NCO of Quarter Board: Army Programs Part 2

Through Voluntary Contributions from Soldiers
(tax free), through unsolicited contributions,
repayments of loans, and income from investments.

equal opportunity

Equal Opportunity Representative

SGT (P) through 1LT

1. January – 3
   rd
   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 Inco
   rporating 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/October - 15 Sep.-15 Oct. - Hispanic Heritage Month

8. November – 1-30 - National Native American Indian Heritage Month

AR 600-20 chapter 6

1. Provide EO for military person
   nel 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 eliminat
   ing discriminatory behaviors or practices that
   undermine teamwork, mutual respect, loyalty,
   and shared sacrifice of the men and women of
   America’s Army.

Written command policy statements for EO
•
Prevention of Sexual Harassment
•
Equal Opportunity Complaint Procedures

4 (1 each quarter)

A segment of the population that possesses co
mmon characteristics and a cultural heritage
based to some degree on: faith or faiths; shared tradit
ions, values or symbols; literature, folklore,
or music; an internal sense of distinctiveness;
and/or an external percepti
on of distinctiveness.

Any attitude or action of a person or institutional
structure that subordinates a person or group
because of skin color or race

Any group distinguished from the general population in

| terms of race, religion, color, gender, or national origin

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What is sexual harassment?

1. Sexual harassment is a form of gender disc
   rimination that involves unwelcomed sexual
   advances, requests for sexual favors, and other ve
   rbal 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, hos
   tile, or offensive working environment.

2. Any person in a supervisory or command position wh
   o 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 So
   ldier or civilian employee who makes deliberate
   or repeated unwelcome verbal comments, gestures, or physical contact of a sexual nature is
   engaging in sexual harassment

A management document that consists of statem
ents 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.

Off limits or off limits sanctions may be applied

Your Unit Chain of Command

The U.S. Army will provide EO and fair treatm
ent 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—
a. Applies both on and off post, during duty and non-duty hours.
b. Applies to working, living, and recreatio
nal environments (including both on and off-post
housing).

Chain of Command

Yes, each Commander is required to appoint an EOR in the rank of SGT (P) through 1LT

Army Family Action Plan

AR 608-47

The AFAP program was established in 1983 as a resu
lt of the Chief of Staff, Army (CSA), 1983
White Paper, “The Army Family.”

The Global Army Family and Leadership. The AFAP provides a means for Army constituents to
address and report issues of well-being conc
ern to leadership at regular intervals.

At the local level, where an annual symposium is
held to examine issues of concern that
delegates believe need to be fixed

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 an
d 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, Tr
ansplantation services, AIDS education, Health
and safety services

By volunteers

Communication between soldiers and their fam
ilies for both problem solving and emergency
(especially the notificati
on 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

Three years

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

Yes

AR 600-8-8

S-Gate provides information for incoming soldie
rs 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 Soldier should be in a grade equal to or higher ranking than the incoming soldier. The
sponsor should be the same sex (g
ender) 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.

Noncommissioned Officer Development Program

The goal of the NCODP is to increase and sustain NCO combat readiness and compliment the
overarching Army Noncommissioned Office
r Professional Development Program

AR 350-1 chapter 4