Army Programs (all combined)

Army Substance Abuse Program.
_{(AR 600-85 Mar 2006)}

The ASAP’s mission is to strengthen the overall fitness and effectiveness of the Army’s total workforce and to enhance the combat readiness of its Soldiers.
_{(AR 600-85 Mar 2006 / 1-30 / PDF 19)}

• Increase individual fitness and overall unit readiness.
• Provide services, which are adequate and responsive to the needs of the total workforce and emphasize alcohol and other drug abuse deterrence, prevention, education, and treatment.
• Implement alcohol and other drug risk reduction and prevention strategies that respond to potential problems before they jeopardize readiness, productivity, and careers.
• Restore to duty those substance-impaired Soldiers who have the potential for continued military service.
• Provide effective alcohol and other drug abuse prevention and education at all levels of command, and encourage commanders to provide alcohol and drug-free leisure activities.
• Ensure all military and civilian personnel assigned to ASAP staff are appropriately trained and experienced to accomplish their mission.
• Achieve maximum productivity and reduce absenteeism and attrition among DA civilian employees by reducing the effects of the abuse of alcohol and other drugs.
• Improve readiness by extending services to the total Army.
• Ensure quality customer service.
_{(AR 600-85 Mar 2006 / 1-30 / PDF 19)}

Personnel will not promote any function glamorizing the use of alcohol through drinking contests, games, initiations, or the awarding of alcoholic beverages as prizes in contests.

AR 600-85.

ASAP participation is mandatory for all Soldiers who are command referred. Failure to attend a mandatory counseling session may constitute a violation of Article 86 of the Uniform Code of Military Justice (UCMJ).
_{(AR 600-85 Mar 2006 / 1-31 / PDF 19)}

Soldiers who fail to participate adequately in, or to respond successfully to rehabilitation will be processed for administrative separation and not be provided another opportunity for rehabilitation except under the most extraordinary circumstances, as determined by the CD in consultation with the unit commander.
_{(AR 600-85 1-31 / Mar 2006 / PDF 19)}

• Voluntary (self-identification)
• Commander/Supervisor Identification
• Biochemical Identification
• Medical Identification
• Investigation and/or Apprehension
_{(AR 600-85 / Mar 2006 3-1 / PDF 24)}

• Return Soldiers to full duty as soon as possible.
• Identify Soldiers who cannot be rehabilitated within the scope of this regulation and to advise their unit commanders.
• Assist and refer Soldiers who cannot be rehabilitated in the ASAP to a treatment facility in the vicinity where they reside after discharge from the Army.
• Help resolve alcohol and other drug abuse problems in the family, with the ultimate goal of enabling the Soldier to perform more effectively.
_{(AR 600-85 Mar 2006 / 4-2 / PDF 27)}

The objectives of Army’s Biochemical Testing Program are to:
• Deter Soldiers, including those members on initial entry on AD after enlistment or appointment, from abusing drugs (including illegal drugs, other illicit substances, and prescribed medication).
• Facilitate early identification of alcohol and/or other drug abuse.
• Enable commanders to assess the security, military fitness, good order and discipline of their units, and to use information obtained to take appropriate action (for example, UCMJ, administrative, or other actions, including referral to the ASAP counseling center for screening, evaluation, and possible treatment).
• Monitor rehabilitation of those enrolled for alcohol and/or other drug abuse.
• Collect data on the prevalence of alcohol and/or other drug abuse within the Army.
_{(AR 600-85 Mar 2006 / 8-1 / PDF 36)}

• Unit inspections (either the entire or part of a unit).
• Search and seizures/probable cause.
• Competence for Duty.
• Rehabilitation.
• Mishap or Safety Inspection.
• Consent (specimen may be provided voluntarily by a Soldier).
• New Entrant.
• Medical.
_{(AR 600-85 Mar 2006 / 8-3 / PDF 37)}

Completing and signing the DA 8003 Referral Form.
_{(AR 600-85 Mar 2006 / 3-7 / PDF 26)}

Soldiers currently enrolled in the ASAP rehabilitation program are not allowed to reenlist. However, Soldiers who need additional service time to complete their enrollment may be extended for the number of months necessary to permit completion.
_{(AR 600-85 Mar 2006 / 5-6 / PDF 31)}

Yes, IAW AR600-8-2 (Suspension of Favorable Personnel Action (flags)).
_{(AR 600-85 Mar 2006 / 5-7 / PDF 31)}

Army Community Service.
_{(AR 608-1 Dec 2004)}

The heart — giving, the cross — help, the gyroscope — stability.
_{(AR 608-1 Dec 2004 / 3-10 / PDF 16)}

The mission of the ACS center is to:
• Facilitate commander’s ability to provide comprehensive, coordinated, and responsive services that support readiness of soldiers, civilian employees and their families.
• Maximize technology and resources, adapt to unique installation requirements, eliminate duplication in service delivery, and measure service effectiveness.
_{(AR 608-1 Dec 2004 / 1-1 / PDF 9)}

AR 608-1.

By volunteers.

Self-help, service and stability.
_{(AR 608-1 Dec 2004 / 3-10 / PDF 16)}

In the United States, the following personnel are eligible for ACS assistance:
• All active duty and retired military personnel and their family members, if otherwise eligible for services.
• Members of the Army National Guard and U.S. Army Reserve when on active duty and their family members, if otherwise eligible for services.
• Army appropriated fund(APF) and non appropriated fund (NAF) employees and their family members, if otherwise eligible for services.
• Family members of prisoners of war or personnel missing in action, if otherwise eligible for services.
• Surviving family members of military personnel who died while on active duty, if otherwise eligible for services.
In overseas commands, the Commander will determine eligibility according to international treatise and agreements.
_{(AR 608-1 Dec 2004 / 1-7 / PDF 9)}

Donate Staple foodstuff to the food lockers, usable household goods, and volunteer your time.

AR 621-5.

AR 621-6.

• Develop confident, competent leaders.
• Support the enlistment, retention, and transition of soldiers.
• Provide self-development opportunities for soldiers and adult family members.
• Provide self-development opportunities for DACs.
• Provide self-development opportunities for DAC ACES professional and support staff.
_{(AR 621-5 Feb 2004 / 2-2 / PDF 12)}

Test of Adult Basic Education.
_{(AR 621-5 Feb 2004 / 4-2 / PDF 17)}

100%.

Pell Grant.
Perkins Loans.
Guaranteed Student Loans.

1. Basic Skills Education Program (BSEP).
2. Advanced Skills Education Program (ASEP).
3. High School Completion Program.
4. Service members Opportunity Colleges Associates Degree Program (SOCAD).
5. Veteran’s Educational Assistance Program (VEAP)/Montgomery GI Bill (MGIB).
6. Skill Recognition Programs.
7. Command Language Programs (Headstart/Gateway).
8. Defense Activity for Non-Traditional Education Support (DANTES).
9. Education Counseling Services.
10. Learning Resource Centers.

1. Functional Academic Skills Training (FAST).
2. High School Completion Program.
3. English-as-a-Second Language (ESL)
4. Mission-related Language (Headstart/Gateway).
5. Mission-required Language.
6. MOS Improvement Training (MOSIT).
_{(AR 621-5 Feb 2004 / 4-1 / PDF 17)}

Defense Activity for Non-Traditional Education Support
_{(AR 621-5 Feb 2004 / 3-5 / PDF 16)}

DANTES provides standardized testing services free to military personnel. Family members and civilians may take DANTES tests but must pay for each test taken.

BSEP — Soldiers with a GT less than 100 are normally automatically eligible. Soldiers with a GT between 100 and 110 may be command referred.

July 1985, but they are required to pay $100 per month for the first 12 months.

Service members Opportunity Colleges.
_{(AR 621-5 Feb 2004 / 2-7 / PDF 14)}

Service members Opportunity College Army Degrees.
_{(AR 621-5 Feb 2004 / 2-7 / PDF 14)}

American Red Cross.
_{(AR 930-4 Aug 1994 / 2-13 / PDF 11)}

AER is a private, nonprofit organization to collect and hold funds to relieve distress of members of the Army and their dependents. AER provides emergency financial assistance to soldiers (active and retired) and their families in time of distress.
_{(AR 930-4 Aug 1994 / 1-6/ PDF 5)}

Army Emergency Relief.

AR 930-4.

No.

• Soldiers on extended active duty and their dependents.
• Members of the Reserve Components of the Army (Army National Guard and U.S. Army Reserve) on continuous active duty for more than 30 days and their dependents. (This applies to soldiers on AD for training (ADT) or serving under various sections of title 10, United States Code).
• Soldiers retired from active duty because of longevity or physical disability, or retired upon reaching age 60 (Reserve Components) and their dependents.
• Widows(ers) and orphans of soldiers who died while on active duty or after they retired.
_{(Site: AERHQ.org)}

Cash, check or allotment.
_{(AR 930-4 Aug 1994 / 5-6 / PDF 24)}

March 1 through May 15.
_{(Site: AERHQ.org)}

AER provides financial assistance by either a loan without interest, a grant or a combination of both.
_{(AR 930-4 Aug 1994 /2-4 / PDF 8)}

AER provides emergency financial assistance to soldiers (active and retired) and their families in time of distress.
_{(AR 930-4 Aug 1994 / 1-6 /PDF 5)}

There is no dollar limit. AER Assistance will meet your emergency need.
_{(Site: AERHQ.org)}

Individuals who appear on this list will not be approved for AER assistance without the specific prior approval of HQ AER.
_{(AR 930-4 Aug 1994 / 2-8 / PDF 9)}

“Helping the Army Take Care of its Own.”
_{(AR 930-4 Aug 1994 / 1-6 / PDF 5)}

1 dollar each month for 3 months.

Through Voluntary Contributions from Soldiers (tax free), through unsolicited contributions, repayments of loans, and income from investments.
_{(AR 930-4 Aug 1994 / 5-1 / PDF 14)}

The Sexual Assault Prevention and Response Program reinforces the Army’s commitment to eliminate incidents of sexual assault through a comprehensive policy that centers on awareness and prevention, training and education, victim advocacy, response, reporting, and accountability.
_{(AR 600-20 June 2006 / 8-1 / PDF 72)}

This policy applies:
• Both on and off post and during duty and non-duty hours.
• To working, living, and recreational environments (including both on- and off-post housing).
_{(AR 600-20 June 2006 / 8-2 / PDF 72)}

• Create a climate that minimizes sexual assault incidents, which impact Army personnel, Army civilians, and family members, and, if an incident should occur, ensure that victims and subjects are treated according to Army policy.
• Create a climate that encourages victims to report incidents of sexual assault without fear.
• Establish sexual assault prevention training and awareness programs to educate Soldiers.
• Ensure sensitive and comprehensive treatment to restore victims’ health and well-being.
• Ensure leaders understand their roles and responsibilities regarding response to sexual assault victims, thoroughly investigate allegations of sexual assault, and take appropriate administrative and disciplinary action.
_{(AR 600-20 June 2006 / 8-1 / PDF 72)}

Sexual assault is a crime defined as intentional sexual contact, characterized by use of force, physical threat or abuse of authority or when the victim does not or cannot consent.
_{(AR 600-20 June 2006 / Glossary / PDF 125)}

• Rape.
• Non consensual Sodomy (oral or anal sex).
• Indecent Assault (unwanted, inappropriate sexual contact or fondling).
• Attempts to commit these acts.
_{(AR 600-20 June 2006 / Glossary / PDF 125)}

Alcohol.

The Commander’s Responsibility.
_{(AR 600-20 June 2006 / 7-1 / PDF 69)}

• Victim — one who has been sexually assaulted.
• Alleged Perpetrator — one who has been accused of committing a crime (subject).
• Perpetrator — one who has committed a crime (offender).

• Sexual assault is a criminal offense that has no place in the Army. It degrades mission readiness by devastating the Army’s ability to work effectively as a team. Every Soldier who is aware of a sexual assault should immediately (within 24 hours) report incidents. Sexual assault is incompatible with Army values and is punishable under the Uniform Code of Military Justice (UCMJ) and other federal and local civilian laws.
• The Army will use training, education, and awareness to minimize sexual assault; to promote the sensitive handling of victims of sexual assault; to offer victim assistance and counseling; to hold those who commit sexual assault offenses accountable; to provide confidential avenues for reporting, and to reinforce a commitment to Army values.
• The Army will treat all victims of sexual assault with dignity, fairness, and respect. The Army will treat every reported sexual assault incident seriously by following proper guidelines. The information and circumstances of the allegations will be disclosed on a need-to-know basis only.
• This policy applies:
1. Both on and off post and during duty and non-duty hours.
2. To working, living, and recreational environments (including both on- and off-post housing).
_{(AR 600-20 June 2006 / 8-2 / PDF 72)}

• Their chain of command.
• Medical Treatment Facility.
• Military Police/Criminal Investigation Division.
• Chaplains.
• Social Work Services.
• Family Advocacy.
• Legal Services.

• The right to be treated with fairness, dignity, and a respect for privacy.
• The right to be protected from the accused offender.
• The right to be notified of court proceedings.
• The right to be present at all public court proceedings related to the assault unless the court determines that testimony by the victim would be materially affected if the victim heard other testimony at trial, or for other good cause.
• The right to talk to the attorney for the Government in the case.
• The right to seek restitution, if appropriate.
• The right to information regarding conviction, sentencing, imprisonment, and release of the offender from custody.

• Ensure that assigned personnel (to include RC personnel under their jurisdiction) are familiar with the Army policy on sexual harassment.
• Publish and post written command policy statements for the prevention of sexual harassment.
• Continually assess and be aware of the climate of command regarding sexual harassment. Identify problems or potential problems. Take prompt, decisive action to investigate all complaints of sexual harassment. Either resolve the problem at the lowest possible level or, if necessary, take formal disciplinary or administrative action. Do not allow Soldiers to be retaliated against for filing complaints. Continually monitor the unit and assess sexual harassment prevention policies and programs at all levels within area of responsibility. Ensure all leaders understand that if they witness or otherwise know of incidents of sexual harassment, they are obligated to act. If they do not, they themselves are also engaging in sexual harassment.
• Set the standard.
_{(AR 600-20 June 2006 / 7-2 / PDF 70)}

• Verbal — examples of verbal sexual harassment may include telling sexual jokes; using sexually explicit profanity, threats, sexually oriented cadences, or sexual comments.
• Nonverbal — examples of nonverbal sexual harassment may include staring at someone (that is, “undressing someone with one’s eyes”), blowing kisses, winking, or licking one’s lips in a suggestive manner.
• Physical Contact — examples of physical sexual harassment may include touching, patting, pinching, bumping, grabbing, cornering, or blocking a passageway; kissing; and providing unsolicited back or neck rubs.
_{(AR 600-20 June 2006 / 7-5 / PDF 70)}

Equal Opportunity.
_{(AR 600-20 June 2006 / 6-1 / PDF 56)}

Equal Opportunity Representative.
_{(AR 600-20 June 2006 / 6-3 / PDF 61)}

SGT (P) through 1LT.
_{(AR 600-20 June 2006 / 6-3 / PDF 61)}

1. January — 3rd Monday — Martin Luther King Jr. Birthday.
2. February 1–28/29 — African-American/Black History Month.
3. March 1–31 — Women’s History Month.
4. April/May — Sunday to Sunday for Week Incorporating Yom HaShoah — “Days of Remembrance” for Victims of the Holocaust.
5. May 1–31 — Asian-Pacific Heritage Month.
6. August 26 — Women’s Equality Day.
7. September 15–October 15 — Hispanic Heritage Month.
8. November 1–30 — National Native American Indian Heritage Month.
_{(AR 600-20 June 2006 / 6-3 / PDF 54)}

AR 600-20 chapter 6.

1. Provide EO for military personnel and family members, both on and off post and within the limits of the laws of localities, states, and host nations.
2. Create and sustain effective units by eliminating discriminatory behaviors or practices that undermine teamwork, mutual respect, loyalty, and shared sacrifice of the men and women of America’s Army.
_{(AR 600-20 June 2006 / 6-1 / PDF 56)}

• Written command policy statements for EO.
• Prevention of Sexual Harassment.
• Equal Opportunity Complaint Procedures.
_{(AR 600-20 June 2006 / 6-3 / PDF 58)}

4 (1 each quarter).

A segment of the population that possesses common characteristics and a cultural heritage based to some degree on:
• faith or faiths;
• shared traditions, values or symbols;
• literature, folklore, or music;
• an internal sense of distinctiveness; and/or
• an external perception of distinctiveness.
_{(AR 600-20 June 2006 /Terms / PDF 126)}

Any attitude or action of a person or institutional structure that subordinates a person or group because of skin color or race.
_{(AR 600-20 June 2006 / 6-2 / PDF 57)}

Any group distinguished from the general population in terms of race, religion, color, gender, or national origin.
_{(AR 600-20 June 2006 / Terms / PDF 124)}

1. Sexual harassment is a form of gender discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature between the same or opposite genders
when:
• Submission to, or rejection of, such conduct is made either explicitly or implicitly a term or condition of a
person’s job, pay, career, or
• Submission to, or rejection of, such conduct by a person is used as a basis for career or employment
decisions affecting that person, or
• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or
creates an intimidating, hostile, or offensive working environment.
2. Any person in a supervisory or command position who uses or condones implicit or explicit sexual behavior to control, influence, or affect the career, pay, or job of a Soldier or civilian employee is engaging in sexual harassment. Similarly, any Soldier or civilian employee who makes deliberate or repeated unwelcome verbal comments, gestures, or physical contact of a sexual nature is engaging in sexual harassment.
_{(AR 600-20 June 2006 / 7-4 / PDF 70)}

A management document that consists of statements of attainable goals and timetables. This document is required of all Army organizations, commands, agencies, and activities down to brigade (or equivalent) level. It is designed to achieve EO for all military personnel.
_{(AR 600-20 June 2006 / Terms / PDF 119)}

Off limits or off limits sanctions may be applied.
_{(AR 600-20 June 2006 / 6-8 / PDF 65)}

Your Unit Chain of Command.
_{(AR 600-20 June 2006 / D-1 / PDF 97)}

The U.S. Army will provide EO and fair treatment for military personnel and family members without regard to race, color, gender, religion, national origin, and provide an environment free of unlawful discrimination and offensive behavior. This policy:
1. Applies both on and off post, during duty and non-duty hours.
2. Applies to working, living, and recreational environments (including both on and off-post housing).
_{(AR 600-20 June 2006 / 6-2 / PDF 56)}

Chain of Command.
_{(AR 600-20 June 2006 / D-1 / PDF 97)}

Yes, each Commander is required to appoint an EOR in the rank of SGT (P) through 1LT.
_{(AR 600-20 June 2006 / 6-3 / PDF 61)}

Army Family Action Plan.

AR 608-47.

The AFAP program was established in 1983 as a result of the Chief of Staff, Army (CSA),1983 White Paper, “The Army Family.”
_{(AR 608-47 Dec 2004 / 1-4 / PDF 7)}

The Global Army Family and Leadership. The AFAP provides a means for Army constituents to address and report issues of well-being concern to leadership at regular intervals.
_{(AR 608-47 Dec 2004 / 3-1 / PDF 12)}

At the local level, where an annual symposium is held to examine issues of concern that delegates believe need to be fixed.
_{(AR 608-47 Dec 2004 / 3-1 / PDF 12)}

• Base: “Family of Components” (Total Force).
• Second Leg: “Family of Units”.
• Third Leg: “Family of People”.

1. Partnership.
2. Wellness.
3. Sense of community.

• Gives commanders a gauge to validate concerns and measure satisfaction.
• Enhances Army’s corporate image.
• Helps retain the best and brightest.
• Results in legislation, policies, programs and services that strengthen readiness and retention.
• Safeguards well-being.

Programs relating to the Active Army, National Guard, Army Reserve and civilian employees.

Programs relating to the unique relationship of soldiers to their units and unit ties to other components of the command, such as squad to its platoon or the platoon to its company (battery).

A joint announcement signed by the Secretary and the Chief of Staff of the Army. This announcement was based on the C/S white paper 1983.

Programs relating to all areas of concern to the service members and their families, including the military and civilian retiree.

• CPR instruction,
• Blood drives,
• Swimming lessons,
• Communication services (by wire),
• Financial assistance,
• Counseling and referral services,
• Transplantation services,
• AIDS education,
• Health and safety services.

By volunteers.

Communication between soldiers and their families for both problem solving and emergency (especially the notification or “red cross message”).

AR 930-5.

AR 601-280.

If the soldier is barred or flagged and if the soldier is enrolled in ASAP.

Selective Reenlistment Bonus.
_{(AR 601-280 Jan 2006 / 5-1 / PDF 33)}

Three years.
_{(AR 601-280 Jan 2006 / 5-5 / PDF 34)}

No.

Administrative action initiated by the commander to prevent a substandard soldier from reenlisting or reentering the service.

Every three months or 30 days prior to PCS / ETS.

Any commander in the soldier’s chain of command.

A Commander who is one approval level higher than the commanding authority.

• Career Counselor — 30 days from arrival to unit.
• Unit Commander — 90 days from arrival.
• Unit Commander — 15-16 months prior to ETS.
• Career Counselor — 13-14 months prior to ETS.
• Career Counselor — 4 months prior to ETS.
• Reserve Component Career Counselor — 90-120 days prior to ETS.

The same authority that approved the Bar may lift it with a written recommendation by the unit Commander.

A water fire extinguisher.

It is the responsibility of each soldier.

Risk Management.

Carelessness.

AR 385-40.

• Lights in stairwells.
• Fire lights (emergency lighting).
• Fire extinguisher and alarms.
• Arms room safety procedures.
• First aid kits.
• CQ.
• Safety posters.
• Handrails.
• Storage of dangerous tools and chemicals.

Reduced speed, no smoking except in designated areas, fire extinguishers in buildings and vehicles, proper utilization of tool safety equipment (goggles, safety toe shoes, etc.).

Once a month, a tag on the fire extinguisher indicating the date and initials of authorized unit safety personnel.

AR 385-10.

A sign in the vicinity of the outbound gate on post.

Yes.

AR 600-8-8.

S-Gate provides information for incoming soldiers entering the USAREUR Theater of command. An incoming soldier can find out who their sponsor is and how to contact them. S-Gate includes their pinpoint assignment, sponsor information, a welcome letter, a needs assessment checklist and links to other useful USAREUR web sites and regulatory information.

DA Form 5434 or the Electronically Generated DA Form 5434-E

10 days unless the sponsorship is declined.

The sponsor should be in a grade equal to or higher ranking than the incoming soldier. The sponsor should be the same sex (gender) as the sponsor. The sponsor should be familiar with the unit or activity and community.

1. DA Form 5434.
2. Welcome letter.
3. ACS Relocation Readiness Services.
4. Reception.
5. Orientation.
6. Inprocessing.

Readiness (combat effectiveness).

• ACS / AER / ARC / EO.
• Postal services.
• PX / commissary privileges.
• AFN radio and television.
• MWR, education services.
• Community sports programs.
• Recreational facilities.
• Banking services.
• Clubs.
• Gyms (physical fitness centers).

Quality of Life Program.

The Soldier.

1. Living conditions.
2. Duty environment.

The Installation Command Sergeant Major.

It provides opportunities for active duty soldiers, with an emphasis on single and unaccompanied soldiers, to participate in physical, self-development, leisure, and educational related services.

BOSS is categorized as a category B: Morale, Welfare, and Recreation (MWR) program.

Three: President, Vice-President, and Secretary and Treasurer

The battery/company level.

1. Recreation and Leisure: Activities may be planned by the BOSS committee or by the BOSS committee working in conjunction with other MWR activities. Service members will assume a lead role in planning BOSS events. Events should be planned that meet the needs and desires of the single service member.
2. Community Service: The BOSS committee may elect to participate in community programs or projects that make a difference in the lives of others, in the community, and ultimately, in themselves. The service will be voluntary in nature and in accordance with the installation volunteer program. The program can be implemented in support of existing or established volunteer programs or programs developed by the BOSS committee.
3. Well-being: For single service members, Well-being includes those things that single service members can directly or indirectly influence to enhance their morale, living environment, or personal growth and development. The well being issue identified or raised during the BOSS meetings will be directed to the appropriated command or staff agency for resolution on the installation.

Civilian Health and Medical Program for the Uniformed Services. It is a cost-sharing program that is used to provide in-patient and outpatient care for dependents from civilian sources.

AR 40-121.

• Family members of active duty military personnel,
• Family members of either deceased or retired personnel, and
• Retired military personnel and their family members under the age of 65.

Defense Enrollment Eligibility Reporting System.

To obtain dependent ID cards for eligible spouse and children.

Non-commissioned Officer Development Program.
_{(AR 350-1 Jan 2006 / 4-10 / PDF 86)}

Overarching Army Non-commissioned Officer Professional Development Program.
_{(AR 350-1 Jan 2006 / 4-10 / PDF 87)}

The command.
_{(AR 350-1 Jan 2006 / 4-10 / PDF 86)}

The CSM or Senior NCO in the organization.
_{(AR 350-1 Jan 2006 / 4-10 / PDF 87)}

• Develop and strengthen the skills, knowledge, and abilities to train, deploy, and lead soldiers in combat through battle focused training.
• Develop NCOs who are self-aware, adaptive, competent, and confident.
• Realize the full potential of the NCO support channel.
• Foster a unit environment that enhances continued NCO leader development and encourages self-development as part of a lifelong learning process.
_{(AR 350-1 Jan 2006 / 4-10 / PDF 87)}

AR 350-1 Chap 4.

This regulation prescribes policies, procedures, and responsibilities for developing, managing, and conducting Army training and leader development.
_{(AR 350-1 Jan 2006 / 1-1 / PDF 13)}

• Link NCO development to the current skill level and duty assignments.
• Establish a viable unit level NCODP using unit METL as the vehicle to incorporate the following into each NCO’s daily activities.
• Synchronize battle-focused NCODP as a component of operational assignments (experience) with the other two pillars of leader development (institutional training and self-development).
• Establish a systematic and continuous program.
• Integrate the use of leader books (FM 25-l01, app B) to track individual NCO progress.
• Emphasize coaching to achieve commitment to excellence in performance.

• Demonstrate the skills of current skill level and duty position per AR 611-21 and DA Pam 600-25.
• Accept the duties and responsibilities of current rank and duty position per AR 600-20, AR 611-21, and FM
7-22.7.
• Enhance combat performance for the current and next higher rank and duty position per AR 600-20 and FM 22-100 (being revised as FM 6-22).
• Enhance combat leadership competencies for the current and next higher rank per FM 22-100 (being revised as FM 6-22).
• Train themselves and subordinates to be proficient in METL tasks and associated critical tasks per FM 7-0, FM 7-1, and FM 7-22.7.
• Coach subordinates to be totally committed to U.S. Army professional ethics, Warrior Ethos, and the Soldier’s Creed per FM 22-100 (being revised as FM 6-22).
_{(AR 350-1 Jan 2006 / 4-10 / PDF 87)}