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FOR OFFICIAL USE ONLY

Copy_ of_ copies MINGJFHQ Lansing, MI 48906 101600MAR15

OPERATIONS RDER 006-15 OPERATION FULL THROTTLE (FY 15-17 Strength Management Pl n)

1. (U) SITU TI N. The Michigan Army National Guard continues to experience a downward trend in strength sture resulting in the lowest assigned strength in recent history. Concurrently, the Force Struc e Allowance (FSA) is projected to increase to 8,509 by FYl 7. As a result, the inability to meet uthorized strength could result in a loss of force structure across the Michigan Army National uard.

2. (U) MISSIO . The Michigan Army National Guard achieves sustained readiness while growing the fore to the FSA of 8,509 over a three year period (FYI 5-17).

a. Comm der's Intent: My intent is to maintain sustainable readiness levels while growing the fore to the FSA of 8,509 over a three year period (FYl 5-17). Commanders achieve success y focusing on the three tenants of strength maintenance: Recruiting, Retention and Attrition M agement. My priorities for FY 15-17 are achieving 100% of Authorized Strength, 108% otal Reenlistment Mission Percent FYTD and reducing the Attrition Loss Rate to 15%.

t of 0 erat' : The Michigan Army National Guard sets the conditions, standards and po icies for recruiting, retention and attrition management in order to effectively attract and retai Soldiers for our formations and grow the force to meet future mission requirements. M ~or Subordinate Commands (MSC) plan, coordinate and execute their approved decentralized S ength Management Plans (SMP's). The Joint Forces Headquarters (JFHQ) Staff will monitor, as ist and provide available resources. The annexes as required provide the business rules b which these SMPs are conducted. MSC's will utilize this order as an operational guid .

Subordinate Units.

( ) Attain and maintain 100% fill of Recruiting and Retention NCO (RRNCO) production rec iting positions. Overdrive as required to meet strength management guidance.

( ) Develop mitigating strategy for RRNCO's who are unable to perform duties due to medical nstraints or Position of Significant Trust and Authority (POST A) requirements.



(c) Develop policy for the management of career and detailed RRNCO's NLT 01 JUN 15 in order t provide NCO career development and direction.

(2) Gl

(a) Develop a targeted Army Unit Vacancy System (AUVS) policy for supporting the MIARNG str ngth goals.

(b Establish an Attrition Management Committee (AMC):

a. Meets semi-Annually

b. Review and recommend policy and reenlistment goals set by the MIARNG.

c. Required members are G 1, G3, SJA, MSC Rep, and the RRB Commander and e MIARNG Retention NCO.

d. Chaired by the MIARNG CoS.

e. Charter topics for AMC to consider:

(i) Opening of targeted AC/RC MOSs and NCOES vacancies. (ii) Acceptance policy (AC/RC "Will Train"). (iii) Effects of the suspension of favorable actions on reenlistments. (iv) Opportunities to waive MOSs from the SRB, QRB process. (v) Retention messaging (Retain and Retrain). (vi) Efficacy of tools used for retention. (vii) Annual Retention Surveys.

(3) G3

(a) Provide IDT Travel funding in support of the Stay Guard Assembly Program.

(b) Provide MOS Reclassification funding in support of the Retain and Retrain initiative.

(a) Provide direct support to Commander's strength maintenance programs with recruiting activiti s and available resources. See Annex C.

(b Synchr,onize efforts with MSC's to contact former Soldiers that have left the MIARNG over th last 5 years to solicit their interest in renewing their service in the Michigan Army National G ard.

( c) Develop a Stay Guard Assembly Program NL T 15 MAY 15 in order to assist Commanders in r taining quality Soldiers.

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(d) Provide list of Top 10 performing RRNCO's monthly to the LCC and MING CSM.

(e) Schedule a monthly RRB update brief with the LCC to track progress towards strength mainten ce goals.

(f) Enhancement Te the MIARNG Re NCO will provid

CO's attend company level scheduled Strength Management (SMET) meetings and complete SMET Reports. This report will be sent to

ntion NCO (MSG Stafford) NLT 5 days after drill. The MIARNG Retention an overall analysis monthly to th.e LCC and MING CSM upon request.

(g) Plan and conduct Unit Career Counselor (UCC) training annually. Publish FY15-17 dates an LOINLT 15MAY15.

(h) Manage the Soldier Communication Campaign:

(i) Provide a list of all new MIARNG enlistments to the Governor's office (Judy Robinson) ch Monday for the purpose of producing and delivering a Governors thank you letter to our n w Soldiers.

(ii) Produce congratulations letters for TAG and MING CSM's signature (First Monday of e month) to the TAGs office for those Soldiers shipping to IET within 30 days of their dep e date. Collect signed letters by the following Friday at 1200 hrs and send them to the future Soldiers.

(iii) Produce letters of encouragement for the LCC's signature and deliver (First Monday of e month) to the LCC's offic.e for those Soldiers at training 30 days after their arrival at IET (Ba ic & AIT). Collect signed letters by the following Friday at 1200 hrs and send them to the future Soldiers.

(iv) Provide Recruit Sustainment Program (RSP) Soldiers IET mailing address to the MS s in support of the unit sponsorship program.

(v) MIARNG Retention NCO produces TAG/MING CSM letters for Soldiers within th re-enlistment window for signature and deliver (First Monday of the month) to the TAGs offic . Collect signed letters by the following Friday at 1200 hrs and send to Soldiers for all ex ension/re-enlistments.

(vi) MIARNG Retention NCO produces TAG/MING CSM extension/reenlistment letters d congratulations/thank you letters for signature and deliver (First Monday of the month) tot e TAGs office. Collect signed letters by the following Friday at 1200 hrs and send to Soldiers ti r all extension/re-enlistments.

d. Coordi

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1. Streu Management Plan (SMP). Develop annual SMPs from the company level through MSC NL 01 JUL 15. SMPs are subject to inspection. Quarterly reviews are conducted internally and hi er level leaders are briefed on their progress. Upon comp]etion email the BN & MSC plans to e LCC and RRB Commander, COL Gregory Durkac and LTC Scott Meyers at

e or .a.durkac. ·1 ail.mil and [email protected].

(a) MSC SMPs are completed and approved by the LCC NLT 01MAY15. (b) Battalion SMPs completed and approved by the MSC CDR NLT 01JUN15. (c) Company SMPs completed and approved by Battalion CDR NLT 01JUL15.

2. Directo 's Personnel Readiness Overview (DPRO). Units will use DPRO to maintain visibili of the unit's strength readiness posture. See Annex C, Appendix I.

3. Retenti n Management System (RMS). All extensions granting a monetary incentive must be complete using RMS IA W regulatory guidance.

4. Retenti n/Attrition Missions. Each MSC will be given a reenlistment and attrition mission NLT I 0 Teach year and will be tracked utilizing DPRO. See Annex C, Appendix 1 (FY15 Mission).

5. Comm nd Inspection Program (CIP). All organizations add retention requirements to their CIP. A C P checklist is to be published by the RRB NL T 15 MAY 15.

6. Unit C reer Counselor (UCC). Each unit will have a trained UCC on additional duty appointment orde performing retention activities during IDT/ AT events.

7. Manda ory OER /NCOER Support Form bullet on strength for Company level leadership and a ove. Comments must address the following:

(a) Achieved X % Authorized Strength; Achieved X% Reenlistment. (b) Factors prevented I enabled achievement of strength and reenlistment goal

(Free Text).

8. Exit Su ey. Units complete Exit Surveys for Soldier's separating from the MIARNG. Surveys are subm tted through the MSC Career Counselor to the MIARNG Retention NCO NL T the Soldiers ETS ate. See Annex C, Appendix 2.

9. ETS R ort. Remarks and suspense's for every Soldier within 60 days of their ETS will be entered by the unit retention representative and sent through their MSC Career Counselor to the MIARNG etention NCO NL T the first Monday of every month. Weekly updates are provided NLT 09 0 every Tuesday morning for undecided Soldiers within 30 days ofETS. The ETS Report is av ·1able on the GI website at the following link: https://mi-

ard3.n .ds.arm .mil/Staff/Gl/EPS/Enlisted%20Se arations/Forms/Allltems.as x?RootFolder =%2FStaffO/o2FG %2FEPS%2FEnlisted%20Se arations%2F600%2D200%20ETS%20Re rt&

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I 0. ETS ounseling. Units will ensure that every qualified Soldier is provided counseling on the opportunity for continued service in the MIARNG or offered an alternative to separation or disc arge. ETS Counseling's (Extension Interviews) will be recorded on a DA 4856 and maintai ed by the UCC. Counseling's must happen at 18 months, 12 months, 270 days, 180 days, 1 0 days, 60 days and 30 days. These items will be kept on file for 12 months after a Soldier's TS and will be inspected during CIPs.

11. Stren h Management Enhancement Team (SMET). The SMET meeting is the Commander/I SG s meeting and opportunity to discuss Strength Management with Key Leaders. These meetings ust happen once a month. Mandatory Reps are CDR, 1 SG, RRNCO, UCC, Readiness NCO, SGs and an E4. The SMET meeting checklist must be completed and maintained for 2 ears and will be inspected during CIPs. See Annex C, Appendix 3.

12. Stay uard Assembly. Soldiers within 180 days of their ETS and eligible for extension attend t e Stay Guard Assembly. These assemblies will be held four times a year. Eligible Soldiers ·u attend in an ST A status.

13. Reten 'on Awards. Recognize units and Soldiers who have had a positive impact on Strength Manage ent at the annual Leadership Conference. A ward categories are:

(a) Highest Retention Rate. (b) Highest Overall Strength. ( c) Lowest Attrition Rate. ( d) Highest APFT Pass Rate. ( e) Highest Military Education Completion Percentage.

14. Spons rship. Units will ensure that all incoming Soldiers are assigned a sponsor JAW NGR 601-1. The Sponsorship checklist will remain on file for two years. This will be inspected during t e CIP. See Annex C, Appendix 4.

15. Benefi Brief. Units will ensure all Soldiers are made aware of available MIARNG incentives and be efits. These are processed and tracked for those that are eligible. Benefit Briefs will be con ucted annually. MSC Career Counselors are an additional source for Benefit Briefings.

Performance. Units develop and implement rehabilitative programs for unsatisfactory p icipants who are qualified for continued service in the MIARNG in order to encourage active articipation. Soldiers who are unable to continue their active participation are afforded the oppo "ty to transfer to the Inactive National Guard (ING) JAW NGR 614-1. Leadership main · s contact with Inactive National Guard Soldiers for assimilation back into an active status withi the MIARNG.

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17. Lea rship Professional Development (LPD). Units include Strength Management training annuall in order to give junior leaders the training and tools to properly counsel, iidentify, uncove and resolve the myriad of challenges facing Soldiers and family members.

18. Exte sion Ceremonies. Units ensure that Re-enlistment/Extension Ceremonies are conducted for ea h Soldier, the "Oath of Extension" ceremony is conducted with dignity and honor and appro riate incentive/recognition items are presented. UCCs are a source for resources and recognition · ems.

19. Flags (Ht/Wt). Commanders will focus on rehabilitating soldiers to the greatest extent possible. oldiers with flags will be given every available opportunity to complete their rehabilitation pri r to being denied the ability to reenlist. Waivers beyond one year up to six years (Ht/Wt) wi I be submitted through command! channels to the Adjutant General.

20. Reta n and Retrain. Soldiers shall be offered the opportunity to reclassify into a new MOS based n unit vacancies and availability of 03 Schools funding.

4. (U) COM D AND SIGNAL. No change to current plan.

OFFICIAL:

Brown G3/5/7

APPENDICES Appendix 1 - FY 15 Mission Appendix 2 - Exi Survey Appendix 3 - S T Appendix 4 - Spo sorship

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