Abstract
Soldier for Life or SFL-TAP is a program that helps soldiers, family members and DA Civilians to transition out of the army or find a job outside of military life. Before there was ACAP or SFL-TAP, soldiers were given a few days to turn everything in and given their last paycheck, then given their belongings and sent on their way. A counselor read them a preset script explaining their options for the civilian jobs. Soldiers were able to wait until they were almost out and to the Army, this was too late for soldiers to learn about transition information. This resulted in soldiers not getting the skills they need to properly inter back into the civilian life. This is one of the reasons why ACAP was implemented. On 7 July 2014,
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The Soldier for Life program or SFL-TAP is a program for soldiers that are transitioning out of the army. It’s a tool used to help soldiers get back into civilian life and to give transitioning soldiers the skills to find a job. It’s an average of 40 hours throughout the 12 to 24 months. SFL-TAP is under AR 600-81. It was called ACAP, which stands for Army Career and Alumni Program. ACAP was established in 1990’s to help soldiers transition out of the army life easier. At that time, it offered “optional” workshops for soldiers to start the process within 90 days before separation or retiring from the military. The workshops were to help with understands how to budget their money, transition plans, transferring skills from military to civilian life, resume writing, job applications, how to conduct an interview and what options were available through VA benefits. Before ACAP, a soldier was not given these options and opportunities. Soldiers were given only days to get out …show more content…
Stage one is a review of the soldiers ITP (individual transition plan) and CRS (career readiness standards) deliverables. Stage two allows the commander to verify that the soldier has a viable ITP and met the CRS. Everything is then documented on DD Form 2958. (DD Form 2958 is the Service Members Individual Transition Plan Checklist) (AR 600-81). Phase six is the commander signing DD Form 2648 and then the online survey (wood). There are also complementary courses online on the JKO website. They consist of, Dress For Success, Family Concerns, Interview Techniques, ITP Review, Salary Negotiations, Skill Development, Special Issues and Value of a Mentor
Career counselors fill extremely demanding positions requiring an unusual amount of effort to accomplish their mission. The Table of Distribution (TDA) only allows one career counselor position, in every Battalion. The amount of personnel fluctuates between 300-800 Soldiers. As identified above MOS 79S, is currently experiencing a shortage causing an additional workload within a small team of NCOs adding additional stress to an already demanding position. The unique skill set a career counselor possesses are different from any other MOS. Career counselors utilize an automated system called RETAIN. Once a career counselor successfully graduates from the basic career counselor course, they receive access to RETAIN. HQDA and HRC both monitor this system. Only those authorized personnel career counselors have access to this automated system. While a unit can assign an additional duty reenlistment, Noncommissioned officer (NCO) to fill the position they will not have access to
The SPCC is targeted to commissioned officers in grades 0-5 (Lieutenant Colonel) or 0-6 (Colonel) who have been centrally selected to command TO&E (Troops, Organization & Equipment) Sustainment Units. This course provides training in modular force operations for newly selected command designees, enabling them to function effectively throughout their command tour. The focus is current and emerging sustainment doctrine and leadership topics for commanders. Training received during the SPCC at Fort Lee is intended to complement the Pre-Command Course (PCC) program of instruction (POI) at Fort Leavenworth, KS; making training consistent at both locations.
PBS’ Frontline film “The Wounded Platoon” reviews the effects the Iraq war has had on soldiers as they return home and transition back into civilian life, focusing particularly on the rise in post-traumatic stress disorder (PTSD) among American military members from Fort Carson Army base (Edge, 2010). Incidents of PTSD have risen dramatically in the military since the beginning of the Iraq war and military mental health policies and treatment procedures have adapted to manage this increase (Edge, 2010). In “The Wounded Platoon,” many military personnel discuss how PTSD, and other mental health struggles, have been inadequately treated (if at all) by military mental health services. Reasons and Perdue’s definition of a social problem allows us to see inadequate treatment of PTSD among returning United States military members as a social problem because it is a condition affecting a significant number of people in undesirable ways that can be remedied through collective action (Reasons & Perdue, 1981).
1. Purpose. To provide Special Forces Warrant Officer Advance Course (SFWOAC) Class 002-16 a concise overview of ADRP 6-22 Army Leadership.
CF02,Full Range Leadership Development. (2012). Maxwell Gunter AFB. Thomas N. Barnes Center for Enlisted Education (AETC)
Veterans have struggles with their civilian life after separating from the U.S Armed Forces. Returning to the civilian life seem to be a big challenge for veterans who have no prior job’s skills for civilian life because they had been influenced from military’s training, have physical and psychological damage.
This year, the United States is set to end over a decade of continuous combat operations in Afghanistan as well as reduce the size of the military in an effort to restrain the growing deficit of the federal government. While some welcome these actions, they will have a significant effect on the men and women of the armed forces. Since the military is now focused on returning to a peacetime posture and cutting personnel, more veterans will be entering the civilian market. These men and women, who come from all walks of American life, will have had vastly different experiences than their civilian counterparts. These veterans will have spent their formative years in a wartime military and while they have so much to offer society, often, their service and they as individuals are stereotyped with unflattering characteristics by civilian managers, which has a negative impact during their post-military search for employment. Some civilians see them as uneducated and suffering from a host of mental problems related to their service. This problem is not only relevant for recent veterans but for all of those who have volunteered to serve in the military. Veteran unemployment is a serious problem for the United States. Those who choose to serve in the military should not be negatively impacted in the civilian marketplace as a result of their sacrifice.
Stage 2 involves dividing viewpoints documented in the first stage into clusters. This allows experts to organize functions/non-functions based on viewpoints. Which makes it easier to read of the page and neater. Furthermore, it helps the expert create a CORE viewpoint hierarchy. Example Below:
The plan should take the Soldier from enlistment to discharge or retirement. The plan begins with the transformation process during Basic Combat Training (BCT). It is here where the training plan begins to take shape in molding a civilian into a highly skilled and qualified Soldier prepared to contribute as a team member. It starts with the introduction of the Army way of life, to understand, accept, and live the Army seven values and Warrior Ethos. It must build upon character development, focus on strong leadership traits, and instill the core values of the Army. Weapons immersion; Soldiers must be comfortable and proficient with all of their assigned weapons, to include individual, crew-served and less-than-lethal weapon systems. Our Soldiers will be able to employ their weapons under any conditions, anywhere in the world to destroy our nation’s enemies. Lastly, the ultimate goal for BCT is to produce a well-disciplined and physically fit Soldier ready to take on the challenges and stresses of a complex
If veterans can use the programs like TAPS as another tool to add to their arsenal they might find it easier to transition (England,2003). Every veteran is going to experience becoming a civilian just as much as each military experience is unique, and all a veteran can do is use every tool given to them. Together with those tools and the help of friends, family, loved ones, or even a helping hand of a stranger all they can do is take life one day at a
...articipate in the ACAP program to utilize the employment transition program a drop in unemployment will occur as well as drop in veteran suicide rates.
A survey of OEF/OIF Veterans identified major rates of post-traumatic stress disorder (PTSD), depression, alcohol-related problems, social and family problems, and suicidal behavior. However the most alarming statistic is not about deployment rates or rates of diagnoses, the most alarming fact is that fewer than 10% of those diagnosed with PTSD or depression have received the recommended the mental health treatment upon re-integration into society. The dropout rate at the Veterans Association (VA) PTSD clinics is distressingly high as well when looking into VA records it was found that 68% of OEF/OIF Veterans dropped out of their prescribed counseling and programs prior to completion (Garcia et al., 2014). Because most of these men were deployed mul...
Receipt of mission. In this stage, the commander receives an order for the mission to be carried out. The military staff then embarks on the data collection and information gathering that is necessary and relevant to conduct mission analysis. A timeline is then established, and the battalion commander issues guidelines that focus on the initial CCIR.
Upon evaluation, the journal article “ Mental Health in Deployed and Non-deployed Veteran Men and Women in Comparison With their Civilian Counterparts” by Mark W. Hoglund and Rebecca M. Schwartz published by Military Medicine in Volume 19 proves to be a moderately reliable source due to the academic presentation which includes data, personal interviews, qualified sources and a balanced argument that have points that support their argument. Mark W. Hoglund was a project manager for Family Health services, he served as a Human Resources professional in three different organizations, and studies Adult Career planning and Development. Rebecca M. Schwartz is a clinical psychologist, assistant professor, and a graduate of public health. Although Schwartz never served in military and majority of her studies are for HIV in kids and women this leads her to have lot of information about the mental being.