8 Myths About HRC Assignment Officers

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8 Myths About HRC Assignment Officers

Some officers serve half their career before speaking with their Assignment Officer at Human Resources Command. Commonly heard beliefs include:If you get on Branchs radar, theyll send you to Korea;Just lay low and let your commanders speak on your behalf; andI plan to stay with troops as long as I can, so I dont need HRCs help.

Ive worked as an Assignment Officer for almost a year and I recommend against holding on to such beliefs. Further, I think most people hesitate to engage with their Assignment Officer because they really dont know who is on the other end of the phone. Hopefully this post provides you some clarity about who is helping you navigate your career.

The U.S. Army Human Resources Command (HRC) has completed its Base Realignment and Closure (BRAC) move to Fort Knox, Ky. Currently, HRCs new home in the Lt. Gen. Timothy J. Maude Complex employs about 3,300 military, civilian and contract workers. The nearly 900,000 square foot state-of-the-art facility is the largest office building in the Commonwealth of Kentucky. Photo by Robert Stevenson, Fort Knox Visual Information.Linkto photo.

This misconception occurs mostly in the junior officer years but rest assured, your Assignment Officer is an experienced and very successful member of your Branch. And the civilians who work in the Branch offices have years of experience, sometimes decades, and were often active duty themselves, so they know the deal.

Lieutenants and Captains are all managed by post-company command Captains. The Major and Lieutenant Colonel populations are managed by senior Majors and promotable LTCs who will likely go on to command battalions following their HRC assignment. Finally, the Branch Chiefs are successful post-command LTCs, most of whom have prior HRC experience.

Not true. Assignment Officers have no role in promotion boards or selection panels for fellowships and such. We do receive professional development instruction on the board process and participate in mock boards, which gives us insight into how to better prepare the populations files for consideration. (Example: we recently found out in a class that promotion board members cannot see whether a considered officer has verified his/her file in the MyBoard system. Of course its wise of you to look at your file before a board, but if you dont verify it officially, the board wont know.)

Not legally, he cant. We only get access to the promotion lists a short time before theyre made public and sign confidentiality agreements not to release the information outside the building. In fact, asking your Assignment Officer to reveal protected information puts him in a bad ethical position, please dont.

Unfortunately, the Branches have control over very few of the jobs they receive for each rank. Just because theres a job to serve as Executive Officer for the language school in Monterey, CA, nobodys going there unless big Army validates it as a required positionand in todays shrinking Army, thats happening less and less. Check out theArmy Career Trackerif you want to research assignment types and locations.

BNRs have lost favor in recent years because that they wreak havoc on the ability to predict the number of available jobs for each Distribution Cycle. No longer can a Brigade Commander Colonel (or even a Brigadier General) sign a BNR memo and expect Branch to automatically fulfill it we dont have the authority to do so. Only if the BNR is received well in advance of the Distribution Cycle, the gaining unit is authorized the billet, and the assignment makes sense for the officer, will Branch have a case in honoring the request.

Without knowledge on every follow-on assignment that Branch officers have taken, this statement is tough to believe. But further, consider this fact:  folks who work at Branch are very competitive for promotion and command, which means theyre also competitive for the cool jobs like fellowships in Garmisch, Germany and aide jobs for General Officers in Spain. Its a fallacy to think that a duty position at HRC automatically equals a good assignment afterwards. I can tell you that Branch Chiefs take particular care to ensure the follow-on assignment process is fair and equitable.

I didnt know this before coming to HRC, but each Branchs Assignment Officers work in the same office. We share cubicle walls and talk to each other constantly. The experienced Assignment Officers share vignettes with the newer guys to teach them about the job. And when an officer calls someone other than his particular Assignment Officer trying to get what he wants, we all know about it. Not a good technique.

As with every other system in the Army, the Request for Orders process expands well beyond one persons desk. Each RFO requires anywhere from 5 to 20 administrative actions and must be staffed through 3-12 other sections before releasing it. This process helps ensure that each assignment complies with federal law and Army personnel policies. Believe me, your Assignment Officer wants to release it as much as you want to get it.

What other questions do you have about life at HRC?

What has been your experience with your Assignment Officer?

What is your approach with HRC? Head in the sand or Transparent engagement? What does your engagement method communicate to your Assignment Officer?

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Dear Military Leader, great post. I want to learn more about the assignment process for enlisted personnel. Are you the author of this post and if not, could you put me in phone contact with the author? THANK YOU Bruce

Hello, I am indeed the author and worked at HRC, but have limited knowledge about Enlisted assignment processes. You should find all the resources at the following link and info:

Branch has a reputation for a reason. Theyve earned it. About a year ago I got my last choice, Korea, because I apparently needed to reset my dwell time, that day marked the end of my marriage as my husband began to spiral down a depression he would not recover from. Both sections I worked for at the time, O6 positions contacted branch to get me pulled out of the assignment because of what was going on with my husband. Their response was they would pull me from Korea and immediately send me to another dwell reset assignment. With my husband in counseling I figured Korea would be easier in case of an emergency. Three months in my husband lost it and is now missing. Branch manager is selected BZ for LTC. So yeah they earned their bad reputation.

How rough. I hope he is found and safe. Good luck. Sucks on Korea.

Thank you for the information. For newbies it is very helpful and also for the spouses of soldiers. Often spouses, even when we know the lingo feel out of the loop on these decisions. My husband (and I vicariously), have been in long enough to heat both good and bad stories and to experience a little of both ourselves. It is our experience that it really comes down to the unit you are assigned to. I dont mean to step on anyones toes, this is just what our background has been. Thank you again!

Im really glad you enjoyed the post and found it helpful!

Mostly curious is there is an automated smart system that takes an officers preference, past tours and experience, education, etc. and applies some smart mathematical algorithm to optimally place people with upcoming positions?

my branch manager wont answer my emails and im in a time crunch to find something out what to do should I go to their higher ? or wait I know they have received my emails I did the read receipt.

Did you make a phone call to them yet?

If so and still no answer, I would send him/her one more email and tell them that youre going to contact the branch chief in 24 hours if you havent heard anything back. Be professional about it, but you also want to let them know that your situation is a priority for you. You could also try calling one of the other assignment officers to try to reach yours.

You know Ive never seen anything like this posted for the enlisted side. I know my assignments person ended up getting relieved because she couldnt seem to tell the truth. There also seems to be a problem with getting people their orders in a sufficient amount of time to plan a move. I got orders in October of 2010 with a report date of January 3rd 2011. I asked my assignments person to extend the orders out until March so that I have sufficient time to take care of my house and prepare my family for the move. She said ok that she would work with me on it and then turned around and sent me orders the next day. Keep in mind that between the order date and report date I had to deal with Thanksgiving, Christmas and New Years Day. Im retired now so it doesnt affect me anymore but it would help others in the future.

Thank you for writing and allowing families like myself to be able to read and know were not alone and there is soldiers and families that continue to be screwed over and over again ignored for answers to me as a soldiers to prioritize my family when they are enrolled in efmp!

Very successful member of my branch? Really? My last assignment officer was a former platoon sergeant that got busted for a DUI coming through the gate at 0200 one morning. That was his last assignment (Branch manager).

Id say its a safe assumption this discussion on assignment officers actually centers on officers. What with the mention of Generals Aide positions, post-command officers being the HRC assignment officers. Branch Chiefs as opposed to Branch Managers. I would like to believe the other side of the house is run the same at HRC, but I dont believe the author is making that claim.

gets a discussion going, as Im sure we could all use a little more fidelity on

the process. However, Im skeptical of

the total picture mainly because of dealings with my branch over the years. One

factor that I think needs to be considered is the personality of the person

One of myths you mentioned above solidifies my point,

though I will admit Ive never called anyone outside of my branch simply because

I never thought the Finance branch AO would be able to place me in a job in

D.C.(just an example). However, you stated that since you all work in the same

office separated by cubicles, you made it sound like there is a vindictive

strain at HRC as well. By writing when an officer calls someone other than

his particular Assignment Officer trying to get what he wants, we all know

about it. Not a good technique. Is in

not a good technique because it will enrage the particular AO that an officer

is not following the directives given to him/her, and make it easier to send

that person to a place they dont really want to go? Why is it so bad?

Ive had both good and bad AOs in my career. The good ones were the ones that took the

time to reply to my emails and engaged me when there were circumstances I

needed addressed, as I have a family member that is in the EFMP program and has

specific needs that cant be accommodated in certain locations, and worked to

get assignments that fit our needs. The

bad ones were the ones that could care less about my family (or sure as hell

make no effort to be empathetic to their needs), barely replied to my emails or

only replied when they had a snide comment to make with the note call when you

have a chance, or told me that (this is verbatim) we think the assignment to

Afghanistan is the best one for you because of tour equity and I hadnt deployed

in 3 years. In that particular case,

there were 2 jobs in Korea that were perfect for KD time and stabilized my

family as well, and were what I wanted to do.

The funny thing was, the AO hadnt been to a combat zone since 2004 for

his one 7 month deployment-and to add to it, the year of this assignment was

2011. So much for the tour equity line

One other disturbing thing is the review of the

communications history that you note. What

does that have to do with the process?

If a tense conversation occurred between an AO and an officer, does the

AO write that officers name in a black book to ensure they are perpetually

sent to the worst locations? Does the AO

pass that book to successive AOs to ensure the cycle is continued? Has anyone else heard about the blacklist

maintained at branch or am I the only one?

I probably sound a little bitter, and honestly I am, because

there is obviously more going on behind the scenes at HRC than anyone is

willing to let on. I understand as a

Soldier I joined an organization where a mission needs to be done, and we have

an obligation to fill those needs. I

also want to embrace the paradigm that the Army does care about me and my

family, as I tell it to my Soldiers all the time. I just find it hard to believe that during a

period of two wars, several of my peers were able to stay in places like Spain

and Germany and not have to ever walk the streets in Kandahar or drive the

roads in Iraq and achieve the same tour equity that others of us have had. That cant be all about timing.

My last assignment manager was the best yet. She would send emails to the field on an

almost monthly basis, reply to emails (or tell you via auto reply that she

would get back to you within a certain time span and actually reply), and most

importantly, would answer the phone when I called. I feel as if she even bent over backwards

with my upcoming assignment to help accommodate my childs EFMP needs.

Finally, I have to agree with my own career manager;

there is no stated process for an individual getting selected to serve as an

AO. How is it executed? Ive wondered this for years, as it cant

just be the best and brightest: an individual I knew had some challenges early

I lost contact with that individual, but 4 years later where did they

end up? As the junior CPTs AO. To add insult to injury, they were also

selected double BZ to MAJ when those boards started.

This is a good start to open the discussion, but there

are still great deal of unknowns that exist.

If you want to make the process more transparent to the field, and

especially the junior officers, then there should be a new perspective introduced

or a directive that allows officers a few days of permissive TDY (or a pass) to

make an appointment and fly to HRC to meet face to face with a branch manager-something

that opens the doors to the location and enables the junior individuals to see

what its like there instead of branch managers going TDY to selected locations

several times per year. It might be a

When the branch manager recieves everyones slate for upcoming jobs, how do they go about selecting who goes where? What does the branch manager look at when deciding who to place where? It seems sometimes there is no rhyme or reason.

1. Call your assignment officer and ask that question. See if he/she answers it to your satisfaction. There is enough latitude at HRC for your assignment officer to shed light on the process. In fact, there is a tutorial video on the HRC website about how the Distribution Cycle works.

2. Actually, Im working a post right now that will illuminate processes like assignment slating, nominative assignments, etc. Theres a lot that assignment officers can share with the field and it actually benefits HRC to be transparent with the process (just as it benefits YOU to be transparent with HRC about your life situation and concerns).

Speaking from my perspective, there is a very deliberate, methodical process to assigning who goes where. Its based timing, file strength, dwell time, deployment history, EFMP/MACP status, officer preference, and several others. We scrub ORBs/OERs, review the communications history with branch, and engage in constant conversations to ensure we understand the officers and their situations. I take it as a personal responsibility, not just a duty.

The tension between the population and HRC comes from the dissatisfaction that follows when the needs of the Army outweigh officer preference. I can tell you that in a shrinking Army, officer preference is decreasing in importance. Its a numbers game, to some extent; there are too many critical jobs to fill and officers dont always want to go to them.

Thats the point where it pays to have an assignment officer who is personable, empathetic, and understandingeven when delivering unwanted news.

Let me know what your assignment officer says when you email him/her!

Heres the thing: most of us get that an assignment officer at HRC is trying to do a job that has a lot of requirements. The problem is the other myth, the one that I am my own best career manager. I have heard this countless times. So what happens when I try to take my career into my own hands and go to SMU selection? On one occasion, I was denied a release by branch to go to selection. A year later, when I was still in my window, I re-applied and was permitted to go to selection. I passed. I was selected. When I returned and waited for PCS orders that never showed up, I contacted SMU branch. They told me there was a problem with my basic branch and I contacted them. They told me that I wouldnt receive a release because there were too many priority assignments and not enough KD complete officers in my branch. Where did they send me? To a non-priority assignment where I didnt deploy.

I know youre going to say that there are sob stories out there for every Soldier, and HRC does its best, and it was probably a communication problem between SMU and my basic branch, but the fact is, this happens more often than it should. In the sense that actions speak louder than words, the message to the field is not the one that each Soldier is his or her own best career manager.

Also, as far as being a very successful member of my branch, this is way too objective. The assignment process for getting the HRC job isnt transparent. Theres no MILPER message for application requests. My guess is that ORBs and OERs are used. Okay, fine, but this is even more objective for Captains and Majors, the majority of which have held the same jobs. How do you know if the officers senior rater is just good (or bad) at writing OERs? Especially with Captains, where youre looking at what, one, maybe two command OERs and couple of staff position OERs? The rest are Lieutenant OERs, which again, are extremely objective based on the person looking at them and writing them. A Lieutenant isnt going to go to his or her Battalion Commander and ask for different verbiage based on what HRC is telling them, and if they did, it would be poorly received.

The branch managers are not the problem with HRC. The problem is that as the Officer have very little influence over any of their assignments regardless of their performance. HRC needs to adopt some of the hr policies used by Google where employees can apply for the positions they want and the hr managers are only there to advise and coach. Instead HRC forces the branch managers to slot all the officers in an arbitrary manning cycle forcing them to treat people like equipment.

After 3 enumerated ACOM Evaluations in a row I realized I still had no better chance of getting any assignment I wanted. I got out and I had 100% control on where I would go next.

Too many Soldiers get hurt by this zero flexibility system. I found it too demeaning and now HRC cant arbitrarily push my family around anymore.

I just wanted to do a quick snapshot of my dealings with my assignment officers. I was nearing completion of flight school and my first assignment was ready to happen. AOs came down to Fort Rucker. Here goes the conversation:

Congratulations, he said, you got one of your assignment choices youre going to Panama!

Panama, I replied, was that one of my choices?

Sure it was, he said, see, choice 9 of 9 choices (old dream sheet)

Look, I said, Ill trade with my classmate over there, you just gave him orders for Korea Ill go to Korea instead and we can swap.

Sorry, he said, you have different qualifications than him

Wait a minute, I said, we are both graduates of IOBC, flight school and school trained Aeroscouts. The only difference between him and me is he is married and I am single?

Exactly, he said, thats why youre going to Panama good luck!

The rest of my career looked the exact same way. The first assignment I completely controlled was when I left the Army.

I just wanted to do a quick snapshot of my dealings with my assignment officers. I was nearing completion of flight school and my first assignment was ready to happen. AOs came down to Fort Rucker. Here goes tthe conversation:

Congratulations, he said, you got one of your assignment choices youre going to Panama!

Panama, I replied, was that one of my choices?

Sure it was, he said, see, choice 9 of 9 choices (old dream sheet)

Look, I said, Ill trade with my classmate over there, you just gave him orders for Korea Ill go to Korea instead and we can swap.

Sorry, he said, you have different qualifications than him

Wait a minute, I said, we are both graduates of IOBC, flight school and school trained Aeroscouts. The only difference between him and me is he is married and I am single?

Exactly, he said, thats why youre going to Panama good luck!

The rest of my career looked the exact same way. The first assignment I completely controlled was when I left the Army.

I appreciate you taking the time to inform and clarify. I thought this was a really interesting read, especially when I myself had believed some of these myths.

The only comment I disagree with is that not all LTs a.d CPTs are managed by post command CPTs. Not all branches require CPTs to command to be considered KD.i.e. AG.

Thats possibly true; I didnt specify in the post. I can only speak for Infantry Branch without researching more. Thanks for the comment!

Lots of great points in here. Im a fellow, current AO working on behalf of about 1,600 Active Duty, tech warrant officers, W1-W5.

I think it takes a village to raise a good officer so I find the table talk among the desks quite helpful. Why wouldnt I? These are the future senior leaders within my branch. Also those leaders value having officers in their formations whove served at HRC. Ive learnt more about how the Army works in the last year than my 18 yrs of service.

I also think the BNR process has improved a lot in the last year prevents over strengthening DMSLs ensures were manning to AMG and if the move doesnt support the career development needs of an officer we simply dont move them.

Thanks, Brian! I cant tell you how much Ive learned just from the conversations that arise from the unique situations we encounter. Theres a ton of knowledge that Ill be able to relay to future Soldiers Ill work with.

On your second comment, you nailed it. The Army doesnt have the flexibility NOT to predict how units will be filled. BNRs generally work against that, particularly the ones that are out of cycle. And yes, if the move doesnt support the officers career, we will fight it. Makes no sense to sacrifice a junior officers long term potential for a senior ones short term.

If you work at Branch, you get a sweet assignment after you leave. A Myth? Thats a laugh.

Well, its actually a nuanced statementof the people transitioning out of my Branch next year, 3 will (likely) go on to command battalions (selected by a board of 17) and the others will go to ILE. No exceptionally sweet, undeserving assignments there.

What have you seen thats laughable?

First is the issue with the term sweet assignment Yes, it is nuanced.

My contention is that HRC branch managers in assignments controlled by their branch are more likely to get their choice of assignment than those not assigned to HRC.

The examples you provide are boards not controlled by the branch:

ILE= Centralized board not controlled by branch

BN CMD= Centralized board not controlled by branch (although BN slating is not)

If it is true that assignment officers get no better choice of assignments than others, show the data over time. Show where the majority of HRC assignment officers failed to get one of his/her two top choices.

Until the process is more transparent, myths like the one you dismiss will continue.

BTW, when you finish up at HRC, drop me an email nd let me know if you failed to get one of your top choices. Be honest.

Thanks Doc, the real takeaway from my comment is that most AOs (in my sphere of influence) go to assignments that are, as you said, not controlled by Branch. So, arguing that we get sweet assignments may not be statistically significant. Sounds like you have detailed experience to the contrary, though.

Id just ask anyone who holds onto the myth to, like you did, examine the true nature of their belief. Does it arise from fact or rumor? And speak accordingly.

Thanks for taking an interest in the discussion and offering your thoughts! It makes the site a dynamic place!

As a former Blue Dotter myself, you are 100% on target with your observations and responses. Another one of my favorite thoughts is an Officer can stabilize using the High School Senior Stabilization program. WRONG! That program will stabilize the family while the officer is still world wide deployable

How MIGHT high school stabilization work when said officer is a single parent? In my case, I just PCSed and my daughter is a freshman.

Brian, thanks. My family care plan AND custody docs say that she goes to the other side of the country during a deployment. Which, I would think, negate the whole point of stabilization. Fingers crossed its not an issue.

Youre right. Court order wins the day on this one! Good luck!

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The Army Structured Self Development Level 1 course, commonly called SSD1, is a prerequisite course for soldiers to attend Warrier Leader Course (WLC). Most Active Duty soldiers are expected to completeduring duty hours (yeah, right) or in their off time from work. It is just another part of that soldiers duty pay.

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Register, log in, and complete Army Structured Self Development Level 1.

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FY17 Regular Army (RA)/United States Army Reserve (USAR) Active Guard Reserve (AGR)

MSG Promotion Board Announcement …Issued:[28-Oct-2016]…

1. This MILPER Message will expire NLT 30 Oct 17.

NCOER NLT 1700 EDT 27 Jan 17

AMHRR updates NLT 1700 EST/EDT 27 Jan 17

ERB updates for AC NCOs NLT 1700 EST/EDT 31 Jan 17

3. Policy: Close attention must be given to specific eligibility criteria and other requirements contained in this

a. IAW reference C, Headquarters, Department of the Army (HQDA) selection board is scheduled to convene

at the DA Secretariat (DAS), Fort Knox, KY on 7 Feb 17 to consider eligible Soldiers for promotion to MSG.

Additional board missions include conducting the QMP, Qualitative Service Program (QSP) and Standby

b. Soldiers erroneously included in the zones of consideration for promotion, if selected, will be administratively

c. Senior Leaders Course (SLC) and Structured Self Development Level 4 (SSD-4) completion is a firm eligibility

requirement for consideration by this board (Ref A & C).

d. Beginning with the FY18 MSG selection list, Soldiers must graduate the Master Leaders Course (MLC) to be

considered fully qualified for promotion. This policy (linking MLC to MSG promotion) will be captured in a future

iteration of AR 600-8-19 prior to implementation. In order to facilitate transition to this change, the FY17 MSG

selection list is designed to satisfy projected monthly promotion requirements through FY18. All eligibility criteria

established below is in support of that effort.

e. Declination of consideration. Soldiers in the zone of consideration for MSG may take action to decline

consideration for promotion to MSG using My Board File.

b. Any changes in a Soldiers eligibility status must be reported immediately with supporting documents to HRC

Promotions Branch at: usarmy.knox.hrc.mbx.tagd-sr-enlisted- for RA or usarmy.knox.hrc.mbx.

5. Processing Noncommissioned Officer Evaluation Reports (NCOERs) and DA Form 1059s Academic Evaluation

Reports (AERs). In order to be eligible for consideration by the board, all mandatory or optional NCOERs/AERs

must be received, at HRC Evaluations Branch by 1700 EST on 27 Jan 17. A Complete-the-Record NCOER may

be submitted only for a Soldier who has completed at least 90 calendar days, excluding nonrated periods, in the

same position under the same rater as of 29 Oct 16. The required Thru Date for Complete the Record Reports

MILPER

A. MILPER Message Number 17-062, 2 Feb 17, subject: FY17 Regular Army (RA)/United States

Army Reserve (USAR) Active Guard Reserve (AGR) SFC Promotion Board Announcement.

B. MILPER Message Number 15-343, 29 Oct 15, subject: Preposition Promotion Selection Results

(Officer and Enlisted) In Electronic Total Officer Personnel Management Information System

2. The official release of the FY17 Regular Army (RA)/United States Army Reserve (USAR) Active

Guard Reserve (AGR) SFC Promotion Selection List will be pre-positioned to authorized agents in

eTOPMIS on 14 Aug 17 at 1700 (EST) hours. This information will be treated as close hold until the

3. The official results of the FY17 Regular Army (RA)/United States Army Reserve (USAR) Active

Guard Reserve (AGR) SFC Promotion Selection List will be posted to the Human Resources

Command (HRC) website for commanders, Soldiers and human resource users to download on 15

5. POC for this list or its release is, HRC, Promotions Branch, Senior Enlisted Promotions Section

usarmy.knox.hrc.mbx.tagd-sr-enlisted-.

Army SFC Promotion Board Results 2017

This is not a Government Sponsored website

Army NCO Counseling Pack All in one

Counseling Soldiers has always been a challenge for new Noncommissioned

Officers so our team of NCOs has created over 60 Counseling Statement

Examples with updated forms and regulations to provide all NCOs the best

resource needed to produce clean and to the point counseling statements.

Time remaining to Order at sale price

Failure to Follow the Chain of Command

Includes the following Counseling Examples:

Army releases SFC promotion list

The Army on Thursday released the sergeant first class promotion selection lists for active Army and Army Reserve Active Guard and Reserve soldiers.

Army announces senior enlisted promotions for June

The Pentagon is being sued for allegedly discriminating against people living with HIV

Indo-PACOM it is: Pacific Command gets renamed

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2018 Sightline Media Group

Current

Resident Military Education Yes/No List for promotion point status only. Four promotion

points per week (defined as 40 training hours) as of 29 May 2015. Resident Military Training

Courses must be registered through ATRRS, Physically sit in a classroom, and upon

completion be on the Soldiers ATRRS transcript. The resident course that the Soldier

attended must match this yes/no list. Computer based (online) training courses cannot be

selected in eMILPO under resident military training.

Download the Current Yes/No Resident Courses List

This is not a Government Sponsored website

Army NCO Counseling Pack All in one

Counseling Soldiers has always been a challenge for new Noncommissioned

Officers so our team of NCOs has created over 60 Counseling Statement

Examples with updated forms and regulations to provide all NCOs the best

resource needed to produce clean and to the point counseling statements.

Time remaining to Order at sale price

Failure to Follow the Chain of Command

Includes the following Counseling Examples:

Hrc Promotion List By Name

U.S. Army Enlisted Promotion cut-off scores, Promotion by

Get the latest U.S. Army Enlisted Promotion cut-off scores, by name list Information and Updates to the Armys new Enlisted Promotion Point System. All MILPER and ALARACT Messages.

HRC Homepage Enlisted Promotion Point Cutoff Scores 2018

The security accreditation level of this site is UNCLASSIFIED and below Do not process, store, or transmit any Personally Identifiable Information PII, UNCLASSIFIEDFOUO or CLASSIFIED information on this systemGet the latest US Army Enlisted Promotion cutoff scores, by name list Information and Updates to the Armys new Enlisted Promotion Point

By name list for promotion? • r/army – reddit

By name list for promotion? submitted 3 Yes I have the required points to be promoted. I am on the by name list that is put out every month by HRC.

Enlisted Promotion Point Cutoff Scores HRC Homepage 2018

Get the latest U.S. Army Enlisted Promotion cut-off scores, by name list Information and Updates to the Armys new Army Promotion Point Trend Report My HRC 2018.

Enlisted Promotion SOP 1 – SSI Learning Resource Center

also ensure Soldiers name is listed on HRC by name list. Type the promotion orders and Soldier met cut off 1 Enlisted Promotion SOP 1

DEPARTMENT OF THE ARMY U.S. ARMY HUMAN RESOURCES COMMAND

After Soldiers appear on the HQDA Promotion Selection By-Name List, HRC Enlisted Promotion Recommended List CUT-OFF SCORES ELIGIBLES ON LIST PROMOTIONS

AGR SGT Promotion By-Name List – Military Times

AGR SGT Promotion By-Name List The following Soldiers appear on the HRC Monthly SGT Promotion Selection By-Name List and have been selected for promotion for 1 April 2016.

The BDE S-1 will forward that to HRC Promotions and 11 By Name Promotion List due been on the 1 May 11 By Name Promotion List. 2. Board Proceedings 3. Cut off

DEPARTMENT OF THE ARMY – Military Times

After Soldiers appear on the DA Promotion Selection/By-Name List, Department of the Army Promotion Point Cutoff CUT-OFF SCORES ELIGIBLES ON LIST PROMOTIONS

HUMAN RESOURCES COMMAND – Military Guide

HUMAN RESOURCES COMMAND Briefing to to General Odierno NAME BR YEAR GROUP CURRENT TITLE HRC does not recommend PMS as CSL:

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