Posted on Jan 14, 2019
Why doesn’t PERSCOM provide a briefing to AIT graduates?
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I have seen countless times on RP about folks that have questions regarding their own career - and I mean basic crap!
Why doesn’t HRC send a representative to the graduating AIT classes to explain the importance of guiding ones career?
Soldiers have no clue coming into the Army that they control their career, and if they do not, the Army will for them!
Key things -
-ALL eligible PCS assignments (incl. lengths)
-Schools for their MOS
-NCO school locations
-ASVAB retesting for career enhancement
-Career paths (USASMA, WO, OCS, Green-to-Gold, etc.)
-SOF Schools
-Basic 4187 matters and how to properly handle, to include the expected process
-What is expected for promotions from E1-E9 (Meaning how does one prepare for promotions thru E9 for their MOS; schools, education (Military/Civ/Correspondence), awards, assignments, leadership, etc.)
These are just a few off the top of my head!
When you have E1-E6 personnel on here asking, basic crap, there should be change (30 years ago would have been nice for me). A mentor would help but providing these things early on, soldiers might be better prepared for their own career enhancements!
Thoughts anyone???
Why doesn’t HRC send a representative to the graduating AIT classes to explain the importance of guiding ones career?
Soldiers have no clue coming into the Army that they control their career, and if they do not, the Army will for them!
Key things -
-ALL eligible PCS assignments (incl. lengths)
-Schools for their MOS
-NCO school locations
-ASVAB retesting for career enhancement
-Career paths (USASMA, WO, OCS, Green-to-Gold, etc.)
-SOF Schools
-Basic 4187 matters and how to properly handle, to include the expected process
-What is expected for promotions from E1-E9 (Meaning how does one prepare for promotions thru E9 for their MOS; schools, education (Military/Civ/Correspondence), awards, assignments, leadership, etc.)
These are just a few off the top of my head!
When you have E1-E6 personnel on here asking, basic crap, there should be change (30 years ago would have been nice for me). A mentor would help but providing these things early on, soldiers might be better prepared for their own career enhancements!
Thoughts anyone???
Posted in these groups: 
PERS: Personnel
US Army Sergeants Major Academy (USASMA)
PERS: Personnel US Army Sergeants Major Academy (USASMA)
Posted 6 y ago
Responses: 6
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SGT Jim Ramge, MBA I get what your saying. This is why we have an NCO Corps, to coach, train and mentor. They get this knowledge from coaching and mentoring and NCO professional development from the unit, institutional, and self development.
As I said to SGM Bill Frazer it think these soldiers will flush it from the brain housing group unless they have skin in the game at that moment. It has to have context (which they have none) and necessity (I've got Tom get this done). These lessons are usually learned one at a time over time.
A CAC enabled web based Course is hard to do in an IET environment.
As I said to SGM Bill Frazer it think these soldiers will flush it from the brain housing group unless they have skin in the game at that moment. It has to have context (which they have none) and necessity (I've got Tom get this done). These lessons are usually learned one at a time over time.
A CAC enabled web based Course is hard to do in an IET environment.
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SGT Jim Ramge, MBA
SGM Erik Marquez LTC Jason Mackay SGM Bill Frazer
I get the waste (travel) and retainment (as a former Intel guy, we retained stuff pretty good - so forgot about the lapses of those with less smarts and forgetting what they learned in AIT).
As mentioned by another NCO, great advice but it could be done via online possibly vice travel as we spoke. The fact that HRC is undermanned, that’s poor sustainment and billeting by Sr. Staff. If it’s undermanned, an assessment should be done to see where the gaps remain or are needed to fill - that’s not an excuse to me, that poor judgement by those running to get the slots increased.
My point was simple and yes, the NCO Corp should lead as mentioned, as that knowledge of ones MOS is a tool for success!
My example is this, since the SMA wants to push college, prior to any college class, you have a syllabi providing that direction. Why not have such for ones career paths for their MOS? How to get from PVT (point A—>B) SGM/CSM/WO/2LT... There are differing paths for each. If you provide a syllabi at the beginning for their success (as each of you learned in college), you would know how to get to a retirement grade - basically mapping a career!
I get the waste (travel) and retainment (as a former Intel guy, we retained stuff pretty good - so forgot about the lapses of those with less smarts and forgetting what they learned in AIT).
As mentioned by another NCO, great advice but it could be done via online possibly vice travel as we spoke. The fact that HRC is undermanned, that’s poor sustainment and billeting by Sr. Staff. If it’s undermanned, an assessment should be done to see where the gaps remain or are needed to fill - that’s not an excuse to me, that poor judgement by those running to get the slots increased.
My point was simple and yes, the NCO Corp should lead as mentioned, as that knowledge of ones MOS is a tool for success!
My example is this, since the SMA wants to push college, prior to any college class, you have a syllabi providing that direction. Why not have such for ones career paths for their MOS? How to get from PVT (point A—>B) SGM/CSM/WO/2LT... There are differing paths for each. If you provide a syllabi at the beginning for their success (as each of you learned in college), you would know how to get to a retirement grade - basically mapping a career!
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LTC Jason Mackay
SGT Jim Ramge, MBA DA PAM 600-25 has NCO development for each MOS with a career timeline.
http://www.benning.army.mil/infantry/ocoi/content/pdf/p600_25.pdf
There is also a online Career Map via AKo that is tailored for each soldier. I can't show it to you as it is behind the CAC curtain and I can't get to it any more.
TRADOC also has to cut something to add something. It took a blue chip for them to extend basic training recently.
http://www.benning.army.mil/infantry/ocoi/content/pdf/p600_25.pdf
There is also a online Career Map via AKo that is tailored for each soldier. I can't show it to you as it is behind the CAC curtain and I can't get to it any more.
TRADOC also has to cut something to add something. It took a blue chip for them to extend basic training recently.
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Perhaps not a Representative (as that would be A LOT of reps constantly travelling), but certainly I could see having a video briefing created by PERSCOM and given to graduating classes. But, I certainly agree this should happen.
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SGT Jim Ramge, MBA
An online mandated sub-course would work as well with an intro by the MACOM CDR/CSM welcoming, or congratulating for graduating... I just thought that it should be something that might benefit folks! How presented/conveyed is another issue all in itself.
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Because it would go in one ear and out the other. 80% of the people I talk to are certain they're only going to be in the Army one term. They're concerned with the immediate future. Most don't even learn about what it takes to get promoted until they've passed the board.
On top of that, there's a different level of experience in the NCO corps now. 20 years ago when I joined, a SGT would have at least 5 years in and a SSG would be closer to 8 or 10. Then during the surge you had E5 in 2 years, E6 in 3 years, E7 in 7 years. Those inexperienced leaders taught the leaders of today. An E5 then had more experience solving Soldier issues than an E6 of today.
On top of that, there's a different level of experience in the NCO corps now. 20 years ago when I joined, a SGT would have at least 5 years in and a SSG would be closer to 8 or 10. Then during the surge you had E5 in 2 years, E6 in 3 years, E7 in 7 years. Those inexperienced leaders taught the leaders of today. An E5 then had more experience solving Soldier issues than an E6 of today.
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