What changes would you like to see come to the management of the CSM/SGM population?

SGM Mike Barbieri — Thu, 05 Nov 2015 12:37:04 -0500

http://www.army.mil/article/130591/Army_taking_steps_to_improve_its_CSM__SGM

There will always be areas for improvment, especially within the HR realm. What would you like to see done to improve the processes that are used to manage the highest enlisted grade in the Army? Are there any existing policies that you feel hinder the efforts towards managing talent?

Army taking steps to improve its CSM, SGM key-billet talent-management efforts

The Army has implemented changes to how it considers, selects and slates command sergeants major and sergeants major for the privilege of serving in Command Select List positions.

Response by 1stSgt Private RallyPoint Member made Nov 5 at 2015 12:40 PM

1stSgt Private RallyPoint Member — Thu, 05 Nov 2015 12:40:10 -0500

I think the Marine Corps does it right. WHile we do not swap between MGySgt and Sgt Maj, the make up and break down along with the relationship between the two ranks works well.

Response by CSM Private RallyPoint Member made Nov 5 at 2015 12:40 PM

CSM Private RallyPoint Member — Thu, 05 Nov 2015 12:40:42 -0500

Here's one that currently affects me and I am sure many other E-9s. They need to fix the RCP/CSM program. If I can stay in the Army for 32 years why can't I compete on the BN/BDE CSL if I have over 27 years of service.

That is just one example. Personally I think there are too many SGM positions in the Army anyway.

Response by CSM Carl Cunningham made Nov 6 at 2015 1:47 AM

CSM Carl Cunningham — Fri, 06 Nov 2015 01:47:03 -0500

The two main things that would be great for SGM assignments would be 1) transparency 2) a standard.

Of course transparency is easier said than done. It is hard for HRC to be transparent when the Soldiers they are dealing with are not always transparent. With that said, do SGM's really have choose where they go that often(unless it is a retirement assignment)? I suspect nominative CSM's have a lot of say in where we go. Maybe if I worked at HRC, I would have a better understanding ;)

What I mean by standard is that we should have an AR or DA Pam that cover assignment utilization for the CSM/SGM. Nominative level CSM/SGM's have an SOP that covers their utilization, we should have something similar since I doubt AR 614-200 really follows the reality of how we are assigned. It should probably be a DA Pam since they are easier to update which is needed which the ever changing processes that seem to happen for CSM/SGM assignments. If a DA Pam is made, it should cover the process for CSL (especially for alternates) and also have a chapter specifically assignments for SGM's straight out of USASMA. I think this would help manage expectations for those SGM's that do not realize how often they may have to move for Army requirements.

Lastly, I would also ensure that all branches are on the same page when explaining talent management and broadening. I have heard a few different ideas of what they really mean, which means the branches will manage their personnel differently.

I hope I was clear in writing this. Please let me know if you have further questions SGM Mike Barbieri

Response by SGM David W. Carr LOM, DMSM MP SGT made Dec 18 at 2015 10:39 PM

SGM David W. Carr LOM, DMSM MP SGT — Fri, 18 Dec 2015 22:39:58 -0500

I think that the Army did a poor job of taking care of SGM/CSMs in low density fields.
CMF 74Z Information Systms Chief had less than 25 E-9 slots army wide.
I did 13 of my first 23 years overseas. I spent at least 2 months overseas every year between 1981-2000. The exception was 1996 the year I graduated from the Sergeant Majors Academy.

In 2002 at the 25 year mark after being back stateside just 2 years branch told me I was next one qualified for a special NATO assignment. I had to ask branch if they bothered to check my records. The SGM currently there was my replacement.

So with 26 years I would have been sent overseas for a 3 year tour with no clue where I might have been sent for my final year to finishing out my 30 year career.

It was simple to get required surgical procedures done and retire after 26 years from Fort Hood.

Response by SSG Private RallyPoint Member made Dec 24 at 2015 3:22 PM

SSG Private RallyPoint Member — Thu, 24 Dec 2015 15:22:51 -0500

get out of your office and get with NCO'S don't say anything just watch how they lead if they demand respect they are wrong, that's what is wrong in the ARMY today, You earn it. Have NCOs show they can do the job they are asking the troops to do. You have to earn it demanding it makes bad leaders. Now days its I'm a SGT.I sit on my ass and bark out orders if it goes wrong I can blame the one I told to do the job. NO I'M NOT WRONG I SEE IT. THIS NEEDS TO CHANGE! some have been promoted just by kissing ass and can not make good calls troops see it, if that's the way they are lead that's they way they will lead!!!