Attachment 3_ RSP Leader Guide Version 7.pdf

RSP Leader Guide Version 7

National Guard Bureau

Strength Maintenance Division

111. S. George Mason Drive

Arlington, Virginia 22204

3 May 2018

RSP Leader Guide Version 7 1 May 2018

Table of Contents

1. Introduction 1-1. RSP Mission 1-2. Leader Guide Intent 1-3. Organizational Structure 1-4. Program Oversight

2. Duties and Responsibilities 2-1. Recruiting and Retention Commander 2-2. RSP Commander

2-3. RSP NCOIC

2-4. OPERATIONS NCO

2-5. IADT Manager 2-6. AGR Readiness/Training NCO

2-7. RSP S1

2-8. RRNCO

2-9. RSP Support Contractors 2-10. RSP Cadre 2-11. RSP Battle Rhythm

3. Training 3-1. Inactive Duty Training (IDT) Attendance

3-2. STRM Guidelines 3-3. Advancement based on Stripes for Skills 3-4. Example Training Schedules and YTC 3-5. Vulcan User Guide 3-6. ARNG Drill Sergeant Program 3-7. Resident RSP Cadre Training 3-8. Training Management 3-9. Warrior Challenge 3-10 Occupational Physical Assessment Test (OPAT)

4. RSP Metrics 4-1. RSP Performance Metrics 4-2. RSP Performance Metrics Defined 4-3. RSP Performance Metrics Improvement Strategies

5. Administration 5-1. Training Seat Management 5-2. SIDPERS and You 5-3. Promotions 5-4. Pre-Ship Checks/Monitoring/Monthly Screening 5-5. Security Issues 5-6. In-Processing/Battle Hand-Off 5-7. Pay

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RSP Leader Guide Version 7 3 May 2018

5-8. Discharges 5-9. LOD Processing 5-10. Soldier Outreach 5-11. Family Outreach 5-12. Drug Testing and Prevention

6. Resources 6-1. Applicable Regulations

6-2. YTG/YTC

6-3. NGB POC Listing 6-4. Strength Maintenance Management System (SMMS) 6-5. Marketing/Public Affairs 6-6. Text/Autotext 6-7. GX Magazine 6-8. Opportunities for Training

7. Logistics 7-1. Material 7-2. Services

8. Automation 8-1. Retention Management Software (RMS) 8-2. Vulcan Application 8-3. Director’s Personnel Readiness Overview (DPRO) 8-4. Guard Incentive Management System (GIMS) 8-5. Recruit Quota Enlistment System (REQUEST) 8-6. Guidance Counselor Resource Center (GCRc) 8-7. Standard Installation / Division Personnel System (SIDPERS) 8-8. Interactive Personnel Electronic Record Management System (iPERMS) 8-9. Electronic Transaction Manager (E-Trans) 8-10. Joint Personnel Adjudication System (JPAS) 8-11. eMILPO

8-12. RCAS

8-13. Strength Maintenance Management System (SMMS) 8-14. ATRRS Funding Allocation Model (AFAM) 8-15. Army Training Requirements and Resources System (ATRRS) 8-16. SMTC SharePoint Portal 8-17. Defense Training Management System (DTMS) 8-18. Medical Operational Data System (MODS) 8-19. LOD Module 8-20. DEERS Rapid Site Locator 8-21. Smart Book 8-22. Armed Forces Health Longitudinal Technology Application (AHLTA) 8-23. My Unit Pay 8-24. MilSuite 8-25. Defense Travel System (DTS)

8-26. Range Facility Management Support System (RFMSS)

9. CAC and AKO Accounts 9-1. Overview 9-2. Benefits of Providing CAC 9-3. Methods of Acquiring a CAC 9-4. Procedure for establishing AKO Account

10. Self Assessment 10-1. Focus of Self-Assessment Initiative 10-2. The Accreditation Process 10-3. Summary of Changes from Previous Self-Assessment Submission

Requirement 10-4. Conducting Self-Assessment

11. Safety

11-1. General Procedures 11-2. Billeting 11-3. Transportation 11-4. Training

Glossary Section I – Abbreviations Section II – Terms

Introduction Return to Table of Contents

1-1. RSP Mission.

The mission of the Army National Guard Recruit Sustainment Program (ARNG RSP) is to ensure that ARNG recruits are mentally prepared, administratively correct, and physically fit in order to reduce Training Pipeline Losses (TPL) and increase Training Pipeline Success (TPS). The RSP provides Soldiers with realistic training that is similar to the first three weeks of Initial Entry Training (IET). RSP Warriors are physically and mentally prepared for IET and have increased confidence and reduced apprehension or fear of the unknown. The RSP conducts a meticulous review of Soldier administrative shipper packets to eliminate administrative errors and mitigate issues or concerns that could delay or interrupt training.

1-2. Leader Guide Intent.

The RSP Leader Guide is intended to be a comprehensive guide which provides definitive program policy guidance, resources, tools, and best practices to RSP leadership, cadre, and staff throughout the ARNG. This guide is designed to assist both incoming and seasoned RSP professionals as you manage the day to day operations of the RSP locally or at the State/Territory level.

1-3. Organizational Structure.

National level resources, support, and oversight for the RSP Program is provided by the Attrition Management and Operations Sections of the Recruiting Plans, Policy, and Program Branch. A portion of the Branch Organization Chart is depicted.

Recruiting Plans, Policy and Programs

Branch SGM

Recruiting Plans, Policy, and Programs

Attrition Management Section Chief

MAJ Riley 703-604-8225

Attrition Management NCOIC MSG Wade

703-607-2973

RSP Training NCO SFC Jackson

703-607-5085

Recruiting Plans, Policy, & Programs Branch Chief LTC Murray

(703) 607-8738

Recruiting Plans, Policy, & Programs

Operations Section Chief MAJ Lango

(703) 607-0959

Operations Officer CPT Davis

(703) 601-6887

Operations NCO SFC Eke

(703) 607-4060

1-4. Program Oversight.

a. Management Tools. ARNG-HRR and State/Territory level RSP leadership utilize multiple management tools to track and monitor national and State level RSP Program Performance. Management tools include the Director’s Personnel Readiness Overview (DPRO) System, the Vulcan Module within the Retention Management Software, the Organizational Inspection Program (OIP), the RSP Self-Assessment and Inspection Program, the Recruiting Standards Branch Staff Assistance Visit Program, Staff Assistance Visits from Recruiting Plans, Policy, and Programs Branch, Recruiting Operations Branch, and other branches within the ARNG Strength Maintenance Division.

b. RSP Performance Metrics. The RSP Performance Metrics in DPRO provide by name tracking and a rollup of metric performance on Training Seat Management, RSP Negative End Strength, Shipper Quality Control, Enlisted Training Pipeline Initial Active Duty Training (IADT) Success Rate, and Enlisted Training Pipeline Success Rate. The metrics provide a rollup of the national average and rank order State/Territory performance from 1-54 in each of the five measured areas and cumulatively. DPRO provides the ability to obtain historical data and by name data on any measured area. When metric performance indicates a weakness in an area, further analysis is done to attempt to determine the root cause of the weak metric performance. Identified weaknesses or deficiencies are tracked and a plan of action is developed, executed, and monitored until the weakness or deficiency is adequately mitigated or resolved.

The RSP Performance metrics are addressed in greater detail in Chapter 4.

c. Vulcan Module. The Vulcan Module within the Retention Management

Software tracks the status of pre-ship tasks, pre-ship training, and readiness to ship for Soldiers in the training pipeline. Additionally, the Vulcan module automates some business processes such as requesting an earlier ship date for an RSP Soldier. ARNG-HRR utilizes Vulcan reports and data to monitor program and identify trends and opportunities for improvement.

d. Organizational Inspection Program (OIP). The Army National Guard

Recruiting and Retention OIP provides the commander with an organized management tool to identify, prevent, or eliminate problem areas using checklists.

The checklist complements Army, NGB, ARNG, and MEPS Inspection requirements. By integrating the OIP with other checklists, the Recruiting and Retention Command can eliminate or reduce duplicate evaluations and oversight requirements. Here is a link to an example OIP checklist that is currently in use by ARNG Recruiting and Retention Commands:

https://www.milsuite.mil/book/docs/DOC-439319. ARNG staff review the results from the OIP prior to initiating or conducting inspections or staff assistance visits to ensure that ARNG-HRR oversight and assistance activities are complementary rather than redundant.

https://www.milsuite.mil/book/docs/DOC-439319

e. RSP Self-Assessment and Inspection Program. The RSP Self-Assessment and Inspection Program is conducted annually by each State/Territory Recruiting and Retention Command in accordance with the procedures outlined in Chapter

10. ARNG-HRR reviews the results of the self-assessment completed by State/Territory level RSP staff/leadership and conducts a mandatory communication session with State level RSP leadership to discuss the results, provide any recommendations, share best practices, coordinate additional support or resources required, and develop a plan of action to address any identified deficiencies or weaknesses. RSP Self-Assessments are filed and are reviewed by both the ARNG-HRR Attrition Management Section and the Recruiting Standards branch analysts/staff to coordinate any follow-on support and monitor the status of get well plans.

f. Recruiting Standards Branch. The Recruiting Standards Branch (RSB) is a national level oversight team that performs oversight on ARNG Recruiting activities across the nation to include the execution of the Recruit Sustainment Program. The RSB provides analysis, training, reporting and feedback to Recruiting and Retention Commands, ARNG HRR staff and leadership, NGB leadership, Department of the Army/Office of the Secretary of Defense, and other government agencies as required. The RSB focuses on regulatory compliance and process improvement to improve the overall effectiveness and success of the ARNG Recruiting and Retention force. The RSB conducts Staff Assistance visits (SAVs) with 16-20 States/Territories each year with the intent to conduct an SAV with each State/Territory at least once every 3-4 years. Their current schedule was published with SMOM 18-001. The intent of RSB SAVs is to assist, train, and monitor compliance and performance. RSB SAVs are conducted in accordance with the SAV process map. Additional information is available on the RSB milSuite site at: https://www.milsuite.mil/book/groups/arng-recruiting-standards-branch.

https://www.milsuite.mil/book/groups/arng-recruiting-standards-branch https://www.milsuite.mil/book/groups/arng-recruiting-standards-branch

g. Staff Assistance Visits (SAVs). Recruiting Plans, Policy, and Programs (PPP)

Branch, Recruiting Operations Branch (ROB), Marketing and Advertising Branch, Resource Management Branch, and Contract Oversight Branch also conduct Staff Assistance Visits with States/Territory Recruiting and Retention Commands as needed to provide oversight on ARNG Recruiting and Retention activities, provide assistance and training, and collect and share best practices. These assistance visits can be comprehensive involving all areas of Recruiting and Retention or they can be narrowly focused to provide support in a specific area.

SAVs generally follow the SAV Process shown in the SAV Process Map, however, for narrowly focused SAVs a less formal process may be utilized.

h. Mandatory communication sessions. ARNG HRR Attrition Management

Section Staff conducts biannual mandatory communication sessions with each State/Territory State level RSP leadership to review the status of the State/Territory RSP program, discuss metrics performance, receive feedback, coordinate additional support or resources required, provide any recommendations, share best practices, and develop a plan of action to address any identified deficiencies or weaknesses. One mandatory communication session is executed upon the completion of annual RSP self-assessments to review the results and one mandatory communication session is conducted during the fiscal year typical during a State visit to NGB or during an NGB visit to the State/Territory. The communication session may take place by VTC or telephonically if an in-person visit is not possible. Additional communication between State level or local RSP staff and national level staff is welcome and conducted as needed. The mandatory communication sessions are merely a management tool to ensure a minimum level of communication and feedback in support of achievement of program objectives.

Duties and Responsibilities

2-1 Recruiting and Retention Commander.

a. Ensures RSP operations are conducted IAW Army and NGB regulations, policy, and program guidance.

b. Ensures appropriate resources and oversight are provided to achieve and sustain RSP success.

c. Ensures RSP Self-Assessment is completed annually IAW NGB guidance.

d. Reference SMOM 18-032: All State recruiting and retention commanders are directed to ensure that a government representative (NCO, Commissioned Officer, or DA civilian) is appointed to conduct quality assurance monitoring and reporting on the performance of State/Territory/local contract deliverables executed by the RSP support contract vendor.

e. Ensures battle band-off occurs with involvement of parent units.

f. Provides emphasis to promote RSP Soldier success and publish RSP performance metric goals and standards through policies, guidance and SOPs.

g. Receives frequent update briefings on RSP performance metrics and “at-risk”

Soldier trends.

h. Promotes the accountability of recruiting and retention personnel to RSP operations.

2-2. RSP Commander.

a. Ensures all aspects of the Recruit Sustainment Program (RSP) administrative and operational support for the program are executed IAW National Guard Bureau (NGB) directives, State published guidance, SOP, and all others directives from the State senior leadership.

b. Administers command and control over the RSP on behalf of the RRC.

c. Develops and updates State RSP program guidance.

d. Develops RSP standard operating procedures.

e. Oversees all administration related issues for Soldiers within the State.

f. The liaison for State leadership and Full-Time Unit Support personnel (FTUS) regarding RSP program requirements and functions.

g. Provides guidance on RSP Battalion YTC.

(1) Issue fiscal year annual guidance.

(2) Produce Battalion YTG/YTC training plans.

h. Conducts Yearly Training Management workshop.

i. Synchronizes battalion and company training plans.

j. Mid-term planning (120 days and out).

k. Briefs State Leadership pertaining to RSP as required.

l. Commanders will perform a Deliberate Risk Assessment Worksheet (DRAW) prior to any major training event. FM 5-19 can be found on the "Official Department of the Army Publications and Forms" at the following link:

http://armypubs.army.mil/. (This link may require AKO Login and Password)

m. Responsible for reporting all Commander’s Critical Incident Report/Information

List (CCIR/CCIL) through the chain of command.

DD Form 2977 Deliberate Risk Assessment Example

2-3. RSP NCOIC. Responsible for the overall daily execution of all activities of the RSP. These duties include, but are not limited to:

a. Prioritizes NGB training guidance, organizes and implements company training schedules to reflect NGB goals.

b. Responsible for overseeing all weekend training activities and support.

Provides training guidance to RSP companies.

c. Ensures training schedules are submitted to higher HQ NLT 120 days out

(draft) and 90 days out (final) and reflect the Yearly Training Calendar (YTC).

Publishes training goals, objectives, and yearly training calendar.

d. Ensures all guidance is distributed to the RSP staff and the IADT Manager.

e. Responsible for coordinating all administrative and logistical actions within the

RSP.

f. Audits RSP training records.

g. Designated Safety Officer for the RSP.

http://armypubs.army.mil/

h. Ensures Vulcan is updated regularly.

i. Coordinates and conduct all RSP Training/Coordination meetings.

j. Directly supervises all full-time unit support.

k. Acts as the liaison officer to the RR Sergeants Major to ensure that the

RRNCOs maintain continuity with the Soldiers from the time of enlistment through Battle Hand-Off at gold phase. Also, identify and communicate any issues.

l. Facilitates weekly conference call (at-risk, 90-120 day shippers, 10 month no

BCT, 18 month non-MOSQ).

m. Ensures monthly RSP After Action Reports (AARs) from each company are completed and submitted.

n. Initiates corrective actions based upon AAR Comments.

o. Near-term planning (120 days and in).

p. Shippers day/night activities.

q. Manages the RSP Battle Rhythm in accordance with local guidance.

r. Ensures all Soldiers meet Direct Ship (DS) qualifications prior to shipping to

IADT.

2-4. OPERATIONS NCO. Coordinates and supervises all operational functions of the RSP.

a. Provides timely statistical data and trend analysis to the leadership for the purpose of measuring the effectiveness of current RSP Policies.

b. Training Schedules (DTMS online) – DRAW upload all training documentation by quarter.

c. Evaluates STRM effectiveness based on AAR results.

d. Operation Order/Fragmentation Order (OPORD/FRAGO).

e. Provides training guidance to RSP sites for training schedules.

Training Guidance Example

f. Provides statistical evaluation to individual RSP sites (Training Seat

Management Rate, RSP Negative End Strength, Shipper Quality Control, Enlisted Training Pipeline (IADT) Success Rate, Enlisted Training Pipeline Success Rate).

g. Responsible for the coordination with State G-3 for all training resource requirements.

h. Prepares data for monthly Strength Maintenance briefing as it pertains to the

RSP.

2-5. IADT Manager.

a. Acts as the RSP liaison to Active Component training facilities in order to manage ARNG IADT Soldiers.

(1) Initiates MOS reclassification for required Soldiers at IADT.

(2) Initiates and tracks all Soldier State recalls with the State G1.

(3) Manages Vulcan LNO tickets for Soldier issues and resolution.

(4) Assists in obtaining medical documents for RSP Soldier medical issues incurred at training installations.

(5) Manages discharges from training posts.

(6) Manages IADT promotions.

(7) Manages student letters for all STO-1 Soldiers.

(8) Obtains/requests all STO-2 reservations through REQUEST.

(9) Manages Soldiers Without a Reservation (SWAR) reports.

(10) Ensures Soldiers meet appropriate gates (90, 60, 45 days) prior to shipping to optimize training seat management.

b. Manages DPRO No Future Reservation reports.

c. Assists the State Initial Entry Training Resource Manager (IETRM). This is a four year projection of anticipated training seats requirements.

d. Tracks Training Pipeline Loss (TPL) report on a monthly basis and processes separations.

e. Compiles weekly shipper report.

f. Performs QC on MEPS orders for shippers.

g. Coordinates with the RSP Training Seat Management Specialist to maximize training seat utilization.

2-6. AGR Readiness/Training NCO. Responsible for all Company/Detachment needs to include but not limited to:

a. Coordinates shipper transportation.

b. Prepares Soldier administratively for shipping to BCT/AIT.

c. Develops drill newsletter; ensure mail and/or email to Soldiers two weeks prior to drill.

d. Updates and maintains Vulcan as required. (If contractor is allocated he/she provides input).

e. Receives and integrates newly assessed Soldiers.

f. Oversees training program at RSP Company/Detachment.

g. Orders/issues uniforms and equipment for new enlistees at earliest opportunity.

h. Tracks and processes Soldier pay and personnel transactions.

i. Initiates attachment and release from attachment orders from RSP per local guidance.

j. Process/submit all IADT completion documents requiring actions to include but not limited to MOS award and bonus incentives.

k. Conducts Battle Hand-Off with unit of assignment per local guidance.

l. Counsels Full Time Unit Support (FTUS) RSP Soldiers on individual responsibilities.

m. Plans, coordinates and executes monthly training schedules IAW published

YTC.

n. Coordinates and secures all requested training resources.

o. Coordinates transportation for drill weekend.

p. Coordinates support personnel for drill weekend (medics, etc.).

q. Coordinates the meal plan.

r. Maintains Soldier uniform records.

s. Recognizes Soldiers who received a training award at BCT and/or AIT during

Battle Hand-Off ceremony. (i.e., DHG, high APFT)

t. Forwards company AAR to RSP HQ.

u. Initiates request for discharges through RSP HQ.

v. Submits attendance reports to RSP HQ.

w. Reviews Split Unit Training Assembly (SUTA) tracker and monitor MyUnit Pay

Report.

x. Reviews submitted DA Form(s) 1379.

y. Ensures welcome packet is issued to each new Red Phase Soldier immediately upon enlistment. Packets should include:

(1) Welcome letter from the RSP Commander/Administrative Officer.

(2) Packing list for drill.

(3) RSP dates, times and locations of training/pick-up.

(4) Appearance and grooming standards.

(5) Emergency points of contact.

(6) Policy memorandums.

(7) RSP transportation information.

(8) Procedural guidance on late arrivals and absences.

(9) Financial responsibilities and information.

(10) Physical fitness training.

(11) Weight control.

(12) Reporting changes in legal/law/dependency/personal/medical condition etc.

z. Ensures all enlisted Soldiers are counseled on the RSP Soldier Pre-Ship

Eligibility Screening form or DA 4856, “One-on-One” every drill weekend.

aa. Supervises/administers Occupational Physical Assessment Test (OPAT).

2-7. RSP S1.

a. Oversees and manages all RSP HQ S1 activities.

b. Reviews and verifies all DA Form 4187 personnel actions submitted by the

RSP for accuracy and eligibility.

c. Reviews and tracks Line of Duty (LODs) from training company through final disposition with State headquarters.

d. Reviews request for all awards (Recruiting Ribbon, AAM, etc.) and ensures orders are generated.

e. Oversees all attachment/detachment orders for RSP Soldiers entering/leaving the RSP program and coordinates transactions with State headquarters/G1 and organic units.

f. Processes Battle Hand-Off certificates.

2-8. RRNCO Duties.

a. Ensures Soldiers make contact with the RSP within five days of enlistment.

b. Performs as Platoon Sergeant or other leadership position as assigned by

RRNCOIC.

c. Assists with and ensures that all administration tasks for each Soldier have been completed.

d. Coaches, counsels and mentors Soldiers during RSP drill weekend.

e. Ensures all Soldiers have transportation to and from drill.

f. Promotes lead generation activities with their Soldiers by bringing qualified prospects as visitors during RSP drill weekend.

g. Ensures 100% accountability of Soldiers at all times.

h. Ensures frequent contact with all RSP Soldiers and annotates Soldier remarks in Vulcan when appropriate.

i. Provides updated documents to the RSP.

2-9. RSP Support Contractors. The RSP Contractor's responsibilities are specifically addressed in the contract Statement of Work (SOW), the contract Position Description/Duty Task List and the RSP Contractor Memorandum of Understanding (MOU). Refer to the links below for the documents.

Position Description/Duty Task List

Performance Work Statement

MOU

2-10. RSP Cadre.

a. Instructs Soldier Training Readiness Modules (STRM).

b. Establishes/maintains Soldier physical readiness.

c. Provides input on cadre training and development.

d. Serves as first-line leader.

e. Conducts monthly counseling.

f. Reports any inhibiting factors that may affect Soldier ship eligibility that occur during training.

g. Updates Soldier training files as appropriate.

h. Ensures Soldiers are:

(1) Informed of training schedule.

(2) Upholding the Army Values.

(3) Embracing the Warrior Ethos.

(4) Demonstrating proper military customs and courtesies.

(5) In the right place at the right time, in the right uniform.

(6) Are actively engaged in IDT functions.

i. Assists with all required pre-ship testing.

j. Facilitates Soldier battle buddy program.

k. Facilitates Soldier-level AARs.

l. Ensures Soldiers understand drill attendance and split training policies.

m. Monitors Soldiers for potential retention issues, and make every effort to mitigate those issues.

n. Ensures APFT/PFA and HT/WT screening are conducted monthly and provide results to RSP Contractor for uploading to the Vulcan database.

2-11. RSP Battle Rhythm. The RSP battle rhythm should be flexible and customizable for each site, however below are core tasks to incorporate:

a. Daily

(1) Responds to, address and resolve/close LNO tickets.

(2) Provides assistance on routine matters with Soldiers/customers.

(3) Vulcan updates and processing.

(4) Ships and returns Soldiers.

(5) Provides welcome package/outreach to new accessions.

b. Weekly

(1) Conducts outreach calls to shippers.

(2) Prepares NES, At-Risk, No Future Reservation, Long-term pending action reports (includes get well plan and target date).

(3) Conducts Weekly RSP Staff Meeting.

c. Monthly

(1) Processes Auto-Advancements and Promotions.

(2) Processes 1379 payroll after MUTA.

(3) Produces After-MUTA report.

(4) Conducts outreach calls to Red, Gold Phase prior to drill.

(5) Processes Awards, Commendations prior to BHO.

(6) Conducts monthly pre-drill training meeting.

(7) Drill Operations/AAR Review.

(8) Pre-Drill Operations.

Battle Rhythm Example

Training

3-1. Inactive Duty Training (IDT) Attendance.

a. Drill attendance is a key indicator and is directly linked to ship rate success. If

Soldiers attend drill you stand the greatest chance of successfully shipping them to training and ultimately providing MOSQ Soldiers to their unit of assignment.

b. Recovery Operations for Soldiers with unauthorized absences. It is imperative that the RSP maintain constant contact with new Soldiers. Soldiers will be contacted at a minimum of once per month prior to drill weekend and each site will have a recovery program established.

c. As a last resort and in the event attending drill during the scheduled IDT period is not possible, then attending a quality Split Unit Training Assembly (SUTA) is a viable alternative to keep the Soldier involved, focused and motivated. SUTA training should remain STRM focused.

RSP IDT SUTA Request Example

3-2. Soldier Training Readiness Modules (STRM) Guidelines. STRM was developed to provide the States/Territories a comprehensive approach to train Soldiers on the basic fundamentals of becoming a Soldier. While all Lesson Plans listed in each Phase in the RSP section of the SMTC SharePoint are mandatory, every effort should be made to develop these basic Lesson Plans to be as dynamic, interactive, and productive as possible. Think out of the box. Lesson Plans and PowerPoints are not designed to be taught verbatim from the podium. Instructors are only limited by their imagination. Instructor creativity is encouraged and additions to the presentations are acceptable.

a. Red Phase – The intent is to teach the basic fundamentals of being a Soldier.

This phase is mandatory for all Soldiers enrolled in the RSP. Most of the training is focused on educating the Soldier in military policies that will prevent them from facing disciplinary action and acclimate them to the military environment. While this mandatory training may seem unexciting, every effort should be made to make the training as interesting and interactive as possible. The Physical Fitness Assessment (PFA) or 1-1-1 is given during this phase. The standards to grade a Soldier a go are shown in the chart below:

(1-1-1) assessment chart Event Male Female

1 Mile run <8:31 <10:31

Push-ups 13 3

Sit-ups 17 17

1 Mile Run <8:45 <11:00

Push-ups 12 2

Sit-ups 14 14

≥35 y/o

17-35 y/o

b. White Phase – The White Phase training is designed to train and test your

Soldiers on basic skills required for success at Basic Combat Training. Soldiers will attend White Phase after completion of Red Phase. It is extremely important that Soldiers demonstrate mastery of the skills in this Phase and Red Phase. This mastery will allow Commanders to promote qualified Soldiers under the Stripes-for- Skills program once all testing requirements are met. It also ensures all RSP Soldiers are receiving the basic soldiering skills that will be heavily required from day one of BCT.

c. Blue Phase – The Blue Phase provides Cadre with the opportunity to complete

Soldier preparations for success at BCT. In addition, the Blue Phase allows the Cadre one last quality check to ensure the Soldier is Mentally Prepared, Administratively Correct and Physically Fit.

d. Quick Shippers – Quick-Ship Soldiers will have only one RSP Drill weekend prior to shipping to BCT, combining Red and Blue Phase functions. The classes presented are mandatory to build a solid foundation for a Soldier to be successful in BCT and AIT. This is scheduled in a MUTA 4 or MUTA 5 as applicable. The Physical Fitness Assessment (PFA) or 1-1-1 is given during this phase. The standards to grade a Soldier a go are shown in paragraph 3-2 a. above.

e. Green Phase – The Green Phase training offers additional instruction in leadership and physical readiness for BCT qualified Soldiers (STO-2), who will attend Advanced Individual Training (AIT) the following summer. Green Phase reintegrates BCT graduates into the RSP through advanced training, and sustains Soldiering skills learned at BCT. Green Phase should also focus heavily on integrating the Soldiers into RSP student leadership positions. Furthermore, a heavy emphasis should be place on sustaining Green Phase Soldiers through the various social challenges that can cause issues in Training Pipeline Success, i.e.

legal, medical, educational issues, etc.

f. Gold Phase (Battle Hand-Off) – The Gold Phase is the final phase for returning

MOSQ Soldiers and is also the final drill with the RSP before transitioning into their unit of assignment. This phase covers what MOSQ Soldiers should expect when joining their units and culminates in the Battle Hand-Off (BHO) ceremony which initiates the unit sponsorship process. Gold Phase also gives the Soldiers a chance to evaluate the training they have received. The Soldier will join their unit of assignment MOSQ’d, and as mentally prepared, administratively correct, and physically fit as possible.

g. Additional Lesson Plans – This section contains all “non-mandatory” STRM lesson plans. They may be used at the unit’s discretion to enhance the training plan based on local assets training requirements.

3-3. Advancement based on Stripes for Skills. NPS and Glossary NPS Soldiers who are part of a pre-IET training program (Recruit Sustainment Program) will be advanced when the Soldiers meet the requirements listed below and are recommended for advancement by the proper authority. Soldiers not in a structured program that has not been approved by NGB cannot be advanced per this paragraph. No exceptions to policy will be accepted. The State AG will delegate in writing the authority to advance Soldiers under this program per AR 600-8-19, paragraph 7–17.

a. Soldiers who enlist as PV1 may be advanced one pay grade prior to the Soldier reporting to IET. The Soldier must demonstrate proficiency on every task prior to being recommended for advancement.

b. The approval authority will verify that all tasks are completed to standard prior to signing the DA Form 4187. The task sheet and exam or online certificate will be filed in the MPF as an attachment to the DA Form 4187.

c. Soldiers not completing all Stripes for Skills (SFS) tasks in the training plan prior to entry on IET may not be advanced.

d. This provision can only be used to advance Soldiers from PV1 to PV2.

e. Soldiers who enlist under the Split Training Option will be advanced per Chapter

2, section II after completion of phase I and before entry into phase II.

f. Stripes for Skills training is housed in the Red and White Phase sections, found on the SMTC SharePoint, as Cadre led instruction.

https://army.deps.mil/army/cmds/CASCOM_SSI_SMTC/RSP_CADRE/default.as px

(1) A Soldier will need to complete all tasks on the checklist to include establish bank account, set up AKO account and successfully pass APFT in accordance with

FM 7-22.

(2) A Soldier must receive a 70% on the written exam and receive a "GO" on all of the Drill and Ceremonies practical exercises. If a Soldier passes the written exam, but receives a NO-GO on the Drill and Ceremonies, the Soldier is not required to retake the written exam.

https://army.deps.mil/army/cmds/CASCOM_SSI_SMTC/RSP_CADRE/default.aspx

(3) When giving the Drill and Ceremonies practical exercise score the Soldier a

GO if the task is performed successfully. Score the Soldier a NO-GO if the Soldier fails one or more areas and the instructor cannot correct the deficiency on the spot (Retraining required at the next military formation). You may use the practical exercise provided with this exam or the Stripes for Skills checklist.

(4) When administering the written Stripes for Skills exam, read the instructions at the top of the exam for further clarification on how the exam is to be scored.

(5) The written exam and the answer sheet can be obtained by emailing a request that includes your name, rank, State and position within the RSP to the Stripes for Skills Exam link. Requests that do not include all of the information listed above will not be filled.

g. Providing a certificate for the online Stripes for Skills training will no longer qualify a Soldier for advancement. While this online training will still be available, it is a tool Soldiers may use to further practice and hone their skills prior to taking the mandatory written exam.

Excerpt from AR 600-8-19, Chapter 7, paragraph 7-17

Stripes for Skills Checklist Example

DA 4187 Example

3-4. Example of Yearly Training Calendar (YTC) and Training Schedule. A successful RSP trains those tasks that primarily focus on ensuring the RSP Soldiers are mentally prepared, administratively correct, and physically ready to ship and complete BCT and AIT. STRM was designed with that in mind, and the Accreditation Checklist outlines the minimum standards to meet those goals. (See Chapter 11)

Training Schedule Example

3-5. Vulcan User Guide.

3-6. ARNG Drill Sergeant Program. The mission of the Drill Sergeant Program is to provide professional Cadre for the RSP. Utilizing trained Drill Sergeant Cadre, the RSP Soldier will become familiar with the demands placed on them while attending IET. It is highly recommended that each site has one certified Drill Sergeant.

ARNG Drill Sergeant Program

3-7. Resident RSP Cadre training. To provide training to select ARNG Soldiers assigned as RSP Cadre. Instruction includes overview of RSP, in/out processing, mailto:wrase@gbpts.com?subject=Stripes%20for%20Skills%20Exams https://smms.army.pentagon.mil/Security/login.aspx?TYPE=33554433&REALMOID=06-d2748b02-d77e-1004-a530-84a74d100cb3&GUID=&SMAUTHREASON=0&METHOD=GET&SMAGENTNAME=-SM-TDu8ntYoU7JL1xNNb2mwmf5b46RdrXJmJpwl77xMPjPrI8MrtNgJujMEBqt5PQ%2b7&TARGET=-SM-HTTPS%3a%2f%2fsm personnel actions, conducting a Battle Hand-Off ceremony, implementation of training plans, Soldier Training Readiness Modules (STRM), operation of automated data bases, conduct of RSP physical readiness training and counseling of the at-risk Soldier.

3-8. Training Management.

a. 120 day training cycle

(1) 1st Drill - Red Phase

(2) 2nd Drill - White Phase (changes each month based on STRM cycle, see training as listed in para 3-2.b. above)

(3) Last Drill - Blue Phase (final drill prior to ship)

b. Conduct training meetings per FM 7-22.7 (ARMY NONCOMMISSIONED

OFFICER GUIDE) para 4-17.

3-9. Warrior Challenge. Numerous States have implemented RSP Warrior Challenges. These challenges were created to give RSP Soldiers the opportunity to compete and test themselves both mentally and physically against their peers from throughout that States RSP Program. Competitions are held on an individual, and in some cases squad level competition. The document attached via the link below was provided by Ohio and serves as an example for other States that might choose to implement a RSP Warrior Challenge.

Warrior Challenge Example

3-10. Operational Physical Assessment Test (OPAT). The OPAT is intended to improve readiness by assessing the capacity of incoming Soldiers to succeed in their assigned Military Occupational Specialty (MOS), while helping to decrease injuries and attrition. A Soldier’s overall score from the four-event test will determine their Physical Demands Category (PDC). Each Soldier must score at or above the required PDC for their primary MOS in order to ship to training. Failure to meet the proper PDC may require retesting, reclassification, renegotiation or cancelation of their ship date, and possibly processing the Soldier for discharge. Listed below is an overview of the basic procedural and administrative tasks to comply with the ARNG RSP OPAT requirements:

a. RSP Soldier will take the OPAT at their first drill.

b. Conduct re-test as needed in accordance with current OPAT guidance.

c. Scan, upload and input consent form (if OPAT is administered pre-accession or in a non-paid status) and scorecard into ERM(GCR), iPERMS, and Vulcan. Ensure the raw scores are recorded in ARISS and that REQUEST is updated.

d. A passing score for the required PDC makes the Soldier eligible to ship. Their ship date can then be renegotiated to the left.

e. Failures can be retested, reclassified to a new MOS which they are qualified for, or have their ship date renegotiated to a later date or canceled. Continuous failure to qualify for any MOS will predicate processing the Soldier for discharge.

f. Ensure MEPS Guidance Counselor verifies OPAT results in GCR and that the scores are listed in the testing portion of the REQUEST printout as soon as possible, but no later than seven days prior to shipping.

OPAT Process Flow Chart

g. The below link will take you to the most recent SMOM concerning OPAT.

SMOM 17-041 and 17-039 with enclosures 1-9

RSP Performance Metrics

4-1. RSP Performance Metrics. The RSP Performance Metrics measure the efficiency of each Recruiting and Retention Command in successfully getting Soldiers through Initial Entry Training (IET). On an annual basis during the 3rd quarter of each fiscal year NGB goals and the weighting of these metrics will be formally assessed and considered for revision. The review process will ensure that the goals are appropriate, realistic, achievable, and correlate with increasing overall training pipeline success.

NOTE: SMOM 17-042, Recruit Sustainment Program Performance Metrics Update, established the below metrics and weightings. As of this publication DPRO has not been updated to reflect the current RSP Performance Metrics.

NOTE: The manually produced RSP Performance Metrics below are distributed by ARNG-HRR monthly. (An example is shown at the top of the next page.)

NOTE: For States with multiple sites recommend metrics breakdown by specific site to identify strengths and weaknesses. The below link is an example of State level RSP Site breakdown of NGB Metrics.

State Level Breakdown Example

SMOM 17-042 (dtd 19 April 2017) 20% 15% 15% 25% 25%

Unit

State SMAC S/M/L

National

Rank

DPRO

Rank

Training Seat

Management Rate

(12 Month Rolling)

Goal: >=95%

RSP Negative End

Strength Percent

Goal: <=5%

Shipper Quality

Control Rate (12 Mo

Rolling) Goal: >=97%

Enlisted Training

Pipeline (IADT)

Success Rate (12 Mo

Rolling) Goal: >=94% Category Rank

Enlisted Training

Pipeline Success Rate

(12 Mo Rolling) Goal:

>=84% Category Rank

AK West Region Small States 25 17 87.59% 18.95% 98.43% 93.94% 10 90.29% 6

AL South East Region Large States 45 48 84.68% 12.54% 96.90% 91.62% 27 82.75% 38

AR Central Region Medium States 53 45 90.91% 4.60% 99.10% 80.43% 54 72.25% 54

AZ West Region Small States 28 24 91.57% 7.51% 98.50% 90.69% 33 82.77% 37

CA West Region Large States 27 36 86.31% 10.11% 96.55% 92.51% 18 88.11% 11

CO West Region Small States 37 16 86.97% 2.82% 98.68% 92.61% 16 76.73% 50

CT North East Region Small States 5 19 84.89% 7.14% 97.33% 96.53% 4 93.87% 2

DC North East Region Small States 51 54 86.67% 13.33% 84.62% 89.47% 40 87.18% 13

DE North East Region Small States 29 33 90.00% 9.49% 97.78% 91.15% 29 85.12% 23

FL South East Region Medium States 33 35 86.92% 9.31% 97.57% 92.20% 23 84.16% 27

GA South East Region Large States 38 47 89.86% 6.96% 97.35% 89.64% 39 80.30% 45

GU West Region Small States 18 18 90.10% 3.70% 93.41% 93.90% 11 85.56% 20

HI West Region Small States 2 5 92.75% 10.34% 98.32% 95.57% 5 93.79% 3

IA Mid West Region Medium States 26 21 93.61% 6.05% 99.86% 88.25% 44 82.09% 41

ID West Region Small States 6 7 94.75% 6.75% 98.46% 93.00% 14 88.28% 10

IL Mid West Region Medium States 17 22 91.71% 2.36% 98.56% 90.61% 35 84.07% 29

IN Mid West Region Large States 39 44 90.62% 11.39% 97.66% 89.28% 41 82.37% 39

KS Central Region Small States 4 3 95.19% 7.14% 100.00% 92.52% 17 88.39% 9

KY South East Region Medium States 22 27 94.50% 3.35% 99.03% 88.06% 46 82.34% 40

LA Central Region Medium States 40 40 91.06% 3.69% 99.06% 86.17% 50 79.27% 46

MA North East Region Medium States 35 30 86.73% 13.00% 97.33% 92.71% 15 85.41% 21

MD North East Region Small States 47 39 83.60% 11.44% 98.87% 91.07% 30 81.73% 42

ME North East Region Small States 11 9 87.97% 16.76% 99.28% 96.61% 3 90.48% 5

MI Mid West Region Medium States 32 28 92.57% 10.74% 99.24% 89.12% 42 83.58% 30

MN Mid West Region Medium States 42 38 92.75% 5.08% 98.72% 85.36% 51 78.49% 49

MO Central Region Medium States 41 51 91.40% 7.76% 96.90% 87.34% 47 80.96% 43

MS South East Region Medium States 46 46 94.64% 8.70% 97.46% 84.75% 52 78.50% 48

MT West Region Small States 50 41 90.00% 9.59% 100.00% 86.98% 48 75.71% 52

NC South East Region Large States 30 42 91.82% 11.52% 95.96% 90.35% 37 86.72% 17

ND Central Region Small States 23 13 89.16% 5.36% 99.61% 92.25% 21 83.22% 36

NE Central Region Small States 21 31 90.12% 3.47% 99.54% 88.73% 43 84.98% 24

NH North East Region Small States 9 6 92.41% 5.71% 99.32% 93.22% 13 85.94% 18

NJ North East Region Medium States 14 8 88.60% 9.87% 100.00% 94.10% 9 87.07% 14

NM West Region Small States 19 11 90.21% 4.92% 99.61% 92.42% 19 83.56% 31

NV West Region Small States 10 14 89.39% 6.03% 97.81% 93.63% 12 86.81% 16

NY North East Region Large States 43 43 85.59% 14.24% 98.99% 90.57% 36 84.10% 28

OH Mid West Region Large States 7 10 94.85% 1.26% 98.84% 91.97% 25 85.34% 22

OK Central Region Medium States 49 53 88.03% 3.42% 97.60% 86.44% 49 75.79% 51

OR West Region Medium States 16 26 92.62% 7.62% 98.07% 90.61% 34 87.00% 15

PA North East Region Large States 3 4 91.72% 18.93% 98.79% 97.27% 1 94.41% 1

PR South East Region Medium States 54 25 72.40% 11.08% 99.45% 92.36% 20 78.59% 47

RI North East Region Small States 12 15 86.59% 8.09% 97.89% 95.56% 6 87.76% 12

SC South East Region Medium States 24 32 93.80% 4.16% 97.91% 88.12% 45 83.23% 35

SD Central Region Small States 15 12 91.40% 4.18% 96.47% 94.15% 8 83.49% 34

TN South East Region Large States 52 52 90.20% 5.12% 97.89% 83.88% 53 75.22% 53

TX Central Region Large States 13 20 92.84% 5.42% 98.24% 90.80% 32 85.65% 19

UT West Region Medium States 1 1 91.12% 1.80% 99.75% 97.14% 2 91.69% 4

VA North East Region Medium States 31 34 90.98% 10.88% 97.57% 91.01% 31 84.52% 26

VI South East Region Small States 44 50 81.08% 15.79% 96.67% 91.18% 28 88.57% 8

VT North East Region Small States 8 2 92.96% 11.76% 100.00% 94.38% 7 89.35% 7

WA West Region Medium States 34 29 89.15% 7.04% 97.93% 91.84% 26 80.42% 44

WI Mid West Region Medium States 20 23 94.74% 8.51% 98.37% 90.33% 38 84.58% 25

WV North East Region Small States 36 37 88.00% 8.16% 93.03% 92.22% 22 83.56% 32

WY West Region Small States 48 49 84.11% 17.18% 94.49% 92.05% 24 83.51% 33

90.46% 7.85% 98.18% 90.17% 83.40%National

Data as of 31 Mar 2018

4-2. RSP Performance Metrics Defined.

a. State Size

(1) Definition: Established Force Structure Group; on December 31 of each year, assess the SIDPERS Authorized Strength for each State. This assignment remains static for the entire calendar year, regardless of any changes to the authorized strength that are made throughout the year.

(2) Calculations: >= 1 Thru < 5000 Small >= 5,000 Thru < 10,000 Medium >= 10,000 Large

(3) Data obtained from: SIDPERS Authorization Table

(4) Period: Calendar Year

NOTE: SMOM 17-042, Recruit Sustainment Program Performance Metrics Update, established the below metrics and weightings. As of this publication DPRO has not been updated to reflect the current RSP Performance Metrics.

b. Enlisted Training Pipeline Success Rate (12 month rolling):

(1) Definition: The total of Enlisted Training Pipeline graduations during the past 12 rolling months divided by the total number of Enlisted Training Pipeline RSP resolutions during the past rolling 12 months, to include both graduations and attrition losses.

(2) Calculations: Based on the total population of Initial Entry Training (IET) graduations (ATRRS 12 mo) divided by that same population plus the total numbers of Training Pipeline Attrition losses (12 mo). [graduates / graduates + losses].

(3) Data Obtained From: ATRRS, Keystone, TAPDB-G.

(4) Period: 12 month rolling.

(5) Goal >=84%.

c. Enlisted Training Pipeline IADT Success Rate (12 month rolling):

(1) Definition: The total number of IADT graduations during the past 12 rolling months divided by the total number of IADT resolutions during the past 12 months, to include both graduations and attrition losses.

(2) Calculations: Based on the total population of IADT Graduations (ATRRS 12

mo) divided by that same population plus the total numbers of IADT attrition losses at training (12 mo). [graduates / graduates + at training losses].

(3) Data Obtained From: ATRRS, Keystone, TAPDB-G.

(4) Period: 12 month rolling.

(5) Goal: >=94%.

d. Training Seat Management Rate (12 month rolling):

(1) Definition: The total number of Enlisted Soldiers who have shipped to Initial Entry Training (IET) during the past 12 months divided by the number of scheduled IET reservations for Enlisted Soldiers in the past 12 months.

(2) Calculations: Based on the number of Recruits actually shipped, divided by number of Recruits scheduled to ship. Exceptions are cancellations within 14 days of enlistment and cancellations or renegotiation's done outside the 45 day window.

[Ship confirmed / ship scheduled].

(3) Data Obtained From: Army Training Requirements and Resources System (ATRRS), Keystone, TAPDB-G.

(4) Period: 12 Month Rolling.

(5) Goal: >=95%.

e. RSP Negative End Strength (NES) Percent:

(1) Definition: The total number of Enlisted Soldiers awaiting Initial Entry Training that are on the NOVAL pay list (RSP NOVAL Pay), or that have been in a non- MOSQ status for more than 21 months (RSP Long-Term Non-MOSQ), or that have been In Training Pending Action for more than 60 days (Long-Term ITPA), or that are awaiting training with no future class reservation (RSP No Future Reservation).

(2) Calculations: The percentage is calculated by dividing the RSP NES population by the total number of recruits in the training pipeline.

(3) Data obtained from: ATRRS, Defense Finance and Accounting Services (DFAS) and Defense Manpower Data Center (DMDC), Keystone.

(4) Goal: <=5 %.

f. Shipper Quality Control Rate (12 month rolling):

(1) Definition: The total number of recruits who have closed a Vulcan trouble ticket in the past 12 months divided by the number of Soldiers who have shipped to IET in the past 12 months.

(2) Calculations: Based on the number of recruits (confirmed shippers) processed at the BCT/AIT locations, divided into the number of recruits without packet errors or deficiencies processed at the training installation and input by ARNG LNOs in the Vulcan LNO Module. [recruits with trouble tickets / confirmed shippers].

(3) Data Obtained From: Vulcan LNO Module and REQUEST.

(4) Period: 12 month rolling.

(5) Goal: >=97%.

4-3. RSP Performance Metrics Improvement Strategies.

a. Enlisted Training Pipeline Success (25%)

(1) Conduct shipper readiness briefs at 210 days focus on shipper issues.

(2) Redundant packet quality control IAW shipper packet POI found in Vulcan and SMTC SharePoint site cadre resources folder.

(3) Conduct Soldier readiness conference calls.

(4) Use a by-name roster.

(5) Have a “HOOAH” event every drill.

(6) RRNCO accountability for Soldier from enlistment through MOS qualification

(NCOER comments, counseling).

(7) IDT training should focus on physical fitness and Soldier Training Readiness

Modules (STRM) tasks.

(8) Encourage maximum participation in Stripes for Skills (SFS).

b. Initial Active Duty Training (IADT) Success Rate (25%)

(1) Make physical fitness a top priority.

(2) Emulate the environment Soldiers will experience at IADT.

(3) Walk through scenarios with Soldiers (pay issues, family issues, medical) so they know how to deal with any issues that may arise.

(4) Conduct outbriefs with Gold Phase Soldiers to identify any hurdles they experienced and use that information to prepare the next cohort of Soldiers.

(5) Allow Gold Phase Soldiers to share their “good new” stories.

(6) Conduct site visits to the training installations to observe and understand the current processes and training events and coordinate with the ARNG tranining base liaisons.

(7) Top down training guidance that is focused on effective training during all phases of the Soldier Training Readiness Modules (STRM) and Stripes for Skills modules. Ensure all Soldiers are trained using the STRM for each phase (located at px)

(8) Utilize Drill Sergeants during Red Phase training.

(9) Thorough initial enlistment screening process ensures pre-existing issues are identified.

(10) Encourage maximum participation in Stripes for Skills (SFS).

c. Training Seat Management Rate (20%)

(1) Conduct shipper readiness briefs at 210 days focus on shipper issues.

Develop an action plan for Soldiers with ship eligibilty issues. Identify an action Officer/NCO responsible for issue resolution and follow up.

(2) Redundant packet quality control.

(3) Conduct Soldier readiness conference calls.

(4) Know your Soldiers, their physical fitness status, education status, family status, and civilian employment status.

(5) Identify drop dead date for renegotiation or cancellation of training (46 days prior to ship date) and annotate on ship roster.

(6) Name by name accountability

(7) Timely Reno/Cancellations. Soldiers that have ship eligibilitiy issues at 46 days prior to ship date, should…