time, or
take out college loans, but there are no
scholarships or loans for retirement.

Mistake No. 3: Giving in to temptation
In the 1970s, the average time an
American worker stayed with an
employer was six years. In the 80s, it
dropped to three years. And in the 90s,
it dropped again to just 18 months.
When you change jobs, it may be
tempting to spend the savings youve
amassed in a 401K or another retirement
plan. Resist temptation. Roll the money
into your new employers plan or into
another retirement plan. Invest in
tomorrow; dont live only for today.

Mistake No. 4: Spending, spending,
and spending some more
We live in an era of instant gratifcation,
but accumulated debtcredit card
balances, new cars, and overextending
on your mortgageis a threat to your
fnancial security in retirement. In fact,
many Americans fnd themselves going
to work each day long afer theyd hoped
to retire, simply because their debt loads
are too high. Credit can be a useful tool
when properly used, but dont let it
spiral out of control.
Mistake No. 5: Going it alone
Remember the old adage: People dont
plan to fail, they fail to plan. Enlist the
help of a fnancial planner, an expert
who knows the ins and outs of saving for
retirement. How much money will you
really need? Whats the best way to get
there? An experienced, certifed planner
can tell you where you are fnancially,
devise a strategy for reaching your goals,
help put the plan into action, and guide
you each step of the way.
Mr. Montanaro combines his expertise as a certifed
fnancial planner with USAA Financial Planning
Services and his 19 years of military service to help
families with their fnances. USAA, a diversifed
fnancial services company, is the leading provider
of competitively priced fnancial planning,
insurance, investments, and banking products to
members of the U.S. military and their families.
Take Charge of Your Retirement
Todays decisions determine tomorrows lifestyle.
By J.J. Montanaro, USAA Financial Planner
On the Web: To learn more about USAA, visit www.usaa.com.
50 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
vestment portfolio as he prepares for the
transition from accumulation to income?
Before Vincent can answer these ques-
tions, he and Nancy must calculate exactly
how much money theyll need to live com-
fortably in retirement. Ten they need to
determine whether they have enough be-
tween Vincents pension and their savings
to generate the income they need. As you
do your own calculations, if you fall short,
you can continue to work and save, become
more aggressive with asset allocation, or re-
duce your income goal. Luckily, Vincent
and Nancy still have time to close the gap.
Vincent can fnd a new job and contribute
the maximum to his new employers retire-
ment savings plan; Nancy can open a Sim-
plifed Employee Pension (SEP) IRA and
contribute 20 percent of the earnings from
her part-time crafs business.
On track at any age
Regardless of age or life stage, there are
strategies that can raise the odds that youll
reach your retirement goal.
First, learn to live slightly below your
means.
Second, take advantage of tax-deferred
savings opportunities. If you max out on
the limits for your workplace plan, con-
tribute to an IRA. Ten, consider directing
additional savings to a tax-deferred annu-
ity, which has no annual savings limits or
contribution deadlines.
Tird, review your asset allocation annu-
ally. If you stray by fve percentage points
or more from your target allocations, bring
them back into balance.
Finally, resist the urge to borrow against
your retirement savings. Some day, an older
you will say, thanks!
USAA Financial Planning Services is a service mark
of USAA that refers to the fnancial planning servic-
es and fnancial advice provided by USAA Finan-
cial Planning Services Insurance Agency (known as
USAA Financial Insurance Agency in California), a
registered investment adviser and insurance agency
and its wholly owned subsidiary, USAA Financial
Advisors, a registered broker dealer. Te Financial
Advice Center is a service of USAA Financial Plan-
ning Services Insurance Agency (known as USAA
Financial Insurance Agency in California) and
USAA Financial Advisors. USAA means United
Services Automobile Association and its afliates.
While retirement is a major life event, its important to address several critical
fnancial needs before investing for your golden years:
1. Develop a basic fnancial plan to reach your objectives.
2. Protect your income and assets:
Get disability insurance, whether or not youre married.
Assess your life insurance needs and consider estate planning
documents. You should have both if youre married, have children,
or plan to have a family.
Properly insure your home, auto, and other assets.
3. Establish an emergency fund equal to three to six months of income.
Now you can turn your attention to retirement. Following are general guidelines
to help ensure its fnancially successful.
Plan Your Progress
Pay off credit card debt.

20s 30s 40s 50s


Track progress toward retirement goal.

Create plan for retirement income.

Consider long-term-care insurance.

Contribute to workplace savings


up to employers match.

Raise retirement savings to 10 to 15


percent of pre-tax income.

Put basic estate planning


documents in place.

Retirement nest egg should be 10 to 15


times retirement income goal.

Retirement nest egg should be 20 to 25


times retirement income goal.

WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 51


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Tis report is a publication of
the Defense Education Forum of
the Reserve Ofcers Association
and is intended to advance
discussion and scholarship of
national security issues. Te
views expressed in this report are
solely those of the author and
not necessarily those of ROA.
Strategic Civil Affairs for The Long War
By LTC Kenneth H. Moore Jr., USA
T
he 2006 Quadrennial Defense
Review (QDR) states that the
United States is a nation en-
gaged in what will be a long war. Dur-
ing this long war, the condition of the
civilian populace and civil infrastruc-
ture are centers of gravity in the fght
to marginalize insurgencies, defeat ter-
rorism, and provide support to stability
operations. Te U.S. militarys Civil Af-
fairs (CA) servicemembers, organiza-
tions, and activities are major contribu-
tors to this indirect approach strategy
for the long war. Te current CA force
lacks critical organization, training and
education, and civil information man-
agement capabilities necessary to meet
the strategic requirements for stability,
security, transition, and reconstruction
operations (SSTRO), counterinsur-
gency (COIN), and the Global War on
Terrorism (GWOT).
Modern CA training, activities,
and organization derive their historical
foundations from World War II when
formal civil reconstruction and govern-
ment functional experts supported the
civil administration of European and
Japanese liberated areas. Afer World
War II, CA matured into an essential
Army capability for the planning and
execution of stability, democracy, infra-
structure, and post-hostility operations.
1
Te Nunn-Cohen Act of 1987, at-
tached as a rider to the 1987 Defense
Authorization Act, formed the U.S.
Special Operations Command (US-
SOCOM) as the unifed combatant
command for special operations under
authority contained in Section 167,
Title 10 U.S. Code. Tis section further
identifes CA as a special operations
activity and assigns the commander of
USSOCOM various responsibilities,
including developing strategy, doctrine,
tactics, programs, budgets, training,
and requirements, and ensuring in-
teroperability of equipment and forc-
es.
2
Title 10 provides the legal basis for
contemporary Civil Afairs Operations
(CAO) and aptly exhibits the impor-
tance of CA in military planning and
operations. Te heavy use of CA forces
during contingency operations such as
Bosnia and Kosovo validate CA as a
valuable capability that military leaders
and planners rely upon for the civil di-
mensions of military operations.
3
Te last few years have been the
most tumultuous years for the CA
community, based on the transfer of
the Army Reserve CA force. Te chaos
in the CA community began with a
secretary of defense snowfake (a memo
that foats down to Department of De-
fense [DoD] bureaucracy) on Jan. 12,
2004. Addressed to GEN Dick Mey-
ers, Secretary Donald Rumsfeld stated:
Lets talk about whether or not all the
Civil Afairs ought to be in [special op-
erations forces]. I am inclined to think
not. Despite Title 10 implications, the
transfer occurred afer senior leaders
determined that the Army Reserve CA
force needed to be more closely aligned
and integrated with conventional forc-
es, supporting the defense secretarys
new emphasis on stability and support
operations.
4

On Oct. 25, 2006, the Headquar-
ters Department of the Army General
Order Number 12 directed reassign-
ment of the U.S. Army Civil Afairs
and Psychological Operations Com-
mand (USACAPOC) from the U.S.
Army Special Operations Command
(USASOC) to the U.S. Army Re-
serve Command, followed by a signed
memorandum from the deputy secre-
tary of defense directing the joint level
reassignment of Army Reserve CA and
Psyop forces from USSOCOM to U.S.
Joint Forces Command. Most signif-
cantly, the deputy secretarys reassign-
ment memorandum redesignated the
Army Reserve CA forces as conven-
tional forces.
5
Additionally, the Army
ofcially recognized the professional
importance of CA by releasing HQDA
General Order Number 29 (CA) and
established CA as a basic branch for the
Active Component ofcers.
6
Most CA leaders preferred retaining
CA under USSOCOM, based on em-
52 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
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ployment experiences and personal per-
spectives. Degradation of CA efective-
ness occurred during recent operations
when CA units were placed under the
operational control of maneuver com-
manders who lacked proper training
on the employment of CA or had no
desire to incorporate CA into combat
planning.
7
Based on the number and
frequency of follow-up defense secre-
tary queries, there was an obvious void
in strategic CA advice that resulted in
a failure to guide the extended discus-
sions and recommendations in difer-
ent and more logical directions.
Te Army Reserve CA transfer di-
verged from the opinions of most CA
professionals and the conclusions of a
Defense Science Board Report on insti-
tutionalizing stability operations. Te re-
port stated: Keeping Civil Afairs with-
in SOCOM provides a home, a funding
channel for equipment and training, and
visibility; but places Civil Afairs in an
organization centered on special opera-
tions. Since Civil Afairs is, in fact, Army
it might seem natural to be in the Army,
but given the pressures on the Army
there might be an inevitable drif toward
duties other than Civil Afairs. Place-
ment at a diferent [Combatant Com-
mand] might make strategic sense, but
SOCOM is special in its funding stream
and ownership of forces.
8
Unquestionably, the Army Reserve
CA force transfer from USSOCOM to
the Army Reserve Command thwarts
DoDs ability to leverage a single syn-
chronized strategic CA capability.
Further compounding the situation are
the force structure enhancements being
implemented by the Marine Corps
for the Marine Reserve Civil Afairs
Groups and the activation of the Navys
Maritime Civil Afairs Group. Both
initiatives perpetuate the CA force
fragmentation crisis.
Four recently published docu-
ments underscore the capability gaps
in strategic CA organization, training
and education, and civil information
management.
1. National Security Presidential
Directive (NSPD) 44, Management of
Interagency Eforts Concerning Recon-
struction and Stabilization, promotes
national security through improved
coordination, planning, and implemen-
tation for reconstruction and stabi-
lization operations for foreign states
in transition and at risk for confict.
It details policy objectives that corre-
spond into many CA domains, where
elements of U.S. national power operate
with other countries and organizations
to anticipate state failures, respond
quickly and efectively, and promote
peace, security, development, democrat-
ic practices, market economies, and the
rule of law.
9
Second, military support to
SSTRO are activities that support U.S.
government plans for stability opera-
tions, advance U.S. national interests,
and lead to a sustainable peace.
2. Department of Defense Direc-
tive (DODD) 3000.5 directs the mili-
tary departments and the USSOCOM
commander to ensure that CA train-
ing programs develop the quantity and
quality of CA personnel needed to ex-
ecute SSTRO.
3. Te Department of Defense In-
struction (DODI) 3000.16,
10
currently
in fnal draf form, supports the Army
Reserve CA Force transfer orders and
the SSTRO directive by instructing the
USSOCOM commander to plan, sup-
port, and conduct full-spectrum CAO
in order to support the GWOT. It in-
structs USSOCOM to provide joint
proponecy for all CA forces in DoD,
including performing research, devel-
opment, testing, and evaluation for
CA-unique equipment requirements.
Also, DODI 3000.16 instructs the sec-
retaries of the military departments to
develop service-specifc proponecy as it
relates to CA forces and to coordinate
with USSOCOM for joint CA pro-
ponecy integration.
4. Te newest Army Field Manual
3-24, COIN, defnes an insurgency as
an organized political-military struggle
designed to weaken a legitimate and
established government. COIN is de-
fned as military, paramilitary, political,
economic, psychological, and civic ac-
tions taken by a government to defeat
an insurgency.
11
Te Armys COIN
feld manual recognizes the critical
contribution of CA through the execu-
tion of essential services assessments,
including those concentrating on water,
electricity, schools, fuel, and fnances.
12

Tis new Army doctrine institutes the
core principles of reconstruction, eco-
nomic development, and community
relations. It designates CA as a vital and
integrated team member during COIN
operations. In support of COIN, CA
assists the maneuver commander by
lessening the impact of military opera-
tions and shaping the conditions under
which the civilian populace lives for the
purpose of defeating insurgents.
13
CA
forces aid in enabling foreign govern-
ments to exercise sovereignty over their
own territories and to prevent those
territories from being used as a base of
operations or safe haven for extremists,
terrorists, organized crime groups, or
others who pose a threat to U.S. foreign
policy, security, or economic interests.
14

In order to defeat insurgents, CAO, as
opposed to direct-action operations,
are the key to winning the war because
CA attacks the underlying causes of an
insurgency.
15
Contemporary developments in-
volving CA have contributed to the
fragmentation of the force. Te clear
lack of CA synergy demonstrates the
increasing risk of civil shortfalls for cur-
rent and future operations. Te recent
DoD and Army policy and doctrine
initiatives provide the basis and justif-
cation to begin correcting the strategic
CA defciencies, thus ensuring capable
strategic CA for global civil planning,
coordination, and execution.
Strategic CA Capabilities and
Organizational Design
Te difcult challenge in developing
a strategic CA organization is ensuring
that it includes the capacity to supply a
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 53
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persistent regional and global presence
to shape the strategic civil environment
through military operations, interagen-
cy coordination, and nongovernmental
organization (NGO) cooperation. Te
design must target capacities that con-
centrate on civil military integration
through joint, interagency, NGO, and
international organization coordina-
tion and cooperation while conducting
COIN or SSTRO missions. Finally,
the organization also must be capable
of supporting the planning, coordina-
tion, execution, and synchronization of
global CAO and civil military engage-
ment in support of national objectives
and the theater combatant command-
ers security cooperation initiatives.
A model strategic CA organiza-
tional design would emphasize joint
operations, plans, programs, require-
ments and resourcing, and national
capital region (NCR) coordination.
Te operations division performs glob-
al, regional, and functional specialty
planning and execution. A key prior-
ity for the strategic CA organizations
operations division is to develop and
formalize a relationship with other
national level entities, including the
Department of State Center for Com-
plex Operations, which integrates ex-
isting interagency training, education,
research, experimentation, and lessons
learned for stability operations.
16
Te
plans, programs, requirements, and
resourcing division performs assess-
ments as it relates to strategic planning,
future programming of resources, and
the execution of current-year funding.
Next, the NCR ofce interacts in the
DoD and interagency environment and
participates in wide-ranging national-
level policy forums. One promising so-
lution, recommended by several senior
CA leaders, is that the USACAPOC
be transformed into a strategic CA or-
ganization. Augmented with joint and
interagency capabilities, USACAPOC
could perform as a Joint Forces Com-
mand subordinate command, main-
taining an innovative organizational
structure for stabilization and recon-
struction missions.
17
Training and Education
For Strategic Civil Affairs
For strategic CA to operate ef-
ciently and efectively, directly linking
the training and professional education
of the force with organizational and
operational requirements is required to
meet the demands of todays complex
strategic environment. Successful char-
acteristics of a modern strategic CA
training and education model include
formal assessment and selection, strate-
gic training, and functional education.
Analysis of the current CA train-
ing and professional education system
highlights signifcant gaps in the life-
cycle model, including strategic CA
training and professional functional
specialty education. Based on the stra-
tegic CA organizations requirements
and global demands, the CA force es-
sentially requires a new, universally ac-
cepted CA professional education life-
cycle model. CA professional training
and education should begin at the tac-
tical level, gradually progressing to the
operational level, and culminating at
the strategic level. Along the operation-
al continuum, this model depicts a CA
ofcer advancing in grade with higher
level and more responsible assignments
and developing through various train-
ing and education junctures, ultimately
achieving a strategically focused, senior
CA professional.
Responsibilities for joint CA propo-
nency, as codifed and assigned in Title
10, reside with USSOCOM: joint CA
doctrine, combat development, and
organization. Terefore, one of USSO-
COMs core tasks is to perform as the
primary advocate for the transformation
and modernization of all CA training
and education that supplies joint CA
professionals to participate in the con-
duct of complex operations.
18
Efective
infuential educational backing produc-
es CA personnel who would be the best
force available for interacting with the
local populace, NGOs, and the inter-
agency while maintaining strategic and
functional specialty skills to support the
long war using the indirect approach.
Civil Information Management
Strategic CA must possess a primary
tool to support commanders in order to
operate efectively in various strategic
environments. Currently, no universally
accepted Civil Information Management
(CIM) tool exists for the CA force. CIM
is a developing concept that is gaining
momentum in the CA community.
In the Army Field Manual, CIM is
defned as . . .the process whereby civil
information is collected, entered into
a central database, and internally fused
with the supported element, higher
headquarters, other U.S. government
and Department of Defense agencies,
intergovernmental organizations, and
nongovernmental organizations to en-
sure the timely availability of informa-
tion for analysis and the widest possible
dissemination of the raw and analyzed
civil information to military and non-
military partners throughout the area
of operations.
19
Te fundamental ob-
jective for developing a practical CIM
tool is to aid the CA professional in de-
termining civil vulnerabilities, identify-
ing civil centers of gravity, and provid-
ing a basis for civil reconnaissance in
support of maneuver commanders.
A critical step needed for operational
CIM is a DoD review of unique civil
information requirements that results
in a policy that enables the sharing and
management of civil information for
SSTRO, COIN, and the GWOT.
20
By
establishing new policies and proce-
dures, directing the sharing and manage-
ment of civil information and applying
sofware and web-based materiel solu-
tions, DoD gains the ability to manage
the content of military and interagency
civil information and properly control
classifed data. Further, establishing
efective CIM policies that permit all
users access to civil assessments and re-
ports posted by external users purposely
54 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
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Contributions to the Defense Education Trust Fund are tax deductible under the provisions of Sections 501(c)(3) of the Internal Revenue Code. Defense
Education Chairman: COL Richard S Eckstein, USAR. Vice Chairman: Maj Barbara D Manouse, USAFR. Committee: Col Anne F Hamilton, USAFR;
CAPT Charles A. Jindrich, II, USNR (Ret.); MajGen Larry S. Taylor, USMCR (Ret.); COL William G Willis, AUS (Ret.); CAPT Henry E. Plimack,
USCGR (Ret.), ex-offcio PAO; Lt Col Judy M Ford, USAFR, ROAL representative; CDR Rafael A. Ortiz, USCGR, ExCom liaison; LTC Terrence J.
Benshoof, USAR RET, National Council liaison; LTC Robert Feidler, USAR, staff liaison; LtGen Dennis M. McCarthy, USMC (Ret.), publisher; Eric
Minton, editor, ROA National Security Report.
DEF Emeritus Board
Co-Chairs: CAPT Ned Kulp, USCGR (Ret.), and BG Louis Myers, ARNG (Ret.). Committee members: *LTC Nate Allen, AUS (Ret.); CDR John
Conant, USNR (Ret.); COL David Davenport, USAR; Maj Joylyn Grant, USAFR; Col Paul Groskreutz, USAFR; Lt Col Judy Larson, USAFR; Col John
Loughran, USAF (Ret.); *BG John McAllister, USAR (Ret.); CAPT Robert L. Pendleton, USCGR (Ret.); CAPT Henry Plimack, USCGR (Ret.); CAPT
Joe Wielert, USCGR (Ret.); CAPT David. L. Woods, USNR (Ret.); RADM Steve Yusem, USNR (Ret.).
* Deceased
creates a collaborative civil information
environment. Solving the difcult chal-
lenge of content management demands
a combination of senior leader approval
and validation, huge investments in
technology advancements, enabling
other civil partners and policies to fa-
cilitate and permit multilevel security
content management.
A collaborative civil information
portal would permit organizations with
interests in civil information to access
and share relevant civil data. Man-
agement of content within the por-
tal would be accomplished through a
multilevel security package that allows
diferent users with diferent security
level permissions to have access to ele-
ments at their authorized permission
level. Te ultimate success of any CIM
system hinges on a single materiel hard-
ware and sofware solution located on a
collaborative website location.
CIM, when fully operational, de-
velops actionable civil information in
order to efciently engage civil vulner-
abilities precisely.
21
Finally, CIM acts
as the single repository of accurate civil
information obtained through mobile
collection and is readily accessible to dif-
ferent sharing users in order to support
the dynamic and wide-ranging military,
interagency, host nation, corporate, and
NGO civil-mission requirements.
Conclusion
To permanently close the strategic
CA capability gaps, DoD leadership
should validate and adequately resource
all three recommendations, gener-
ating a properly organized, trained,
and equipped world-class strategic
CA force. Historically, CA has been
the most expedient and cost-efective
means the military possesses to execute
U.S. political-military strategy and
achieve peace on the ground; unques-
tionably, CA is the low-tech solution
to the low-tech problem.
22
When these
worthwhile solutions are fully imple-
mented, strategic CA can accomplish
vital functions in achieving national se-
curity objectives and winning the long
war through an indirect approach.
LTC Moore, an ROA Life Member,
is a civil afairs assessment ofcer with
USSOCOM. Tis paper is an extract of a
research paper written for the U.S. Army
War College, Carlisle Barracks, Pa.
1
Bruce B. Bingham, Daniel L. Rubini, and
Michael J. Cleary, U.S. Army Civil Afairs: Te
Armys Ounce of Prevention, Institute of Land
Warfare, Association of the United States Army,
Land Warfare papers, 41 (March 2003), 4.
2
Section 167, Title X USC, paragraphs (e)
(2) and (j) (5). Tis section of the U.S. Code
established a unifed combatant command for
special operations forces.
3
H. Allen Holmes, Civil Afairs: Refections of
the Future, Defense Issues, 12 ( July 1997), 32.
4
Joshua Kucera, Civil Afairs, Psyops Shif
Away from SOCOM, Janes Defence Weekly, Mar.
22, 2006, available from http://ebird.afs.mil/
ebfles/e20060322424320.html.
5
Deputy Secretary of Defense England,
Reassignment and Designations of Army Reserve
Civil Afairs and Psychological Operations Forces,
memorandum for Secretary of the Army and
Chairman of the Joint Chiefs of Staf, Washington,
D.C., Nov. 14, 2006.
6
Department of the Army, Establishment
of the United States Army Civil Afairs Branch,
General Orders No.29, Washington, D.C., Dec.
15, 2006.
7
Tomas E. Ricks, Army Contests Rumsfeld
Bid on Occupation, Washington Post, Jan. 16,
2005, A06.
8
Ofce of the Undersecretary of Defense
for Acquisition, Technology, and Logistics,
Institutionalizing Stability Operations within
DoD, Report of the Defense Science Board Task
Force, September 2005.
9
George W. Bush, National Security
Presidential Directive, 44. Te White House,
Washington, D.C., Dec. 7, 2005.
10
DoD Instruction Number 2000.13, USD
(P), draf for editor, a current rewrite of DODD
2000.13 Civil Afairs.
11
Department of the Army, Counterinsurgency,
Field Manual 3-24 (Washington, D.C.: U.S.
Department of the Army, Dec. 15, 2006), 1-1.
12
Ibid., 8-11-12.
13
Douglas A. Ollivant and Eric D. Chewning,
Producing Victory: Rethinking Conventional
Forces in COIN Operations, Military Review,
JulyAugust 2006.
14
Bush, op. cit.
15
Sean D. Naylor, More Tan Door
Kickers, Armed Forces Journal, Mar. 10, 2006,
available at http://www.armedforcesjournal.
com/2006/03/1813956.
16
Sebastian Sprenger, DoD, State Dept. Eye
Joint Hub for Stability Operations, Irregular War,
Inside the Pentagon, Nov. 16, 2006, available from
http://ebird.afs.mil/ebfles/e20061116468094.html.
17
BG Steven J. Hashem, USSOCOM, director,
Special Operations Knowledge and Futures,
MacDill AFB, Fla., in interview by author Jan. 28,
2007.
18
Bob Chadwick, Civil Afairs Campaign
Planning for Complex Contingency Operations:
Getting it Right, Strategic Research Project (Carlisle
Barracks: U.S. Army War College, 1999).
19
Department of the Army, Civil Afairs
Operations, Field Manual, 3-05.40, (Washington,
D.C.: U.S. Department of the Army, September
2006).
20
BG (Ret.) Dennis Wilkie, David Mitchell,
and COL (Ret.) Dennis Barlow, Civil Afairs Issue
Papers, slides from DoD Civil Afairs Forum, Civil
Afairs Association, Feb. 23, 2007.
21
MAJ Brian Howell, Civil Information
Management, slides with commentary, Civil Afairs
Symposium, Fort Bragg, N.C., Mar. 15, 2007.
22
Christopher J. Holcheck, Te Scroll and the
Sword: Synergizing Civil-Military Power, Strategy
Research Project, (Carlisle Barracks: U.S. Army
War College, 2006).
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 55
BOOK REVIEWS
Mounting Long Odds
Not a Good Day to Die: The Untold Story of Opera-
tion Anaconda by Sean Naylor (Berkley Caliber)
H
istory will record that in the
opening years of the Global
War on Terrorism the United
States handily beat back the Taliban and
put al-Qaida on the run in Afghanistan.
No history of this time would be com-
plete without a study of one of the larg-
est battles of this period, Operation An-
aconda. In Not a Good Day to Die, Sean
Naylor has written a well-documented,
thorough study of Anaconda that
no commander should overlook.
Operation Anaconda was
planned in 2002 in response
to intelligence that a large
force of al-Qaida and Tal-
iban was concentrated
in the Shahikot Valley.
Using lessons from the
Battle of Tora Bora, the
Army decided to use conven-
tional forces to block what was thought
would be the eventual attempted escape
of enemy fghters back to Pakistan.
Te intelligence, what little there
was, suggested that al-Qaida was living
among the population in the villages
within the valley and that they would
either surrender or fee without putting
up much of a fght. It was decided to use
Afghan forces led by U.S. Special Forces
to enter the villages in the valley and
push the enemy into the regular U.S.
Army forces composed of mostly the
101st Airborne. Te entire operation
was commanded by the 10th Mountain
under LTG Franklin L. Hagenbeck.
Unfortunately, this plan was based
on faulty assumptions. Few civilians ac-
tually lived in the valley, and the enemy
was dug into the sides of the mountains
with heavy weapons. Retreat and sur-
render was not what they had in mind.
In addition, there was lack of coor-
dination in the planning and rehearsals
among the services and units involved.
Because there was a cap on troop
strengths in the theater, and it was as-
sumed that the fght would be done
mostly by Special Forces, no artillery
assets were available. Instead the op-
eration relied on the Air Force and on
Army Apache helicopters for fre sup-
port, and the aviators did a heroic job
once the immensity of the task before
them became clear.
Was Operation Ana-
conda a success or failure?
In the end, the U.S. and
Afghan forces were able to
overcome the obstacles and
win the day. Several hundred
enemy were killed. Tere is a
dispute about how many were
able to escape the valley and if any
of them were high-value targets.
Some claim that hundreds were able
to escape, and this appears to be Mr.
Naylors position, and that among them
were senior leaders including Ayman al-
Zawahiri and the Uzbeck leader Tohir
Yuldeshev. Operation Anaconda did
disrupt an al-Qaida ofensive that was
planned for that spring.
Mr. Naylor admires what the Soldiers
accomplished, though he expresses criti-
cism of some Central Command senior
commanders. Beyond the lessons, the
book is a well-written story. Mr. Naylor
provides vignettes to give the reader
a history of the units and individuals,
which should make Americans proud of
their Soldiers fghting in Afghanistan.
2LT Benge is the ROA assistant direc-
tor of strategic defense education.
Reviewedby2LTSethBenge,ARNG
ROA Authors
Military Organizations for Home-
land Defense and Smaller-Scale
Contingencies: A Comparative
Approach byKevinD.Stringer
(PraegerSecurityInternational)
MAJ Stringer, USAR,
proposes how the U.S.
military can best be
restructured to conduct
military operations other
than war. Its a reform
he believes is needed to
meet the demands of
homeland defense and
smaller-scale contin-
gencies, including nation-building
and stability operations. He uses
best-practice examples from Britain,
Denmark, Germany, Israel, Norway,
Rhodesia, Russia, and Switzerland in
this scholarly read.
Nisei Linguists: Japanese Ameri-
cans in the Military Intelligence
Service during World War II by
JamesC.McNaughton(U.S.
ArmyCenterofMilitaryHistory)
Even before the attack on
Pearl Harbor, the U.S. Army
started recruiting Ameri-
cans of Japanese ancestry
to serve in intelligence
operations. LTC
McNaughton, USAR
(Ret.), who has served
as command historian for U.S.
European Command, U.S. Army
Pacifc, and the Defense Language
Institute, traces the Niseis story
from training through every battle in
the Pacifc campaign to the surrender
of Japanese forces and the occupa-
tion of Japan.
SPOTLIGHT ON CITIZEN WARRIORS
lt col ann p. knabe, USafr associate editor, The officer
56 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
SPOTLIGHT ON CITIZEN WARRIORS
Taking a Bite Out of Crime
Reservists forensic dentistry helps solve murder mysteries.
I
t sounds like a case from the TV series CSI.
A woman was found murdered at her job on a Satur-
day. She had been the only person working at the time.
What little evidence police had included a piece of candy
in the wastepaper basket. Te state was able to prove that
the garbage cans had been emptied the night before, and
the murdered woman was the only person who had been in
the room other than the murderer. Dr. David W. Johnson, a
forensic odontologist called in to study the evidence, proved
the indentations lef on the piece of candy related to the
womans husband, placing the husband at the scene of the
crime.
Te case is one of many on which Dr. Johnson has been
called to provide expert testimony. A colonel in the Air
Force Reserve, Dr. Johnson serves as a consultant for the
Montana Law Enforcement Academy. In 1985, he com-
pleted a postgraduate preceptorship in forensic dentistry
and forensic sciences at the Oregon Health Services Uni-
versity. Since then, he has earned fellowship status in both
the American Academy of Forensic Science and American
Academy of General Dentistry.
As a forensic odontologist, Dr. Johnson works in the
branch of dentistry that deals with the proper handling and
examination of dental evidence, and the proper evaluation
and presentation of dental evidence in a court of law.
Tis includes dental identifcation, bite mark identi-
fcation, and dental fraud issues. His skills are highly
valued by law enforcement.
Ive consulted on cases from county sherifs,
police departments, and the Montana Department
of Justice, said Dr. Johnson. And Ive also con-
sulted on identifcation cases from U.S. Customs and
Border Protection, the FBIs National Dental Im-
age-Information Repository, and even the Montana
Department of Livestock. In the case with the De-
partment of Livestock, Dr. Johnson helped identify a
marauding pack of dogs that was killing sheep.
Another interesting case Dr. Johnson worked was
the serial murders featured in the book To Kill and
Kill Again. Te killer, Wayne Nance, lef a number
of body parts throughout the hills surrounding Mis-
soula, Mont. Dr. Johnson helped dentally identify
two of the Jane Doe victims.
Another case involved the murder of a girl who
had been picked up by three men at a bar. Te last person in
the truck to drive the girl home assaulted her and in the pro-
cess bit her nose while he strangled her to death, explained
Dr. Johnson. Her body was found a couple days later along
the railroad tracks. Te bite mark in her nose put the suspect
at the crime scene, and because of the position and depth of
the bite, the suspect could not use another excuse.
Dr. Johnson said all the cases are interesting. Each case
has its own unique twist, he said.
On the military side, the colonel is attached to the Armed
Forces Institute of Pathology. As a forensic dental investiga-
tor, his job involves providing dental information of ser-
vicemembers killed in the Global War on Terrorism and of
servicemembers whose deaths require an autopsy at the Port
Mortuary at Dover Air Force Base, Del.
At the Port Mortuary, we attempt to identify all remains
using three methods: fngerprints, dental, and DNA, said
Dr. Johnson. In some cases, we cant obtain all three. Fin-
gerprints may be burned in a severe fre. If fngerprints arent
available, dental is the next fastest way to confrm identity.
Most of our fallen heroes have been identifed using all three
methods.
Te colonel, who has served in the military 36 years, works
full time as a dentist at a hospital in Great Falls, Mont. x
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 57
SPOTLIGHT ON FAMILIES
lt col ann p. knabe, USafr associate editor, The officer
A
lmost all football fansand even
many non-fans around the nationare
anticipating the upcoming National
Football League Super Bowl XLII in Phoenix,
Ariz., on Feb. 3, annually the most-watched
sporting event in the country. Meantime, high
school students across the nation are anticipat-
ing their upcoming SAT/ACT college entrance
exams.
Tese two events have one thing in common:
some of the players in the NFL are helping
some of the students in the classroomspe-
cifcally, students in military familiespre-
pare for their college boards.
I love football, but I love my freedom
more, said Corey Williams, a defensive line-
man with the Green Bay Packers, one of the
NFL players sponsoring a SAT/ACT study
program called eKnowledge. He said his
eKnowledge sponsorship is a way to give
back to the people who serve.
Mr. Williams and Scott Young (Phila-
delphia Eagles), Mark Anderson (Chicago
Bears), Jon Bradley (Tampa Bay Buccaneers),
Garrick Jones (Atlanta Falcons), Jason Radar
(Miami Dolphins), and Ahmaad Galloway
(San Diego Chargers) have already donated
several million dollars worth of $199 SAT
and ACT prep programs. While their motivations vary, all of
the players feel the program is worthwhile.
My best friend is a Marine who served in Iraq, said Mr.
Young, a Philadelphia Eagle now who was an Eagle Scout
at age 14. My father and grandfather both served, so I feel
an extra responsibility to support those who protect us. Te
eKnowledge initiative gives me a chance to show my appre-
ciation in a unique and meaningful way.
Te sponsorship allows any servicemember to request as
many programs as needed for the students in his or her life.
For example, an activated military aunt can use her military
status to order programs for her nephews and nieces back
home. Te sofware can also be used by servicemembers
themselves.
I returned to college afer many years, said SPC Sherard
Williams, ARNG. Tis program has helped me with my
dream of attaining a college education.
Te eKnowledge SAT/ACT prep programs
include two CD-ROMs with 10 hours of
training videos and online support. Te pro-
grams ofer students up to 40 hours worth of
training. Students select what areas they need
help with, or complete the entire program
based on their need. Te sofware also allows
progress tracking.
Te program enabled my grandson to raise
his SAT score, which in turn qualifed him
for an appointment to the Naval Academy for
the class of 2011, said retired Navy CWO
Harold McAnney. I am hoping it will help
his sister and my granddaughter as well.
Requesting sofware is relatively easy. To
facilitate program distribution, the Depart-
ment of Defense (DoD) created a secure
website to quickly confrm a persons mili-
tary status. Servicemembers can access the
confrmation and order pages through the
DoD Military Homefront website at www.
militaryhomefront.dod.mil.
eKnowledge ships the programs to do-
mestic U.S. and APO addresses. Te NFL
players cover the cost of the program, so
servicemembers pay only for shipping and
handling.
While the football players became sponsors to express
their thanks to servicemembers, they were overwhelmed
by the gratitude they received in return. More than 25,000
people have e-mailed their appreciation in the past two years,
and the thank-you letters continue to come in, eKnowledge
ofcials said.
Te ones that really get me are from the [servicemem-
bers] serving overseas who thank me for helping their son or
daughter back home, said Mr. Williams. Its quite a feeling
to know youre doing something that might put Soldiers
minds at ease a little bit while they protect and defend our
country. x
College & Hard Knocks
NFL football players sponsor SAT/ACT training for military families.
On the Web: For more information on eKnowl-
edge and the military program, visit http://
sat.eknowledge.com/military.asp.
Williams, top, and Young
58 THE OFFICER / FEBRUARYMARCH 2008 WWW.ROA.ORG
LAW REVIEW
CAPT Samuel F. Wright, JAGC, USN (Ret. ) ROA LAW REVIEW editor
Law Review 0807
Bonus Bust
Q
: Since 2000, I have worked
for XYZ Corp. At this com-
pany, every employee gets
a performance evaluation and an an-
nual bonus on Dec. 31, or the last
business day of the calendar year. e
annual bonus amounts to a substan-
tial proportion (sometimes more than
one-third) of the individual employ-
ees compensation. e performance
evaluation determines the amount
of the bonus. If you get a mediocre
evaluation, your bonus will be a few
hundred dollars. If you get an out-
standing evaluation, your bonus can
amount to many thousands of dollars.
I have received substantial bonus-
es each year that I have worked for
XYZ, and I had been expecting an-
Mobilization deprives Soldier of earned bonus at civilian job.
other substantial bonus last year. I am
a member of the Army Reserve, and
was mobilized at the end of the year,
ordered to report to active duty on
Dec. 27, two days aer Christmas.
I informed my supervisor and the
personnel director of XYZ about my
impending mobilization. e per-
sonnel director told me that I would
not receive a bonus for 2007 because
I would not be present for work on
Monday, Dec. 31. is is not fair. I
have worked hard all year, and my
recall to active duty should not serve
to deprive me of the bonus I have
earned. Does depriving me of the
bonus violate the Uniformed Servic-
es Employment and Reemployment
Rights Act (USERRA)?
Law Review 0808
The Meaning in Shift
Daytime work is part of the status to which
the returning veteran is entitled.
Q
: I was called to active duty
with the Marine Corps Re-
serve some months ago, and
now I am about to be released from
active duty. I have met each of the eli-
gibility criteria under the Uniformed
Services Employment and Reemploy-
ment Rights Act (USERRA) that you
describe in Law Review 77. I am now
home on terminal leave, and I am
in conversations with the personnel
manager at work about the details of
A: In my opinion, yes. Section
4311(a) of USERRA [38 U.S.C.
4311(a)] makes it unlawful for an
employer to deny an individual any
benet of employment because of the
individuals service in the uniformed
services. In this situation, you have been
present for work for all but the last
three or four workdays of 2007. You
have earned the bonus based on your
work over the course of the whole year.
Denying you the bonus because you are
away from work performing uniformed
service on Dec. 31 is a clear and egre-
gious USERRA violation, in my view.
Q: e personnel director in-
sists that the XYZ employee manual
clearly states that an employee must
my reemployment. I expect to return
to work next week, immediately aer
I leave active duty.
At the company where I work, there
are two shis. e rst shi runs from
8 a.m. to 4 p.m., and the second shi
from 4 p.m. to midnight. When things
get really busy, a third shi (mid-
night to 8 a.m.) is added. I had always
worked the rst shi during the ve
years that I have worked for this com-
pany. e second shi pays 10 percent
more, but I just dont want to work at
night, if I can avoid it. Most of my col-
leagues at work feel the same way.
e personnel manager told me
that another employee, who works
on the second shi, is about to go on
maternity leave and when I return to
work I will be put in her second shi
slot, probably permanently. I protest-
ed that I have always worked the day
shi and there is no reason to believe
I would have been transferred to the
night shi if I had not been called
to active duty. e personnel man-
ager told me I should consider myself
lucky to have a job at all, and that I
should not complain about having to
work at night.
A: Contrary to the personnel man-
agers apparent impression, compliance
with USERRA is not optional. If you
0802_law.indd 58 1/17/08 11:25:37 AM
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 59
If you have a question about your re-employment
rights as a Citizen Warrrior, e-mail Sam Wright at
swright@roa.org.
be present for work on the last busi-
ness day of the year to receive a per-
formance evaluation and to qualify
for an annual bonus. She said that the
company has never made an excep-
tion to this rule and will not make an
exception now. What do you think
about that?
A: In its frst case construing the
reemployment statute, the Supreme
Court stated, No practice of employers
or agreements between employers and
unions can cut down the service adjust-
ment benefts that Congress has secured
the veteran under the act. Fishgold v.
Sullivan Drydock & Repair Corp., 328
U.S. 275, 285 (1946). Section 4302(b)
of USERRA [38 U.S.C. 4302(b)]
provides that USERRA overrides any
agreement or employer policy that pur-
ports to limit USERRA rights.
Q: Where do I go from here?
A: I suggest that you contact the
National Committee for Employer Sup-
port of the Guard and Reserve (ESGR),
at 1-800-336-4590. ESGR is a Depart-
ment of Defense organization, founded
in 1972. Its mission is to gain the sup-
port of civilian employers for the men
and women of the National Guard and
Reserve. If ESGR is unable to persuade
XYZ to come into compliance, your
next step is to make a formal complaint
to the U.S. Department of Labors Vet-
erans Employment and Training Ser-
vice, or to retain a private counsel and
sue XYZ in the U.S. District Court for
any district where the company main-
tains a place of business. But please give
ESGR a chance to try to work this out
informally and amicably, before you
make a federal case out of it. x
meet the USERRA eligibility crite-
ria, and it seems clear that you meet
them, the employer is required to re-
employ you in the position of employ-
ment in which the person [you] would
have been employed if the continuous
employment of such person with the
employer had not been interrupted by
such service, or a position of like senior-
ity, status, and pay, the duties of which
the person is qualifed to perform. 38
U.S.C. 4313(a)(2)(A) (emphasis sup-
plied). I think that it is clear that a
night shif job is not of like status to a
day shif job, even with a 10 percent pay
diferential for working at night.
USERRA does not defne the word
status, but the same word was used
in the reemployment statute prior to
the 1994 enactment of USERRA, and
USERRAs legislative history mentions
this issue: Although not the subject of
frequent court decisions, courts have
construed status to include opportuni-
ties for advancement, general working
conditions, job location, shif assign-
ment, and rank and responsibility.
Monday v. Adams Packing Association
Inc., 85 LRRM 2341, 2343 (M.D. Fla.
1973). See Hackett v. State of Minnesota,
120 Labor Cases (CCH) Par. 11,050
(D. Minn. 1991). House Report No.
103-85, 1994 United States Code Con-
gressional & Administrative News 2449,
2464 (emphasis supplied). Te De-
partment of Labor USERRA Regula-
tions also mention shif assignment as
being part of the status to which the
returning veteran is entitled. 20 C.F.R.
1002.193(a). I also invite your attention
to Law Review 191, available at www.
roa.org/law_review. x
On The Web:
Law Review 0809
Supreme Law
We continue our Supreme Court
series with the second reem-
ployment case to reach the
high court, Trailmobile Corp. v.
Whirls, which addressed super
seniority. See the story at
www.roa.org/law_review.
Other new articles this month at
www.roa.org/law_review:
Law Review 0810
Upgrading USERRA
Legislation seeks to improve
enforcement provisions of the
reemployment statute.
Law Review 0811
Notice-able Rift
Giving notice of leaving work
for military duty is not a re-
quest under the law.
Law Review 0812
No-notice Return
Returning servicemember has
right to old job even without
prior notice.
State Law 52-1 & 52-2
West Virginia Gaps
Expanding our collection of ar-
ticles on state military leave
laws, we review West Virginias
retirement credit statute and
respond to a veteran who didnt
get his credit. See the story at
www.roa.org/state_laws.
60 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
ROA NEWS
S
urrounded by the fellowship of friends, associates, and fellow Marines from
a 40-year military career, Gen Peter Pace, immediate past chairman of the
Joint Chiefs of Staf, was inducted into ROAs Minuteman Hall of Fame in
December. Gen Pace joins Lt Gen John Bradley, chief of the Air Force Reserve, as
the 2007 recipients.
Addressing the group, ROA Executive Director LtGen Dennis McCarthy re-
marked that at every stage of his tremendous career, Gen Pace was a teacher and
he recognized the Reserves as a full partner. When it came to the Reserve Compo-
nents, he got it.
Kathleen Moakler of the National Military Family Association echoed those
sentiments when she said that both Gen and Mrs. Pace took great interest in how
families were faring. Tey truly did get it.
Gen Pace drew a laugh from the crowd when he said that as a second lieutenant,
he made a promise to never accept an award that he hadnt earned. Now Ill ac-
cept an award that someone has earned. And in this case, that someone are the 2.4
million members of our Reserve force. I judge the ROA Minuteman Award by the
other people who have received it, and am impressed. It will have a place of honor.
Gen Pace was honored by ROA in recognition of [his] dedicated service to the
nation, extraordinary leadership, and continued support of Reserve Component
issues. x
ROA Inducts Gen Pace into Hall of Fame
Gen Peter Pace, center, receives his Minuteman Hall of Fame plaque from ROA
National President Col Paul Groskreutz, left, and ROA Executive Director LtGen
Dennis McCarthy.
ByLtColM.E.Earl,USMCR(Ret.),AssociateEditor
A group of ROA Past National
Presidents, accompanied by ROA
Executive Director LtGen Den-
nis McCarthy, traveled to Sarajevo,
Bosnia-Herzegovina, in December
for a series of meetings with the U.S.
and NATO leadership, along with
leaders of the European Union and
Bosnian forces.
Past National Presidents partici-
pating were Maj Gen Homer Pete
Lewis, USAF (Ret.), ROA Presi-
dent 196869; COL Eileen Bonner,
USAR (Ret.), president 198485;
MG Roger Sandler, USAR (Ret.),
198788; and CAPT Mike Nolan,
USNR (Ret.), 199495. Retired
MG Mike Davidson, formerly Na-
tional Guard assistant to the chair-
man of the Joint Chiefs of Staf, also
joined the group.
Te meeting began with an ex-
tensive briefng by the command-
er/senior national representative of
NATO HeadquartersSarajevo, MG
Richard O. Wightman Jr., USAR,
long-time ROA member, and his
NATO Headquarters staf. Tey
explained the military and politi-
cal situation in their area of opera-
tions. Te delegation also met with
the Bosnian minister of defense and
with the U.S. deputy chief of mission
at the U.S. embassy.
Te ROA delegation learned how
vital a role NATO plays in enhanc-
ing the stability of BosniaHer-
zegovina and the region. Te trip
concluded with an extensive tour
and briefng of the military situation
during the siege of Sarajevo in the
mid-1990s, and tours of several key
Bosnian military facilities. x
ROA Delegation
Visits Sarajevo,
Meets Offcials
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R
OA today has 505 chapters on the books. Of that number
371 are inactive, having not held elections within the past
fscal year, nor conducted any grass-roots member activi-
ties. Tis information comes to us from audits of both Department
and Chapter activity reports complied for the ROA Department
and Chapter Development Committee, chaired by COL Phil Reiss,
AUS (Ret.). As serving and retired ofcers, we all know frsthand
what happens when comms go down and stay down. We loose the
ability to coordinate with higher and adjacent units, and tactical
objectives may or may not be met. We are isolated and most likely unable to get the
support we may require.
Applying this analogy to our inactive chapters, this lack of comm has a long-
term corrosive efect on membership. Tis is particularly true of term members
who are making an initial early commitment to ROA membership. Ofen these
new members want to see how it goes. Tey are currently assigned to a chapter
near their home address if they do not specifcally request another chapter assign-
ment. Te efect of their never hearing anything from a local chapter no doubt
causes them to re-evaluate why they joined an organization that lacks the leader-
ship or ability to stay in touch with its members. Tis is the overwhelming reason
we lose term members, according to follow-up phone interviews by regional mem-
ber services directors with delinquent members.
What are the possible solutions to this signifcant problem? One is to ensure
that any chapter funds are secured and fully accessible at the chapter level. If the
inactive chapter legacy leaders determine that a return to active status is all but im-
possible, then actions to transfer chapter funds to the department having oversight
needs to be undertaken with dispatch. Failing to do this expeditiously has created
situations in which authorized check signatures only belong to members who have
passed on. Trying to liberate dormant chapter funds from banks causes needless
administrative hassle and may cause the loss of funds to ROA.
Second, department leaders need to recognize that some consolidation in chap-
ters is inevitable. A secondary objective is to restore communications with mem-
bers. Te best way to do so is to move members into an active chapter, even if the
geography is distant. Many members may not attend local meetings at those chap-
ters, but the more important task remains communicating regularly with mem-
bers. Departments have the authority to consolidate chapters by requesting that
Member Services at National Headquarters tag a chapter as inactive and directing
us where to move those members. Departments that have done this have seen their
term member retention improve steadily.
ROA membership, as is typical with all member organizations today, has seen
its end-strength decline. So it should come as no surprise that we can no longer
maintain as large a local structure as we did 10 or 15 years ago. What are you doing
to re-establish comm within your department?
Col Holahan is ROAs director of member services.
Member Services
ColWillHolahan,
USMCR(Ret.)
The Cure for Chapter Inactivity
62 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
ROA NEWS
National Staff
Members Honored
Willie Barnes has been such a
fxture at the Minuteman Memo-
rial Building since 1971the
Cal Ripken of the ROA National
Headquarters Staff with his quiet
dedication, one of the frst to arrive
and last to leavethat few realized
he had passed the 35-year service
mark several years ago. That was
rectifed at a staff Christmas party
in December when ROA Executive
Director LtGen Dennis McCarthy
bestowed the service award on Mr.
Barnes. LtGen McCarthy suggests a
new 36-and-a-half years of service
award should be created for Mr.
Barnes, who greats staff and visitors
alike from his post at the reception
desk in the buildings atrium. ROA
also honored Assistant Building
Manager Alfred Hull with the Walker
M. Williams Award for exceptional
service, a quarterly award.
Five U.S. Coast Guard commands
held a signing ceremony in December at
the Coast Guard Atlantic Area head-
quarters in Portsmouth, Va., in recog-
nition of the Employer Support of the
Guard and Reserve (ESGR).
Participating were Tomas Hall, as-
sistant secretary of defense for Reserve
afairs; ROA members COL Tomas
Stephen, USA (Ret.), executive director
of the Virginia Committee for ESGR,
and CAPT Fred Berck, USN (Ret.),
chairman of the Tidewater Commit-
tee for ESGR; RADM John Acton,
USCGR, deputy commander for mo-
bilization and Reserve afairs, Atlan-
tic Area; and CAPT Ronald White,
USCG (Ret.), chief of staf and director
of program integration for the ESGR
National Committee.
Te local Coast Guard commands
that signed the Statement of Support
for the Guard and Reserve were VADM
D. Brian Peterman, U.S. Coast Guard
Atlantic Area; RADM Fred Rosa, U.S.
Coast Guard Fifh District; RADM
Ronald Hewitt, U.S. Coast Guard
Maintenance and Logistics Command;
CAPT Joanne McCafrey, U.S. Coast
Guard Facilities Design and Construc-
tion Center Atlantic; and CMDR Jef-
frey Novotny, U.S. Coast Guard Sector
Hampton Roads.
As signatories, these Coast Guard
commands publicly reinforced their
advocacy for all Coast Guard civilian
employees who also serve as Reservists
in the National Guard, Navy, Marine
Corps, Air Force, or Army.
Our Reservists are critical to our
mission execution, particularly since
9/11, said RADM Acton. We could
not do the nations important work
without the active cooperation and sup-
port of those who employ these selfess
citizen-Coastguardsmen. x
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Coast Guard Commands
Sign ESGR Pledge
Its such an enticing building, passers-
by simply need to know more. People
have been coming into the lobby asking,
What is this building? said ROA Na-
tional President Col Paul Groskreutz,
USAFR (Ret.), of the Minuteman Me-
morial Building. Or they stand across
the street looking up at the building.
With so much pedestrian trafc pass-
ing the ROA National Headquarters at
One Constitution Ave. in Washington,
D.C., Col Groskreutz, below, and his
wife, Anne, ROALs national president,
along with ROA Executive Direc-
tor LtGen Dennis McCarthy, USMC
(Ret.), decided to install plaques on the
walls of the buildings planters on both
Constitution Ave. and First St. Te pres-
idents and executive director covered all
costs out of their own pockets.
Te bronze plaques are designed to
match other such markers on Capitol
Hill landmarks. ROA Communica-
tions Manager Jennifer Hickey re-
searched signage standards with the
Architect of the Capitol and the Sen-
ate Rules and Administration Com-
mittee, which holds jurisdiction over
any activity pertaining to the Capitol
Complex. Member Services Director
Will Holahan hired MD Designs of
Alexandria, Va., to build and install
the plaques, which were designed by
Kelly Matthews, ROA director of
web development and graphics. x
Plaques Tell One Constitution History
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 63
kANK llkS1 NAML M.l. LAS1 NAML UA1L Ol lk1H (mm/dd/yy)
/ /
MAlLlNG AUUkLSS SOClAL SLCUkl1Y NUMLk (OpLlonul)
Cl1Y S1A1L 7ll+4 COUL SlOUSL'S NAML
L-MAlL AUUkLSS lHONL
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kANCH Ol SLkvlCL (Clrcle One) QIfeki[Wffb_YWdji" Y_hYb[oekhifeki[i8EIS MlLl1AkY COMlONLN1 (Clrcle One) MlLl1AkY S1A1US (Clrcle One)
A USMC N Al CG lHS NOAA keserve kegulur NuL'l Guurd AcLlve keLlred lormer OIIlcer
J;HCC;C8;HI>?FI IFEKI;J;HCC;C8;HI>?FI
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B?<;C;C8;HI>?F SOUSL LIIL MLM8LkSHIS*
O Under Age 21/$490 O 21-40/$480 O 41-S0/$4S0 O Under Age 21/$24S O 21-40/$240 O 41-S0/$22S
O S1-SS/$420 O S6-60/$290 O 61-6S/$260 O S1-SS/$210 O S6-60/$19S O 61-6S/$180
O 66-70/$220 O 71-7S/$280 O 76 und over/$2S0 O 66-70/$160 O 71-7S/$140 O 76 und over/$12S
VIk1UAL MLM8LkSHI
O S-Yeur vlrLuul membershlp $100
MILI1AkY SOUSL kA1L: S0% oII regulur Iee. CALL 1.800.809.9448, LX1. 727 IOk DL1AILS.
SLCIAL ANNUAL kA1L O$25 Ior Lhe IlrsL puld yeur Ior ull oIIlcers under Lhe uge oI 21.
CO-MLM8LkSHIS wI1H MILI1AkY ASSOCIA1IONS {Ior New Members On|y)
O "Any member oI unoLher nuLlonul mlllLury ussocluLlon, who meeLs membershlp requlremenLs ln ull oLher regurds, who
upplles Ior membershlp ln kOA, cun Luke u one-Llme $1S dlscounL ugulnsL Lhe norma| dues ruLes Lerm only."
OIIICLk CANDIDA1LS
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und SLuLe MlllLury Acudemy CudeLs. $4/yeur. LxpecLed commlsslon duLe. __________________________
GII1 MLM8LkSHIS {one-year gift membership)
O lor newly commlssloned oIIlcers und newly uppolnLed WOs who upply Lo kOA wlLhln Lhelr IlrsL yeur oI servlce.
O lor oIIlcers & WOs recenLly releused Irom AcLlve UuLy.
AYMLN1 ML1HOD
O Check enclosed O Cush O Churge Iull umounL Lo my credlL curd O MusLerCurd O vlsu O Amerlcun Lxpress
Curd #. ______________________________________________ LxplruLlon. UuLe. ___________________________
( LIIL ALICAN1S DLILkkLD AND ILLXI8LL AYMLN1 O1IONS {Choose One)
O ULlLkkLU lAYMLN1 Ol1lON. Churge 10% down-puymenL bulunce ln 9 equul monLhly puymenLs.
O Churge my credlL curd monLhly Ior Lhe remulnlng 9 puymenLs. O lnvolce me monLhly Ior Lhe remulnlng 9 puymenLs.
O lLLXlLL lAYMLN1 Ol1lON. Churge $________ ($40 mlnlmum) Lo my credlL curd, bulunce puyuble 2 pmLs/yr over S yeurs
O l undersLund you wlll lnvolce me Lwlce yeurly over Lhe nexL Ilve yeurs Ior 1/10Lh oI Lhe bulunce remulnlng uILer Lhe lnlLlul mlnlmum puymenL.
SlgnuLure. _________________________________________________ UuLe oI uppllcuLlon. __________________________________________________
SlONSOk NAML SlONSOk MLMLk NUMLk ULl1./CHAl1Lk lkLlLkLNCLS
*Deferred & I|exib|e ayment |ans are avai|ab|e for |ife membership app|icants. See payment options be|ow for detai|s.
OC1OLk 200S
Membership Application for
The Reserve Offcers Association of the United States
Serving the Nation and Its Warrior Citizens
Trough Defense Education and Advocacy Since 1922
Reserve Offcers Association
ATTN: Member Services Department
One Constitution Ave NE
Washington DC 20002-5618
Mail to:
64 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
ACROSS THE ROA
Department of California
Te 2007 Fall Council of the Department of California
featured movie stars, military briefngs, and camaraderie at
the Hollywood Renaissance Hotel, adjacent to the Holly-
wood Walk of Fame. Addressing the general session were
CDR Robert Anderson, USN (Ret.), director, Navy Ofce
of Information, Los Angeles, and Capt Mary Danner, USAF,
deputy director, Air Force Entertainment Liaison Ofce.
Both described how their services work with Hollywood
flmmakers to ensure the military is correctly represented.
Other events featured Johnny Grant, ceremonial mayor of
Hollywood and a retired major general in the California
State Military Reserve, and A.C. Lyles, longtime Paramount
Pictures executive and producer. Both were presented the
ROA Nathan Hale Award by Department President LT Mike
Flint, USN, himself a producer and talent agent. LCDR Art
Curtis, USCGR (Ret.), presented the departments Lifetime
Achievement Award to CDR Paul N. Hewett, USN (Ret.),
for his ongoing service to ROA since 1946.
Department of Florida
In December, ROA Life Member COL Chuck Winn,
AUS (Ret.), Department of Florida Chapter 20, had the
opportunity to discuss the Wounded Warrior Commis-
sion with Donna Shalalawho co-chaired the commis-
sion with former U.S. Sen. Bob Doleand with U.S.
Rep. Duncan Hunter (RCalif.), ranking member of the
House Armed Services Committee. COL Winn thanked
Dr. Shalala, former health and human services secretary, for
championing the cause of the warriors who have sacrifced
so much in the nations defense. In a meeting with President
Bush on wounded warriors, Rep. Hunter recommended a
team of State Department recruiters be immediately sent
to Walter Reed and Bethesda hospitals. Lets replace the
reluctant Nellies with Americas fnest citizens, said Rep.
Hunter. Our wounded warriors will serve our country ef-
ciently, efectively, and with undying patriotism.
Te ROA Department of Floridas junior vice presidents
for Naval Services, Air Force, and Army are developing a
one-day junior ofcers professional development workshop
in conjunction with the spring Departmental Convention
April 1820 in Melbourne, Fla. Tis event will springboard
junior ofcers into more active roles in ROA. Department
leaders are creating committees within each armed service
branch to assure that all services are well represented. Senior
ofcers are requested to pass this information on to their
junior ofcers with encouragement to participate. For more
information, e-mail LTJG Marcos Espinosa, USCG, at Espi-
nosa100@yahoo.com or visit www.roa.org/f.
Department of Minnesota
Te Major Dan Anderson Freedom Fund presented the
2007 ROTC Merit Awards to cadets and midshipmen who
were ROTC students in the seven programs in the state of
Minnesota. Te awards were presented during the Depart-
ment of Minnesotas 2007 ROTC Recognition Night in
November at the 934th Airlif Wing (Ft. Snelling) Of-
cers Club in St. Paul. Receiving the awards and checks for
$500 were Cadet David Burt, Air Force ROTC, St. Tomas
University; Cadet Issac M. Landecker, Air Force ROTC,
University of Minnesota, Twin Cities Campus; Cadet Britt
Nemeth, Air Force ROTC, University of Minnesota, Du-
luth; and Cadet Ross Pufer, Army ROTC, Minnesota State
University, Mankato. Tis is the third consecutive year for
Merit Awards. Te Freedom Fund is a 501 (c) (3) non-proft
organization. Te fund has existed since 2002 and serves
the needs of ROA junior ofcer members as well. For ex-
ample, scholarships for the ROA-sponsored RCJOPDS and
JOLDTS training have been awarded to Minnesota ROA
members in recent years. Donations can be made to the fund
via the website, www.mnroa.org/.
Department of New Mexico
Te Las Cruces, N.M., Chapter 005 adds interest to its an-
nual agenda by taking two feld trips a year. In the fall, the
chapter visited the NASA Test Facility near White Sands
Missile Range. Among the sites they visited was a propul-
sion test stand where non-toxic fuels are tested. Department
Secretary Lt Col Elsa J. Baker, USAF (Ret.), serves as the
chapters tour coordinator.
Department of New York
On the occasion of his promotion to lieutenant colo-
nel, Eliot Goldman was administered the oath by LTG Jack
Stultz, chief of the Army Reserve. LTG Stultz was in New
York City for the Veterans Day Parade, and the actual date
of LTC Goldmans orders was Nov. 11. Being promoted on
the 11th of November is more than symbolic; it is a linkage
to the history of America, LTC Goldman said. Eighteen
years ago, I became a frst lieutenant at One World Trade
Center. Today I am fortunate to stand on the shoulders of
every American servicemember who has come before me. I
am a better person because I serve in the United States Army
Reserve. x
Share your department or chapter news
Across the ROA: e-mail briefs and high-
resolution photos to eminton@roa.org.







Rules and Standards:
Submissions must be from a member of
ROA or REA.
Photos must feature members of
the Reserve or Guard in uniform
carrying out their duties or
interacting with their
families.
Members may submit
multiple entries, but
only one winner per contestant.
Entries must not have been published elsewhere.
Entries must be authentic photographs; their content may not be altered. Photographs that
have been tinted or otherwise manipulated will be disqualifed.
All entries must be accompanied by names, ranks, and units of Reservists featured in the
picture, plus the name and contact information for the photographer. Te subject of the
photograph will be identifed if ROA publishes that photograph.
Digital pictures must be 3 megapixels or greater with a resolution of 300 dpi or higher.
Entries may be e-mailed or submitted on a CD.
Prints, either black and white or color, must be a minimum of 5 7 and a maximum of 8
10. Do not mount the prints on mattes or frames.
Photographs in the Open Category need a statement by the submitter that he/she owns the
full rights to the photo or a statement from the photographer authorizing use of the photo
per rules of the contest.
Photographs will be judged on their content and quality.
ROA will own the rights to publish any photograph submitted.
Entries must be e-mailed or postmarked by May 15, 2008.
Mail entries care of ROA Photo Contest
One Constitution Ave NE
Washington DC 20002-5618
or e-mail to photocontest@roa.org
2008 ROA PHOTO CONTEST
ROA announces its third annual photo contest and calendar. Te contest is open to
members of the Reserve Ofcers Association and Reserve Enlisted Association, and, for the
frst time, you can submit pictures in one of two categories:
Photographer (you shot the picture)
Open (you are in the picture)
Photographs in both categories chosen by a panel of
judges will appear in the ROA 2009 Calendar, with cash
prizes going to the three top entries in each category:
$500 frst prize
$250 second prize
$100 third prize
Photos may also appear in The Officer and on the
ROA and REA Web sites.
Tere is no limit to how many photographs you may
enter, as long as they meet the qualifcations below.
Send in your photos today!
Deadline is May 15, 2008.
66 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
ROAL NEWS
RESERVE OFFICERS ASSOCIATION LEAGUE
Fabulous Fabrication
Reservist and other volunteers sew things up for wounded warriors.
W
hen Lt Col Sandra Edens, USAFR, meets would-
be volunteers who nervously confess their past
sewing failures, she encourages them by saying,
If you can sew a straight seam, youre overqualifed.
Tats the kind of can-do attitude that has made her
Tuesday night sewing circle a success for the past three years.
Each week for three hours, between six and 15 volunteers
gather around the six donated sewing machines in her sub-
urban Washington, D.C., home to stitch up to 100 garments
per month that are donated to Soldiers at Walter Reed Hos-
pital as part of the national Sew Much Comfort efort.
Sew Much Comfort has become a key activity among
several ROAL clubs, including the Triangle North Carolina,
Warner Robins, Dobbins, Ga., and the Western Massachu-
setts ROAL Clubs.
Te clothes, which are specially designed to accommodate
the special needs of individual Soldiers recovering from a va-
riety of wounds, are modifed from athletic shorts, T-shirts,
pajamas, and gym
sweats.
Churches have
held drives to collect
T-shirts and provided
Lt Col Edens group
with carloads of them.
Other volunteers,
who include Active
Duty, retired, and
military spouses and
family members, pack
garments, glue on
Velcro and snaps, and
take pieces home to
sew during the week.
Te clothes Lt
Col Edens group cre-
ates are delivered by
Sew Much Comforts
ByLeslieCarper
On the Web: To join or set up a sewing circle in your community,
visit www.sewmcouchcomfort.org to fnd a regional coordinator
in your area.
D.C. Regional Ambassador Carla Bergner, wife and mother
of deployed Army Reserve Soldiers. While at Walter Reed,
she observes Soldiers during physical therapy to determine
From left, ROAL National President Anne Groskreutz; Jan
Bradley, wife of Air Force Reserve Commander Lt Gen John
Bradley; Sandra Edens, Washington, D.C., Regional Direc-
tor for Sew Much Comfort; and Carla Bergner, the Ambas-
sador for Walter Reed Hospital.
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Sew Much Good
ROALofGreensboro,N.C.,recently
receivedover250poundsofpop-top
tabsforRonaldMcDonaldHouse,col-
lectedbyalocalGirlScouttroopin
responsetorequestsfromtheJayM.
RobinsonSTAR(StudentsTogetherAs-
sistingROAL).Thisenabledtheclubto
presentROALNationalPresidentAnne
Groskreutzwitha$50donationforSew
MuchComfort.Hopingtoinvolvethe
MintHillcommunityinSewMuchCom-
fort,thelocalSTARpostedinformation
abouttheprojectinaschoolnewsletter.
STARhasmadeover50pillows,which
LtColJudyFord,USAFR,willsendto
militaryhospitalstohelptransportpa-
tients.ThelmaWilkie,presidentofthe
TriangleROAL,broughtitemstothe
departmentconventiontoencourageit
tovolunteer.
how the sewers can improve their techniques to make clothes
that wont hinder the Soldiers movements as they exercise.
Mrs. Bergner ofen fnds herself in the unexpected role
of salesperson, demonstrating to reluctant Soldiers how
a given article of clothing can be less cumbersome and save
them embarrassment. We all know what its like to worry
about our backsides hanging out of hospital gowns, Lt Col
Edens said. Imagine how hard that would be to keep it tied
while using both hands to operate crutches.
Despite their strong output, they cant keep up with the
demand, Lt Col Edens said, and she welcomes more volun-
teers. Local seamstresses can contact her at skedens@cox.
net. x
REVEILLE
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 67
A
Lt Col Richard O. Alexandersen, USAFR, Ga.
COL Harry C. Allen III, AUS (Ret.), Wash.
MAJ John M. Allen, AUS (Ret.), Ore.
Col Lourdes J. Almonte, USAFR, Pa.
Mary Altena, Wash.
Lt Col Robert M. Anderson, USAF (Ret.), Colo.
Capt Jefrey Arcilla, USAFR, Calif.
Capt Jessica Arcilla, USAFR, Calif.
COL Mark C. Arnold, USAR, Ohio
MAJ Robert D. Atkinson, USAR, Ohio
CDR Kathleen A. Atkisson, USNR, Md.
MAJ Antonia D. Autry, USAR, Ga.
B
Maj Todd M. Baker, USAFR, Ohio
LCDR Priscilla A. Barlett, USNR, Calif.
Capt Gilbert B. Besana, USAFR, N.H.
Col James E. Billings, USAFR, Ga.
CAPT John C. Bishop, USNR, Ky.
CPT Angela Bonnette, USAR, N.Y.
LT Benjamin C. Brackett, USN, Va.
Cadet John Brown, AFROTC, Wash.
Dr. (COL) Richard Brown, USAR (Ret.), Pa.
Capt Sherteria S. Brown, USAFR, Ala.
Lt Col Donald Buckley, USAFR, Miss.
C
Lt Col Patrick E. Cannon, USAF (Ret.), S.C.
MAJ Jef Cantor, USAR, N.J.
2LT Christopher T. Carnahan, USAR, Md.
CAPT Charles Cartledge, USN (Ret.), Va.
LTC Paul Chappell, USAR, R.I.
MID Nicholas J. Chester, NROTC, N.Y.
Maj Ada M. Collier, USAFR, Ala.
LTC Cliford K. Crawford, USAR, Fla.
D
Col Helen C. Davis, USAF, Va.
CAPT Susan B. Davis, USNR, Calif.
Lt Col Joseph L. Dell Arciprete, USAFR, Pa.
Capt Curtis A. DeLoach, USAFR, Ky.
Maj Timothy P. Devine, USAFR, Calif.
MAJ Bernardo Diaz, USAR, Ky.
LTC Charles D. Dory, USAR, Fla.
1LT Christopher J. Dunphy, USAR, Pa.
E
LTC Ronald D. Eardley, USAR, Wash.
LtCol Robert B. Ellis Jr., USMCR (Ret.), Miss.
F
LT Teresa Fasceski, USCG, Va.
LT Stephen Fields, USPHS, Va.
Maj Walter R. Fletcher, USAFR, S.C.
1Lt Ronald L. Forster, USAFR, Ga.
LTC Joseph D. Francis, USAR, R.I.
LCDR Sheila M. Fullbright, USPHS, Alaska
G
CPT Margarieta A. Gellman, USA, Tenn.
COL Mark H. Gerner, USA (Ret.), Va.
ENS Matthew Gilbert, USCGR, N.Y.
RADM Donald R. Gintzig, USNR, Tenn.
Dureena I. Grove, Ohio
CPT Rebecca S. Guerich, USAR, Va.
H
LTC Joe P. Hammonds, USAR, Ky.
LTC Elaine Hanna, USAR, Kan.
MAJ Joel C. Hardin, USAR, Ky.
LTC Alecia A. Hathaway, AUS (Ret.), Texas
Capt Keith L. Helmke, USAFR, Tenn.
LCDR Tomas M. Herndon, USPHS, D.C.
LCDR Richard L. Higgins, USN (Ret.), Wash.
Lt Col Kristin A. Hillery, USAFR, Calif.
ENS James M. Hodges, USCGR, Ala.
Capt Kyle W. Hosman, USAFR, Utah
CPT Kelly S. Houck, USAR, Tenn.
CPT Christopher A. Hunter, USAR, Calif.
MAJ Gregory P. Hutchins, USAR, S.C.
I
Capt Harold F. Ingersoll Jr., ANG (Ret.), Texas
J
MAJ Shirley Jamison, USAR, Ga.
LT Feliciano D. Javier, USNR, Calif.
2Lt Katrina S. Jones, USAFR, Ga.
K
CW3 Lynn M. Kazmierowski, USA (Ret.), Ill.
LT Paul W. Kemp, NOAA, Md.
LT Lisa R. Kumagi, USNR, Ore.
1LT Max Kungel, USAR, N.Y.
L
LCDR David Lau, USPHS, Calif.
ENS Michael Leach, USNR, Va.
LtCol Paul K. Lebidine, USMCR, Calif.
2LT Bruce E. Lee, USAR, Ohio
2LT Katie L. Lee, USAR, Wisc.
M
2LT Andrew Mares, USAR, Ga.
2LT Katie A. Maurer, USAR, Ariz.
2LT Brian C. McDaniel, USAR, Calif.
MID Kevin C. McDermott, NROTC, N.Y.
LTC Delia K. McGinnis, AUS (Ret.), Wash.
LTC Eulalio Medina, USA, N.C.
Capt Jennifer L. Meek, USMCR, N.C.
2LT Kathryn J. Melcher, ARNG, D.C.
CAPT Tomas M. Millard, USNR, Calif.
LCDR Mahyar Mofdi, USPHS, D.C.
MAJ Michael B. Morehead, USAR, Texas
2LT Michael E. Morey, USAR, Alaska
MAJ John F. Murphy Jr., USAR, Wash.
N
Capt Paul A. Neslusan, USAFR, Mass.
2Lt Jon G. Nicolas, USAFR, Texas
2LT Brianna B. Nifong, USAR, Ky.
Capt Hope M. Norton, USAFR, Ala.
O
MAJ Timothy OBrien, ARNG (Ret.), Pa.
Lt Col Christopher D. Ogren, USAFR, Utah
Capt Lisa N. Oliver, USAFR, Miss.
Maj Malcolm L. Orr, USAFR, D.C.
P
1LT Mitzie C. Palmer, USAR, N.Y.
Maj Reginald M. Parker, USAFR, Ohio
Brig Gen Daniel L. Peabody, ANG, Conn.
LCDR Evan Pilling, USNR (Ret.), Fla.
LT Andrew Plummer, USPHS, N.J.
R
Lt Col C. R. Ramirez, USAFR, Calif.
LTC Margaret J. Ramsdell, USAR, Wash.
CDR Alan L. Reagan, USCGR, Ga.
2LT Morgan A. Reed, USAR, Wash.
CW3 Eric Ridilla, ARNG, Pa.
LtCol Andrew T. Roberto, USMCR, N.M.
LT James Rosenberg, USCGR, Alaska
Lt Col Elwin A. Rozyskie Jr., USAFR, Ga.
Lt Col Linda M. Ruestow, USAFR, Texas
LT Danielle Russell, USPHS, Md.
S
CPT Gregory Santillo, USAR, N.J.
LTC Henry L. Scarbrough, USAR, Texas
LT Robert M. Schambier, USCGR, Wash.
LTC Dylester Scott, USAR, Ga.
Capt Joni Scott-Weideman, USAFR, Fla.
CAPT Don A. Sharer, USN (Ret.), Ind.
LTC Matthew T. Sims, USAR, La.
Capt Stanley C. Smith, USAFR (Ret.), Minn.
CAPT Daniel Stack, USNR (Ret.), N.Y.
Lt Col Richard B. Stehpens Jr., USAFR, Okla.
COL Raygenia H. Stewart, USAR (Ret.), Calif.
Col Tim Strongin, USAFR, N.M.
T
LT Nancy Y. Tang, USNR, Texas
Welcome to new ROA members who joined the Association in November 2007.
68 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
REVEILLE
1Lt Mei-Ling C. Taylor, USAFR, Va.
Capt Larry P. Tielen, USAFR, Mass.
MAJ Mark D. Tompson, USAR, Ky.
CPT Alex V. Tran, USAR, Texas
Lt Col James D. Tuten, ANG, Colo.
U
Capt Leonora G. Urbano, USAFR, Guam
ARMY
LTC Emil C. Albano, USAR
Hazleton, Pa.; Pa./034
LTC Victor C. Albrecht, AUS (Ret.)
Silver Spring, Md.; Md./011
LTC John E. Barry Jr., USAR (Ret.)
Hingham, Mass.; Mass./032
LTC Jack Conard, USAR (Ret.)
Peachtree City, Ga.; Fla./007
LTC Keith W. Davidson, USAR
Saint James, Minn.; Minn./021
COL John M. Edmund, USAR
Topeka, Kan.; Mo./001
CPT John M. Esser, USAR
Chester, Pa.; Pa./043
COL Donald J. Faust, AUS (Ret.)
Mandeville, La.; La./016
COL Harold H. Gist, USAR
Williamsport, Md.; Md./028
COL Edmund B. King, USAR
Rochester, N.Y.; N.Y./040
COL James G. Massie, AUS (Ret.)
Richmond, Va.; Va./024
CPT Frederick C. Mongue Jr., USAR (Ret.)
Memphis, Tenn.; Tenn./011
COL Benjamin S. Mortara Jr., USAR
Brentwood, Calif.; Calif./010
COL Marvin A. Norcross, USAR
Germantown, Md.; D.C./018
LTC Woodrow B. Peek, USAR
Franklin, Tenn.; Ala./020
LTC Harold A. Scharback, USAR
Portland, Ore.; Ore./013
MAJ Max D. Seeker, AUS (Ret.)
Wahiawa, Hawaii; Minn./021
LTC Robert R. Stone, USAR
Saginaw, Mich.; Mich./051
LTC Richard W. Stripp, USAR
Deland, Fla.; Fla./024
LTC Charles A. Summerlin Jr., USAR
Greenville, N.C.; N.C./035
MAJ Ernest B. Tornton, USAR
Rochester Hills, Mich.; Mich./054
NAVY
CAPT Wilbert Fritz, USNR
Spokane Valley, Wash.; Wash./018
CAPT T. J. Rundle, USNR
Americus, Ga.; Ga./003
LCDR Hugh R. Stahl, USNR (Ret.)
Stockton, Calif.; Calif./063
AIR FORCE
Lt Col Robert W. Billian, USAFR (Ret.)
Bound Brook, N.J.; N.J./010
Lt Col Oran S. Emrich, USAF (Ret.)
Denver, Colo.; Mo./442
Col Ralph A. Forrest, USAF (Ret.)
Fort Myers, Fla.; Fla./037
Lt Col Orville C. Gensler, USAFR (Ret.)
Centennial, Colo.; Texas/053
Capt Edward L. Gheesling, USAFR
Baton Rouge, La.; Ga./025
Lt Col Gerald E. Gomme, USAF (Ret.)
Manhattan Beach, Calif.; Calif./012
Lt Col Cliford F. Holske Jr., USAF
(Ret.)
Las Vegas, Nev.; Nev./002
Col Warren E. Jensen, USAFR
Delta, Utah; Utah/005
Lt Col Arthur H. Johnson, USAFR
Austin, Minn.; Minn./030
Lt Col Guy M. Johnson, USAF
Conover, Wis.; Wis./042
Maj John H. Ochsner, USAF (Ret.)
Saint Louis, Mo.; Mo./041
Maj Richard L. Parson, USAFR
San Francisco, Calif.; Calif./006
Lt Col Paul E. Patterson, USAF (Ret.)
Hemet, Calif.; Calif./042
Col William R. Selzer, USAF (Ret.)
Atwater, Calif.; Calif./005
Col Cliford A. Studholme, USAFR
Tacoma, Wash.; Wash./019
Lt Col Frederi Tranhardt, USAF (Ret.)
New Smyrna Beach, Fla.; Fla./024
Lt Col William H. Vogel Jr., USAFR (Ret.)
Warren, Conn.; BA/000
Col Robert S. Yeck, USAFR
Valrico, Fla.; Fla./019
COAST GUARD
CWO2 Howard F. Gettle, USCGR (Ret.)
Rohnert Park, Calif.; Calif./034
CWO4 Michael J. Neal, USCGR
Baltimore, Md.; Md./023
CDR Gerald R. Skinner, USCGR (Ret.)
Ormond Beach, Fla.; Fla./012
TAPS
V
LT Frank Verni, USPHS, N.Y.
W
MAJ Diane S. Wallace, USAR, N.Y.
Cadet Daniel J. Weber, AFROTC, Mass.
MID Alexander P. Whitaker, NROTC, N.Y.
LTC Richard D. Whitten, USAR, Ga.
CPT Arve A. Wikstrom, USAR, Fla.
WO1 Barry K. Wilde, USAR, Fla.
COL David E. Wilmot, ARNG, Ind.
Capt Chris G. Wilson, USAF, Wash.
Lt Col Andy Worth, USAFR, Texas
Y
LT Bjong Yeigh, USNR, Vt.
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 69
STARs INDUSTRY NEWS
Ltcol m. e. earl, usmcR (ret. ) associate editor
Scientifc and Human Support
W
orldwide, SAIC engineers and scientists solve
complex technical problems for customers mis-
sion-critical functions. When it comes to serving
the U.S. military Reserve and National Guard with quality
solutions, SAIC employees take the challenge personally and
professionally. Many SAIC employees have served and made
careers in uniform, and some of them continue their service
in the Reserve. SAIC employees are not only working to pro-
vide quality solutions for valued customers, but also for their
co-workers and family members in the Reserve Component.
From mobilization to training to support on the ground
and at home, SAIC is
dedicated to providing
solutions to help the
warfghter.
SAIC systems and
networks aid military
transformation and
modernization. SAIC
helps develop and
manage a next-genera-
tion information net-
work that has helped
improve mobilization
for the U.S. Army Na-
tional Guard and Army
Reserve units. Te
network speeds order processing and enhances communica-
tions for overseas deployments and disaster-relief eforts. Te
electronic personnel system that SAIC designed, developed,
felded, and sustains for the National Guard has been select-
ed as the new baseline system for the Active Duty Army.
To help improve warfghter readiness, the companys syn-
thetic training environments provide exercises that simulate
real-world military operations. SAICs award-winning mod-
eling and simulation expertise and its full range of solutions
for defense combine to provide training to aid analysis, mis-
sion planning, and situational awareness.
To help improve the readiness and operational capabil-
ity of warfghters and their weapon systems, SAIC provides
a wide range of logistics and product support solutions. Te
company provides efective and accurate forecasting of de-
mand for parts that support military weapon systems.
For decades, SAIC has provided command, control, and
communications (C3) systems
to support warfghters at sea,
on land, or in the air. Today,
SAIC continues working to
give the U.S. military and al-
lies a winning advantage on the
battlefeld by providing them
with C3 systems that help them
successfully plan, direct, coordi-
nate, and control their forces.
SAICs leadership in high-qual-
ity, low-cost optical payloads enables the next generation of
responsive space surveillance and reconnaissance systems.
SAIC solutions are used to detect, locate, track, and charac-
terize targets, providing actionable information to defense
and intelligence.
SAIC innovation helps to protect warfghters. For more
than 30 years, SAIC has been a leading provider of expertise
on high-energy lasers that can be used as weapons. SAIC
is also designing and developing high-power microwave
systems that could be used to stop enemy vehicles, destroy
enemy electronics, and disrupt enemy C3. SAICs leadership
in electromagnetic armor is focused on protecting U.S. and
allied military vehicles and personnel. Te company is also a
technological innovator for unmanned systems and robotics.
Aiding warfghters and their families, SAIC is the prime
contractor for site operation information technology sup-
port for clinical systems at military treatment facilities
worldwide. It has supported those systems for 20 years.
SAIC also works to provide new, quality facilities for mili-
tary men and women and their families and has provided en-
vironmental assessments and cleanups for military facilities
for more than 10 years.
Te personal commitment of SAIC employees to the
well-being of our nations defenders has helped make SAIC
a leading provider of scientifc, engineering, systems integra-
tion, and technical services and solutions to all branches of
the U.S. military, agencies of the Department of Defense, the
intelligence community, and the U.S. Department of Home-
land Security.
From developing innovative solutions to providing inter-
nal company communications to aid employees who have
been injured in Afghanistan or Iraq, SAIC and its employees
are dedicated to the men and women in the Reserves. x
SAIC technology boosts warfghters capabilities.
SAIC is a leading provider of scientific,
engineering, systems integration, and
technical services and solutions to all
U.S. military branches, Department of
Defense agencies, the intelligence
community, the Department of Home-
land Security, and other U.S. govern-
ment agencies, as well as to commercial
customers. With more than 43,000
employees in 150 cities worldwide and
annual revenues of $7.8 billion, SAIC
solves complex technical challenges
requiring innovative solutions for
customers' mission-critical functions.
(www.saic.com)
The F2C2 video game demon-
strates the Future Combat System
wireless network-centric operating
system.
STARs INDUSTRY NEWS
70 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
Lockheed Martin Aeronautics Co., a
business area of Lockheed Martin,
is a leader in the design, research
and development, systems
integration, production, and support
of advanced military aircraft and
related technologies. Its customers
include the military services of the
United States and allied countries
throughout the world. Products
include the F-16, F-22, F-117, C-5,
C-130 & 130J, P-3, S-3, and U-2.
(www.lockheedmartin.com)
Boeing Delivers Third C-40C
To Air Force Reserve Command
Te Boeing Company de-
livered the third of three C-
40C transport aircraf to the
U.S. Air Force Reserve Com-
mand (AFRC) in late No-
vember, providing a critical
airlif asset to government
leaders on ofcial business.
Maj Gen Robert Duig-
nan, 4th Air Force com-
mander, accepted the air-
craf at Boeing facilities in
Seattle and few it to Scott
AFB, Ill.
Te 932d and 375th
Airlif Wings, units of the
AFRC and Air Mobility
Command respectively,
will use the 737-700 Boe-
ing Business Jet derivative
to provide congressional
delegations and senior govern-
ment personnel secure and reliable transportationofen to
remote locations around the worldwhile supporting their
need to conduct in-fight business.
Te leading-edge capabilities and 21st century capaci-
ties of the multimission C-40C provide us with an advanced
platform for taking great care of our distinguished visitors
and accomplishing a range of essential missions, including
air evacuation and cargo transportation and, when necessary,
maintaining team integrity for critical missions,
said Maj Gen Duignan.
Aircraf modifcations include military avi-
onics that augment the 737s commercial fight
deck; satellite communications equipment for
passenger use; a reconfgurable interior that com-
prises 40 business-class seats, two work areas with
conference table or divan, and accommodations
for 11 crew members; and auxiliary fuel tanks
that extend the aircrafs range to approximately
4,400 nautical miles.
Te airplane joins a family of 18 C-40s already
in service with the U.S. government: three C-
40Cs with the Air National Guard at Andrews
AFB, Md., as well as the two already delivered
to AFRC at Scott AFB; four Air Force C-40Bs
supporting the U.S. Combatant Commands at
Andrews, Ramstein AFB, Germany, and Hick-
am AFB, Hawaii; and the U.S. Navy Reserves nine C-40As
stationed at Naval Air Stations North Island, Calif., Fort
Worth, Texas, and Jacksonville, Fla.
First STOVL Stealth Fighter
Unveiled at Lockheed Martin
Te Lockheed Martin F-35B
Lightning II, the frst fghter to
combine stealth with short take-
of/vertical landing (STOVL)
capability and supersonic speed,
made its debut amid customers
from the U.S. Marine Corps, the
United Kingdoms Royal Navy
and Royal Air Force, and the Ital-
ian Air Force and Navy.
Attendees at the rollout cer-
emony at Lockheed Martins Fort
Worth, Texas, assembly plant
included Marine Corps Com-
mandant Gen James Conway.
Te fexibility that the STOVL
variant of the F-35 will add to
the contemporary Marine Air
Ground Task Force is amazing,
Gen Conway said. Tis genera-
tional leap in technology will enable us to operate a feet of
fghter/attack aircraf from the decks of ships, existing run-
ways, or from unimproved surfaces at austere bases. We fnd
that capability extremely valuable.
Te F-35B, designed to replace Marine Corps AV-8Bs
and F/A-18s, is one of three variants of the Lightning II. Its
frst fight is planned for
mid-2008. Te frst Ma-
rine Corps training jets are
planned for a 2011 delivery.
Tink F/A-18 speed
and maneuverability, AV-
8B forward deployment,
F-22 stealth, and aston-
ishing avionics, said Dan
Crowley, Lockheed Martin
executive vice president and
F-35 program general man-
ager. Its a combination of
technologies that may seem
like science fction, but our
abundantly talented inter-
national team has made it
science fact. x
The Boeing Company is the worlds
largest aerospace company, with leading
products and services in commercial
and military aircraft and space and
communications. Boeing military
products include fighters, bombers,
tankers, transports, and helicopters,
along with missiles, homeland security,
advanced information, communications,
and space systems. Military aerospace
support also provides maintenance and
upgrades to all these systems. Boeing
products are in use in 145 countries.
(www.boeing.com)
WWW.ROA.ORG the Officer /FEBRUARYMARCH2008 71
Booz Allen Hamilton, a global strategy
and technology consulting firm, works
with clients to deliver results that
endure. Booz Allen provides services to
major international corporations and
government clients around the world.
Functional areas of expertise include
strategy, organization and change
leadership, operations, information
technology, and technology
management.
(www.boozallen.com)
Heil Trailer International is a leading
tactical trailer and services provider for
all branches of the U.S. military.
M967A2, M969A3, and MK970
refuelers, used for variety of fueling
missions, and M870 series line haul
trailers, used to transport construction
equipment, are currently being supplied
to the military. RESET is also accom-
plished at Heil. Heil is a Dover
Corporation Operating Company.
(www.heiltrailer.com)
The Wexford Group International is an
honest, profitable company serving our
nations interest at home and abroad.
Wexford provides consultation and
services in acquisition management,
operational applications of technology,
strategic communications, and
management organization and
performance. We focusonchallenging
and high-impact projects where we
believe our support will really make a
difference.
(www.thewexfordgroup.com)
Northrop Grumman Corporation
supports the Air Force Reserve with
state-of-the-art products such as
LITENING AT for precision targeting on
the F-16, A-10, and B-52; APN-241
Radars for the C-130s; V-9 Radars for
the F-16s; Large Aircraft Infrared
Countermeasures for the C-130s, C-5s,
and C-17s; and Joint Threat Emitters for
Training. Northrop Grumman...
defining the future!
(www.northropgrumman.com)
For more than a decade, Logistics
Management Resources Inc. has
provided award-winning, cost-effective
services to all areas of automated
logistics support services. LMR, an
employee- and veteran-owned small
business, provides logistics manage-
ment support services to DoD and all
Army components with expertise in
maintenance, supply, transportation,
deployment, aviation logistics, materiel
readiness, and training development.
(www.lmr-inc.com)
Lockheed Martin Aeronautics Co., a
business area of Lockheed Martin,
is a leader in the design, research
and development, systems
integration, production, and support
of advanced military aircraft and
related technologies. Its customers
include the military services of the
United States and allied countries
throughout the world. Products
include the F-16, F-22, F-117, C-5,
C-130 & 130J, P-3, S-3, and U-2.
(www.lockheedmartin.com)
Freightliner LLC provides a line of
Freightliner, Sterling, and Western Star
truck transportation: military vehicles,
and emergency/firefighting vehicles.
Freightliner LLC currently provides
M916A3 6x4 Line Haul Tractors,
M9163A3 6x6 Light Equipment
Transporters and M917A2 6x6 20-Ton
Dump Trucks to the U.S. Army. All
products are supportable worldwide.
Freightliner LLC is a DaimlerChrysler
company.
(www.Freightliner.com)
DRS Technologies, headquartered in
Parsippany, N.J., is a leading supplier
of integrated products, services, and
support to military forces, intelligence
agencies, and prime contractors
worldwide. The company employs
approximately 10,000 people.
(www.drs.com)
The Graduate Management Admission
Council

is the international, not-for-


profit association behind the Graduate
Management Admission Test

(GMAT

)
used by 220,000 prospective MBA
students and 3,000 programs at 1,500
business schools worldwide.
(www.gmac.com)
Stratforis the world's leading private
intelligenceservice.Stratfor provides
militaryand governmententities,
individuals, and corporations with
breaking intelligence, in-depth analysis,
and forecasts on military, political,and
economic issues around the world.
Stratfor publishes a website for
members at www.stratfor.com and also
offers custom intelligence services on a
consulting basis.View sample articles at
http://www.stratfor.com
TriWest Healthcare Alliance partners
with the Department of Defense to
provide access to cost-effective,
high-quality health care for 2.8 million
members of America's military family in
the 21-state Tricare West Region.
TriWest is the largest DoD contractor
based in Arizona and has more than
1,900 employeesabout half of whom
are military dependents or veterans.
(www.triwest.com)
Rivada Networks specializes in the
application of mobile broadband
wireless technologies for public safety
and homeland defense. Rivada
Networks provides its state-of-the-art,
interoperable voice and data solutions to
leading federal, state, and local
customers throughout the United States
and Europe.
(www.rivada.com)
72 the Officer /FEBRUARYMARCH2008 WWW.ROA.ORG
HEADS UP
Elizabeth h. manning senior editor, The officer
Pay Matters; ROTC Net; Executive Boost
Army, Air Force to Equalize Pay Mechanisms. Starting
Oct. 1, 2008, the Army will be using one system to pay all
its servicemembers, whether they be Active Duty, Reserve,
or National Guard. Furthermore, that system will be acces-
sible to Soldiers online 24 hours a day, to doublecheck a
pay change due to a change in status, to submit and track an
application for a particular assignment, and so on. Te Air
Force plans to adopt the new sofware as wellthe same
used by Toyota, Wal-Mart, and FedExon Feb. 1, 2009.
Military.com Launches ROTC Site. Te website military.
com has started a new section aimed specifcally at the Reserve
Ofcer Training Corps (ROTC) communitystudents, alum-
ni, and command staf. As with its other sections, such as those
for each service and for military spouses, registration is free.
Te site aims to help users connect with old friends or network
with new ones, mentor or learn about life afer graduation, and
reach out with program information to alumni and potential
students. Military.com is owned by the job networking website
monster.com and is supported by the Department of Defense
(DoD). It ofers news, job boards, a buddy fnder, blogs, de-
ployment information, and a variety of other information. Te
new ROTC section is www.rotc.military.com.
Federal Government Launches Leadership Corps.
Te U.S. Ofce of Personnel Management has announced
a 12-month program aimed to develop a leadership corps
within the federal government. Called the Senior Executive
Service (SES) Federal Candidate Development Program,
the course combines classroom work, interagency experi-
ence, mentoring, feld experience, web-based learning, and
Index to Advertisers
other elements. Graduates may be selected for SES positions
anywhere within the federal government without further
competition in hiring. Any federal employee of at least level
GS-15 or equivalent and one year leadership experience can
apply. For more information, go to www.opm.gov/fedcdp.
Terapy Dogs Get Deployment Papers. In an efort to
address combat stress right where it starts, the Army has ap-
proved the frst-ever deployment to Iraq of two black Lab-
rador retrievers trained as therapy dogs. Studies have shown
that the presence of pets can have positive health efects,
such as lower blood pressure and stress. Te therapy dogs
will be another method that our combat stress teams can
use to break down mental health stigma, said MAJ Stacie
Caswell, commander of the 85th Medical Detachment. Te
dogs, named Boe and Budge, are gifs of Americas VetDogs,
which ofers guide and service dogs to veterans of all eras. x
Coming Events
ROA/ROALMid-WinterConference,Washington,D.C.Feb.1013,2008
CIORMid-WinterMeeting,Brussels,Belgium Feb.1316,2008
ROA/ROALNationalConvention,Atlanta,Ga. June2528,2008
CIOR/CIOMR/NRFCCongress,Istanbul,Turkey July713,2008
ROAUSFreedomWalkFestival,Washington,D.C. Oct.1719,2008
ROA/ROALMid-WinterConference,Washington,D.C.Feb.811,2009
ROA/ROALNationalConvention,Orlando,Fla. July811,2009
ROA/ROALMid-WinterConference,Washington,D.C.Feb.710,2010
AirForceVillageWest 25
ArmedForcesInsurance 5
Boeing 3
FordhamUniversityPress BackCover
Marsh 29
PremierBathrooms 13
TopoftheHillatROA InsideBackCover
TriWest 11
USAA InsideFrontCover
Service Section Directors
ROAislookingforcandidatestoserveastheAssocia-
tionsArmyServicesdirectorandNavalServicesdirector.
Eachfull-timepositionsupportsactivitiesrelatedtopublic
laws,policy,andproceduresaffectingthearmedforces,
especiallytheReserveComponents.Experiencewithcon-
gressionalstaffisaplus,andstate-levelexperiencewill
alsobeconsidered.AcurrentmemberofaReserveCom-
ponentispreferred.ContacttheROALegislativeandMili-
taryAffairsDirector,CAPTMarshallHanson,USNR(Ret.),
atmhanson@roa.orgor202-646-7713.