25 July 2006
Active Army Family Action Plan (AFAP) Issues
Sorted by Subject Area
# Issue title Status Subject area Entered
447 Audio/Video Surveillance for Child Development Centers Active Child Care 11/99
513 Lack of Available Child Care for Geographically Isolated Active Duty Soldiers Active Child Care 03/02
566 Childcare Fee Category Active Child Care 11/04
546 Funding for Army-wide Arts and Crafts Programs Active Consumer Svcs 11/03
509 TRICARE Dental Benefit Enhancement Active Dental 03/02
552 Reserve Component Dental Readiness Active Dental 11/03
594 TRICARE Dental Program Enrollment Requirements for the RC Active Dental 01/06
478 DoDDS Tuition for Family Members of DoD Contractors/NAF Employees Active Education 11/00
38 Family Member Employment in the Civil Service System Active Employment 10/88
479 Equal Compensatory Time for Full-Time NAF Employees Active Employment 11/00
524 Military Spouse Unemployment Compensation Active Employment 11/02
539 Dental and Vision Insurance Coverage for Federal Employees Active Employment 11/03
545 Federal Retiree Pre-Tax Health Insurance Premiums Active Employment 11/03
582 Windfall Elimination Provision (WEP) Active Employment 11/04
591 Military Spouse Preference Across All Federal Agencies Active Employment 01/06
493 Basic Allowance for Housing (BAH) for Activated Reserve Component Active Entitlements 03/02
506 Reserve Component Retired Pay Active Entitlements 03/02
512 Unique Relocation Expenses Outside the Continental United States Active Entitlements 03/02
551 Mortgage Relief for Mobilized Reserve Component Service Members Active Entitlements 11/03
553 Survivor Benefit Plan and Dependency & Indemnity Compensation Offset Active Entitlements 11/03
564 Calculation of Family Subsistence Supplemental Allowance Active Entitlements 11/04
588 Family Servicemembers’ Group Life Insurance Premiums for Dual Military Active Entitlements 01/06
593 Relocation of Pets from OCONUS Active Entitlements 01/06
380 Inadequate Support of Family Readiness Groups Active Family Support 10/94
480 Family Sponsorship During Unaccompanied Tours Active Family Support 11/00
491 Army Community Service (ACS) Manpower Authorizations and Funding Active Family Support 03/02
497 Distribution of Montgomery GI Bill Benefits to Dependent(s) Active Family Support 03/02
515 Application Process for Citizenship/Residency for Soldiers and Families Active Family Support 11/02
521 In-State College Tuition Active Family Support 11/02
527 Army Reserve Component Mobilization Preparation and Support Active Family Support 11/02
543 Family Readiness Group Deployment Assistant Active Family Support 11/03
544 Family Readiness Group Training Active Family Support 11/03
562 Community Based Multi-Component Family Support Network Active Family Support 11/03
571 Family Member Access to Army e-Learning Programs Active Family Support 11/04
Funding for Reserve Component Reunion and Marriage Enrichment Active
574 Classes Family Support 11/04
576 Legality of the Family Care Plan (FCP) Active Family Support 11/04
584 Alternate Local Caregiver for the Family Care Plan Active Family Support 01/06
585 Casualty Assistance for Families of RC Soldiers in Inactive Status Active Family Support 01/06
595 Wounded Soldier Updates Active Family Support 01/06
351 Emergency Relief for Reserve Components Active Force Support 10/93
385 Montgomery G.I. Bill for Veterans Education Assistance Program Era Active Force Support ’94 & ‘01
473 Untimely Finance Transactions Active Force Support 11/99
# Issue title Status Subject area Entered
483 Incentives for Reserve Component Military Technicians Active Force Support 11/00
486 Tax Credit for Employers of RC Soldiers on Extended Active Duty Active Force Support 11/00
507 Running Shoe Allowance Active Force Support 03/02
525 Montgomery GI Bill Expiration Date Active Force Support 11/02
529 Retirement Services Officer Positions at Regional Support Commands Active Force Support 11/02
559 Unit Ministry Team Force Structure Active Force Support 11/03
567 Completion of Deployment Cycle Support Program by Individual Returnees Active Force Support 11/04
575 Leave Accrual Active Force Support 11/04
577 Non-Chargeable Leave for Deployed Soldiers Active Force Support 11/04
578 Paternity Permissive TDY Active Force Support 11/04
589 Funding for Barracks Sustainment, Restoration, and Mobilization Active Housing 01/06
122 Nonsubsidized RC Group Health and Dental Insurance Active Medical 10/88
TRICARE Prime Remote for Fam Members Not Residing with Military Spon- Active
488 sor Medical 03/02
510 TRICARE for Reserve Components Active Medical 03/02
517 Availability of TRICARE Authorized and Network Providers in Remote Areas Active Medical 11/02
532 Standardized Army-wide Pregnancy Program for Soldiers Active Medical 11/02
537 Availability of Authorized TRICARE Providers Active Medical 11/03
568 Dental Services for Retirees Overseas Active Medical 11/04
572 Family Member Eyeglass Coverage Active Medical 11/04
556 TRICARE Coverage for School Required Enrollment Physicals Active Medical 11/03
558 TRICARE Prime Travel Cost Reimbursement for Specialty Referrals Active Medical 11/03
583 Advanced Life Support Services on CONUS Army Installations Active Medical 01/06
586 Chiropractic Services for all TRICARE Beneficiaries Active Medical 01/06
522 Marriage and Family Counseling Services in Remote Areas Active Medical/Command 11/02
220 Exceptional Family Member Program (EFMP) Active Medical/Command ’89 & ‘94
465 Reserve Component Post Mobilization Counseling Active Medical/Command 11/99
474 Shortage of Professional Marriage and Family Counselors (CONUS) Active Medical/Command 05/00
501 Funding for Exceptional Family Member Program (EFMP) Respite Care Active Medical/Command 03/02
540 Duration of Transitional Compensation for Abused Dependents Active Medical/Command 11/03
590 Health Processing of Demobilizing Army Reserve Component Soldiers Active Medical/Command 01/06
307 Inferior Shipment of Household Goods Active Relocation 10/91
457 Modification of Weight Allowance Table Active Relocation 11/99
458 Newly Acquired Dependent Travel Entitlement Active Relocation 11/99
526 OCONUS Shipment of Second POV for Accompanied Tours Active Relocation 11/02
531 Spouse Professional Weight Allowance Active Relocation 11/02
439 Teen Program Standardization Active Youth 03/97
587 Employment Opportunities for Military Affiliated Youth Active Youth 01/06
592 Post Secondary Visitation for OCONUS Students Active Youth 01/06
Issue 38: Family Member Employment in the Civil 1. One proposal is to permanently implement
Service System MSP Choice DOD-wide. MSP Choice, a two-year pilot
a. Status. Active. program in the European theater (EUCOM), concluded in
b. Entered. AFAP VI; 1988. Aug 03, tested a temporary change to DODI 1404.12
c. Final action. No. (Updated: Mar 06) (Employment of Spouses of Active Duty Military Mem-
d. Subject area. Employment. bers Stationed Worldwide). The change allowed military
e. Scope. Jobs announced on the Office of Personnel spouses greater latitude to accept temporary, term, time
Management (OPM) registers are typically entry-level limited, intermittent, or flexible employment with U.S.
positions. Jobs of consequence are frequently announced Forces and retain their MSP eligibility for permanent posi-
only internally. Since nonstatus family members are not tions of primary personal interest to them. EUCOM,
allowed to apply for internal vacancies, employment of United States Army, Europe, and other participating
family members in these jobs is dramatically reduced or Components, evaluated the test to be very successful and
delayed. Additionally, family members hired overseas on recommended implementation on a permanent basis in
an Excepted Appointment to positions designated for US overseas areas. In addition, Army supports a modified
citizens do not have career status and time served in any implementation within the United States.
Excepted Appointment overseas does not count toward 2. The second policy proposal OSD staffed would
the three-year requirement to attain career status. change the priority status of military spouses from 3 to 2
f. AFAP recommendation. (inferred since no recom- in PPP. Army nonconcurred with this change, having
mendations were submitted in 1988) concluded that such a change would in reality eliminate
(1) Increase Federal employment opportunities for ac- priority for everyone. Equity for all employees’ whose
tive duty family members who do not have prior Federal work situations are adversely impacted continues to be of
service. the highest concern to Army. During the staffing proc-
(2) Allow family members hired on Excepted Appoint- ess, Army recommended eliminating the MSP eligibility
ments to attain career-conditional/career status. requirement that the military sponsor be married prior to
g. Required action. reporting to a new commuting area duty station. Eliminat-
(1) Market and improve accessibility of employment in- ing this requirement would increase military spouses’ eli-
formation to military and family members using various gibility periods and opportunities to invoke MSP. This is-
venues. sue is of increasing importance, paralleling the military re-
(2) Aggressively support legislative initiatives to simplify stationing initiative. As of this date, OSD is still internally
the civilian employee appointment system. coordinating and staffing the proposed policy changes. A
h. Progress. final decision on any program changes is likely in the near
(1) Issue history. This issue initially sought to increase future.
employment opportunities in the Army for family mem- 3. The Military to Civilian Conversion initiative is
bers who have no prior Federal service. The Excepted providing significant additional opportunities for military
Appointment component was added in Jan 03 after the family member employment. As of this date CHRA has
Nov 02 GOSC concurred with combining Issue 498 with received requests to hire over 2,300 civilians to fill con-
Issue 38. verted military positions.
(2) Background. Family members must compete with (b) MEDCOM and AMEDD conducted a spouse
non-Army applicants through OPM registers for initial and family member referral program test from Feb 03 –
appointment. The drawdown has reduced recruitment re- Feb 04. The Transition Employment Assistance for
quirements resulting in fewer employment opportunities MEDCOM/AMEDD (TEAM) provides advance notices
for non-Army applicants. to MEDCOM supervisors of incoming spouses and family
(3) Past initiatives to increase employment opportu- members who will accompany military or civilian sponsors
nities. to new permanent assignments. The electronic notices
(a) Since 1985, the Army has pursued a number of enable supervisors within participating MEDCOM activi-
initiatives with OSD and OPM to pursue legislation that ties to review resumes for possible job offers even before
would reform and streamline the civil service system to the family member’s arrival. To be eligible for TEAM,
include hiring processes. Several efforts stalled in Con- either the family member or sponsor must be affiliated
gress. In the late 1990’s, OSD collaborated with the with MEDCOM or the AMEDD, the sponsor must have
Army, the other DOD components, and the Defense received notification of new assignment or the equivalent,
Partnership Council union partners to develop an alterna- and the family member must relocate with the sponsor.
tive civilian personnel system within 5 USC. Unfortu- As of Jan 05, 158 family members have participated in
nately, the working groups did not reach consensus on is- various locations around the world. There have been 86
sues regarding bargaining and the rights of management. job offers (54% of partic ipants). TEAM’s website is
(b) In May 00, Army drafted an Executive Order https://ncweb.ria.army.mil/team/. Expansion Army-wide
(EO) proposal to expand military spouse authorities to al- would require additional study.
low any military spouse appointment eligibility. OSD non- (c) RESUMIX DEU, Sep 04, will provide on line
concurred with the proposal based on lack of a compelling application capability to individuals who do not work for
need to expand the existing EO. the Federal government. The Civilian Personnel On Line
(4) Recent initiatives to increase employment oppor- (CPOL) website at http://www.cpol.army.mil/ will be to-
tunities. tally redesigned. The main portal will provide direct ac-
(a) In May 04, OSD staffed two separate proposed cess to three areas, including a new consolidated civilian
policy changes to PPP policy. employment page. In addition, RESUMIX, RESUME
BUILDER, and ANSWER improvements were launched i. Estimated cost. Accomplishing the recommendations
first quarter, FY04. requires the commitment of man year costs for at least
(d) The Asst G-1/CPP has partnered with the two years of HR Specialists to support legislative initia-
Army Spouse Employment Partnership (ASEP) and the tives and expand hiring authorities with the implementa-
Army Well-Being Liaison Office (AWBLO) to provide tion of the NSPS.
civilian employment program information to military fami- j. Lead agency. DAPE-CP-PPE, G-1
lies. The ACS website (http://www.myarmylifetoo.com) k. Support agency. None
contains access to the ASEP’s Military Spouse Corporate
Employment Opportunities page. Each partner provides a Issue 122: Nonsubsidized RC Group Health and
link to his or her company’s employment information. In Dental Insurance
addition, military and family member spouse employment a. Status. Active.
information was published in the Army Well-Being maga- b. Entered. AFAP VI; 1988.
zine, Winter 2003 issue, and Jan 04 FLO Notes. c. Final action. No. (Updated: Jun 06)
(e) Section 202(a) of the Federal Workforce Flexi- d. Subject area. Medical.
bility Act of 2004 (Public Law 108-411, October 30, e. Scope. Availability of affordable group health care for
2004) amended 5 U.S.C. 6303 to provide the Office of RC soldiers and their families is limited. This has an ad-
Personnel Management (OPM) with the authority to pre- verse effect on readiness. Many reservists are unem-
scribe regulations under which a newly appointed or re- ployed, self-employed, students, or work for companies
appointed employee may receive service credit for prior that do not provide employer health or dental insurance.
experience that otherwise would not be creditable for the f. AFAP recommendation. Obtain legislation that would
purpose of determining his or her annual leave accrual permit the Secretary of Defense to pursue a self-funded
rate. This enables family members to receive credit for (no cost to Government) healthcare insurance plan for the
related private sector employment for purposes of leave RC.
accrual. OPM issued interim implementing regulations to g. Required action.
the DoD. DA can implement upon receipt of DoD im- (1) Propose legislation to OSD that would permit the
plementing guidance (anticipated within the next 60 days). Secretary of Defense to pursue a self-funded (no cost to
(f) DA is pursuing Direct Hire Authority (DHA) the Government) health/dental insurance plan for the RC.
mission critical positions such as Nurses, IT Specialists, (2) Obtain results and analyze RC survey data.
and Engineers and Scientists. DHA streamlines the em- (3) Implement Selected Reserve Dental Program.
ployment process for spouses with critical skills. (4) Obtain legislation for self-funded health care plan
(4) National Security Personnel System (NSPS). On for RC members.
24 Nov 03, President Bush signed the FY04 National De- h. Progress.
fense Authorization Act (NDAA), which provides for the (1) Combined issues. In Dec 90, Issue 283, "Self-
establishment of the NSPS. NSPS) was developed as a Funded Group Health Plan for Reserve Component," was
flexible DoD personnel system that would enable DoD to combined with this issue, and dental insurance was in-
shape the workforce and respond to new and unexpected cluded as a AFAP recommendation. An AFAP recom-
circumstances. The design is being finalized to simplify mendation to pursue AER assistance for RC soldiers was
civilian employment appointments while still being consis- transferred to Issue 351, “Emergency Relief for Reserve
tent with the basic merit principles of 5 U.S. C., and com- Components”.
ply with Veterans’ Preference requirements, affirmative (2) RC dental insurance.
action principles, and diversity objectives. Army is build- (a) The FY96 NDAA mandated implementation of a
ing a coalition of support and participation with the OSD reserve dental insurance program. The TRICARE Se-
and Army implementation project offices to ensure lected Reserve Dental Program, effective 1 Oct 97, was
spouse and family awareness and advocacy. Implemen- a 60% Government subsidized dental plan for Selected
tation of NSPS will be phased, beginning 30 April 2006. Reserve members.
There is a pending lawsuit that could impact implementa- (b) Effective 1 Feb 01, reservists and their families
tion timelines. can enroll in the TRICARE Family Member Dental Plan.
(5) GOSC review. The plan is subsidized (60%) if the reservist is called to
(a) Oct 91. Amy will continue to pursue easier ways active duty. Reservists pay full premiums when in Re-
for family members to enter Federal employment. serve status.
(b) Oct 95. Army will continue to pursue legislation (3) RC healthcare.
that would make it easier to appoint people. (a) The House markup for the FY92 NDAA re-
(c) Oct 97. Issue will explore ways to give non- quired OSD to submit a feasibility study to Congress by
status employees easier access to federal employment Feb 92. The interim report indicated that medical insur-
and to track initiatives to reshape the federal workforce. ance would most likely be too expensive for most reserv-
(d) May 00. Efforts to streamline application for ists without some Government subsidy.
federal employment have been thwarted by concern from (b) OSD(RA) review of the 1986 Reserve Person-
special categories (Vets, handicapped) and union bargain- nel Survey data found most Reservists have medical in-
ing. surance, but few have dental insurance. OSD(RA) and
(e) Nov 03. The VCSA asked for a review of mili- RAND Corporation included insurance-related questions
tary spouse preference (MSP) for civilian employee for the 1992 Survey of RC Personnel and Spouses that
spouses, MSP priorities, and MSP eligibility once in an as- asked about existing medical and dental insurance, inter-
signment area. est in coverage through their military affiliation, and the
premium levels that would be acceptable. Results indi- 3. The period of transitional medical assistance
cated that reservists desired coverage more extensive for Reserve members separated from active duty of more
than the premiums they were willing to pay. than 30 days in support of a contingency operation—
(c) Section 746 of the FY97 NDAA directed a previously 60 or 120 days—has been extended to 180
study to improve the provision of medical and dental care days.
to RC members. The “746 Study” focused on ensuring 4. A provision that permits members of the Se-
uniformity and consistency in the provision of such care. lected Reserve who are unemployed or are not covered
The Army concurred with the concept but requested fur- under an employer-sponsored health plan to enroll in
ther validation of cost estimates contained in the report. TRICARE for a fee. DOD plans to work with the Con-
OSD(RA) incorporated Service input and forwarded the gress to improve these new temporary health benefits for
response to Congress (Nov 99). reservists and to establish a permanent healthcare benefit
(d) OSD’s recommended a survey to determine package for Guard and Reserve members and their fami-
how many RC members are uninsured and in need of ad- lies.
ditional health insurance protection. Questions related to (i) For the FY05 ULB legislative cycle, OSD Health
health care were included in the FY00 RC survey distrib- Affairs sponsored an Air Force proposal that would pro-
uted to members in Aug 00. Preliminary results revealed vide members of the Selected Reserves with three health-
that approximately 21% of RC members are not covered care options; 1) enroll in TRICARE Prime; 2) opt for RC
under some health plan. Health Care Voucher of approximately $455 per month
(e) S. 1119 required OSD to study the extent of the toward monthly premium of a private employer health
coverage of members of the Selected Reserve of the care insurance plan; or 3) do nothing. At the 14 Mar 03
Ready Reserve of the Armed Forces under health bene- ULB summit, the initiative was deferred until the FY 2006
fits plans and to submit a report to Congress not later than (enactment) legislative cycle. In lieu of the proposal, the
1 Mar 02 on the results. The study was contracted to Air Force proposed a modified version that would make
RAND and to-date, they have only provided a preliminary permanent the temporary healthcare provision enacted in
draft report on the first phase of the study. No known the Defense Supplemental Appropriations and the FY04
completion date. NDAA and allow for TRICARE benefits on a non-
(f) USD(P&R) also initiated a contract study on Re- contributory arrangement for members of the Selected
serve healthcare. The study requirements are similar to Reserve who participate for more than 38 days a year.
those in the congressionally directed Reserve healthcare (j) Both the House and the Senate Defense Authori-
study. The data-gathering phase was completed and a zation bills for FY05 would require the DOD to conduct a
preliminary draft of the findings was prepared on reserve project that would allow reserve members who are un-
healthcare and civilian employer coverage (Jun 03). The employed or not eligible for employer-sponsored health in-
information drew from the 2000 RC survey and the find- surance to participate in TRICARE. The project would
ing of a GAO report on reserve healthcare. The next allow the Department to assess the effects of the demon-
phase calls for focus groups with reservists and their stration program on recruiting, retention and readiness.
spouses and interviews with TRICARE officials and em- The Senate bill also includes a provision that would allow
ployer health-benefits managers. The final phase will be all members of the Selected Reserve and those members
to develop and assess specific alternatives to the current of the Individual Ready Reserve who are in the special
approach of relying on TRICARE. mobilization category under 10 USC 10144(b), and their
(g) A RC health care initiative was considered in the dependents to participate in TRICARE.
FY03 ULB cycle to provide financial assistance that (k) The FY05 NDAA authorized a health insurance
would make it more attractive for an RC member to program (TRICARE Reserve Select (TRS)) for Guard or
maintain coverage under his or her civilian employer- Reserve members when they return from active duty in
provided health care plan for the family. This would al- support of a contingency operation. TRS provides one
low the family to maintain continuity of health care, rather year of coverage for every 90 consecutive days on active
than moving between two health care programs. The ini- duty. To be eligible, the service member must sign a con-
tiative was deferred until the FY04 ULB cycle but was tract agreeing to remain in the Guard or Reserve.
not reintroduced. SR2400 would authorize all members of Monthly premiums represent 28 percent of the cost of the
the Selected Reserve to participate in TRICARE Stan- benefit -- currently, $81 per month for an individual and
dard on a cost sharing basis (individual 28%/government $253 for member and family coverage.
72%). (l) The FY06 NDAA expanded TRS to make it
(h) Defense Supplemental and FY04 NDAA. available, through a 3-tier premium structure, to all drilling
1. Granted authority to provide medical and den- Guard and Reserve members, even if they have not been
tal screening and necessary care for members who have mobilized. Reservists pay a 50 percent premium if they
been alerted for mobilization to ensure members are fit are eligible for unemployment insurance or work for an
for active duty, meet deployment standards, and are pro- employer who does not provide health care benefits.
vided any necessary treatment when a deficiency is de- Members who have employer-sponsored insurance may
tected. buy into TRS at an 80 percent premium share. This ex-
2. RC members are eligible for TRICARE upon pansion is slated for implementation on 1 Oct 06.
receipt of a “delayed effective date active duty order” of (4) GOSC review.
greater than 30 days in support of a contingency or 90 (a) May 93. Issue will remain active pending release
days prior to mobilization whichever date is later. of data from the 1992 RC survey and the results of the
administration's health care plan.
(b) Apr 96. Medical insurance with no subsidy would (d) Request integration of EFMP into POIs in Army
cost approximately $150 per month. Reservists indicate schools.
that $50 is the desired payment. Cost issue must be ex- (e) Study feasibility of an EFMP video.
plored further. (f) Review and make appropriate changes to
(c) May 99. Army will review OSD study results on CONUS reassignment procedures.
potential improvements to RC medical and dental care. (2) 1994-2004 action plan.
(d) Nov 02. A legislative proposal to allow reserv- (a) Conduct in-depth study of EFMP.
ists to continue civilian coverage was deferred to FY05. (b) Justify and request sufficient funding.
(e) Jun 06. Issue will remain active to monitor any (c) Participate with DoD in preparation and coordi-
changes to the expanded TRICARE Reserve Select H23. nation of standardized EFMP medical and educational
i. Estimated cost. No cost estimated. questionnaires.
j. Lead agency. DAPE-PRC. (d) Develop and test DoD EFMP Medical and Edu-
k. Support agency. OSD. cational Summary Form
(e) Complete OMB approval process to use DoD
Issue 220: Exceptional Family Member Program EFMP Medical and Educational Summary Form; obtain
(EFMP) OMB approval for DD Form 2792; post form on DoD
a. Status. Active. forms website.
b. Entered. AFAP VII; 1989. Reopened Apr 94. (g) Obtain opinion from DOD Office of General
c. Final action. No (Updated: Mar 06) Counsel on voluntary disclosure of information on DD
d. Subject area. Medical/Command. Form 2792.
e. Scope. There is inadequate identification of Excep- (h) Staff and publish change to AR 608-75.
tional Family Members (EFMs). CONUS commanders (i) Monitor validated ACS EFMP requirements
are not enforcing the screening process. Upon identific a- through Planning, Programming, Budgeting, and Execution
tion, soldiers are failing to enroll EFMs due to fear of System.
hurting their careers. Screening and coding problems are (j) Post revision to AR 608-75 to USAPD web site
partially due to lack of a fully automated data system with (k) Submit requirement for ACS EFMP staffing re-
worldwide accessibility. Inadequate information on avail- sources through Planning, Programming, Budgeting and
able services and facilities causes PERSCOM to inaccu- Execution System FY06-10
rately assign soldiers with EFMs. There is no priority (l) Submit requirement for ACS EFMP staffing re-
staffing of EFMPs with EFMs as their main con- sources in Planning, Programming, Budgeting and Execu-
sideration. A serious underfunding exists on the medical tion System FY08-13.
side of EFMP. h. Progress.
f. AFAP recommendation. (1) History. This issue was completed by the Oct 93
(1) Establish an Army-wide procedure (to include RC) GOSC based on program improvements. The Apr 94
to identify EFMs upon in-processing, routine medical care, GOSC reopened the issue following a DAIG review of
and DoDDS registration overseas. Enforce mandatory EFMP that identified numerous problems including un-
enrollment upon identification of EFMs. filled positions, staffing shortages and lack of standardiza-
(2) Replace the current partially automated EFMP data tion among the services. Recommendations 8 and 9 were
system with an Army-wide standard integrated system. added to the issue.
(3) Continue to improve and monitor the screening and (2) EFM identification. AR 600-75, published Jun 90,
coding process prior to OCONUS assignments. contained guidance on family member deployment
(4) Establish an Army-wide marketing and education screening and screening during routine medical care. AR
program to inform soldiers and chains of command about 600-75, changed to AR 608-75 (Dec 93) requires com-
the intent of EFMP and dispel myths regarding detrimen- manders to enforce mandatory enrollment upon identifica-
tal effect of enrollment upon a soldier's career. tion of EFMs. AR 608-75 (1997 revision), requires initial
(5) Improve CONUS reassignment procedures to verify entry training soldiers to identify EFMs during reception
availability, accessibility, and affordability of services and battalion inprocessing.
facilities. (3) Database. A CFSC evaluation of the EFMP data
(6) Appoint installation or community EFMP coordina- system indicated the system was accomplishing the mis-
tors whose primary responsibility is EFMP. sion, but the automated support did not have the required
(7) Fully fund the EFMP medical mission of screening, connectivity. End of FY 93 funds allowed PERSCOM to
evaluating, coding, training, and treatment of educationally fund an integrated database that interfaces with ACS
handicapped DoDDS children overseas. medical centers and other distributors. The EFMP data-
(8) Address EFMP staffing shortages and unfilled posi- base was implemented in Jan 96.
tions. (4) Processing. Efforts are ongoing to improve and
(9) Standardize EFMP enrollment forms among the monitor the family member deployment screening and
Services. coding process. Memoranda are forwarded to losing in-
g. Required action. stallation commanders about screening errors. Graduate
(1) 1989-1993 action plan. medical education courses and coding conferences are
(a) Publish EFMP regulation. conducted to enhance the processing of EFMs.
(b) Recommend implementation of an Army-wide (5) Marketing and education.
automated and integrated EFMP database. (a) In 1990, ARNEWS published two articles dis-
(c) Publish EFMP marketing articles. pelling myths about EFMP and consideration of special
needs in the assignment process. In 1991, ARNEWS pub- voluntary disclosure of information for the civilian work
lished an article about DA civilian employees identifying force and mandatory disclosure for military members to
EFMs with special education and medically related ser- which OTJAG agreed. However, the Defense Office of
vice needs when processing for an assignment outside the Program Integration challenged mandatory disclosure
United States. when the revised form was submitted for public ation, be-
(b) DCSOPS reported (May 90) that EFMP infor- cause mandatory in the Privacy Act Statement implies
mation is integrated, where possible, into officer and NCO that an individual who does not complete the form can be
education courses that teach family awareness and chain criminally prosecuted. Neither the Air Force, Navy nor
of concern. Marine Corps criminally prosecute for non-disclosure.
(c) In FY 92, CFSC distributed to ACS centers a The Army JAG and AR 608-75 (EFMP) indicated that
video, "Facts About the Exceptional Family Member Pro- criminal prosecution is a possibility, and the Army JAG
gram." It includes screening requirements, enrollment did not agree to disclosure as voluntary. In 4th Qtr FY
process, consideration of special needs in the assignment 02, CFSC-FP-A completed staffing of revision to AR
process, and services. Another video (FY95),“EFMP: 608-75 so the Army could use the medical and educa-
The Key to Relocation Success,” helps civilian personnel tional content of the DD Form 2792 but retain its own
offices counsel civilian employee families with special disclosure statement. While revising the DD Form 2792
needs during overseas processing. and the proposed Army form to comply with HIPPA, the
(d) In FY95, two EFMP handbooks were dissemi- Army agreed to use the DD Form 2792. DoD modific a-
nated to ACS offices to assist EFMP coordinators with tion of DD Form 2792 as follows resolves the long-
program implementation and help families become more standing Privacy Act Statement dispute making enroll-
knowledgeable and skilled advocates for their EFMs. ment voluntary for civilian employees and applicants for
(6) Reassignment procedures. CFSC reviewed civilian employment; with failure to respond precluding the
CONUS EFMP reassignment procedures and determined successful processing of a application for family
that PERSCOM considers availability and accessibility of travel/command sponsorship. Enrollment is mandatory
resources for enrollees before issuing assignment instruc- for military personnel; and failure to provide the informa-
tions. The TRICARE program is a valid method of meet- tion or providing false information may result in adminis-
ing the health care needs of the beneficiary population. trative sanctions or punishment under either Article 92
(7) Staffing shortages and unfilled positions. (dereliction of duty) or Article 107 (false official state-
(a) The CFSC conducted an in-depth study of EFMP ment), UCMJ.
to respond to DAIG concerns. The U.S. Army Man- (b) In addition, DoD established a new DD Form
2792-1 to separate medical and educational data colle c-
power Analysis Agency Staffing formula reflects 87 re- tion for HIPPA compliance
quirements and 43 authorizations leaving a delta of 44 au- (c) OMB approved DD Form 2792 and DD Form
thorizations. Funding for the authorizations was requested 2792-1. DoD posted the DD Form 2792 and DD Form
and validated but not funded in the FY 06-10 POM. 2792-1 on the DoD forms web site for implementation.
Funding for the authorizations will be resubmitted and re- (d) CFSC-FP-A submitted AR 608-75 revision to
USAPA requiring use of the DD Form 2792 and DD
quested in the FY08-13 POM. Form 2792-1 for enrollment of exceptional family mem-
(b) According to the U.S. Army Medical Command, bers.
staffing for EFMP screening and enrollment is sufficient (8) GOSC review.
to meet mission requirements in AR 608-75. (a) Oct 93. Issue was completed based on inte-
(c) The United States Army Manpower Analysis grated database, improved screening, mandatory EFM en-
Agency Staffing formula reflects 87 full-time equivalent rollment, effective marketing, and adequate funding.
requirements for ACS EFMP. Currently, 53 authoriza- (b) Apr 94. Issue was reopened by the GOSC fol-
tions exist for 87 ACS EFMP requirements; all of which lowing a DAIG review of the EFMP that identified nu-
are filled–leaving a delta of 34 authorizations. Funding for merous problems including, but not limited to, lack of
the additional 34 authorizations has been validated by the EFMP standardization among the service, unfilled posi-
Installation Program Evaluation Group (IIPEG) in the tions, and staffing shortages.
FY06-11 Program Objective Memorandum (POM) for (c) Apr 98. Issue remains active to track standardi-
QACS (Code to track ACS funds) Management Decision zation of EFMP enrollment forms.
and Evaluation Package (MDEP). (d) Nov 00. The VCSA directed a review of the
(d) According to the U.S. Army Medical Command, timeline for EFMP screening as well as a review of the
staffing for EFMP screening and enrollment is sufficient screening and processing function.
to meet mission requirements in AR 608-75. (e) Jun 04. Issue remains active to obtain funding
(8) EFMP standardization via DD Form 279 and AR for the additional 34 EFMP requirements.
608-75. i. Estimated cost. The cost is $2.8 M for the additional
(a) In 1997, DOD developed an EFM Medical and 44 authorizations for ACS EFMP .
Educational Summary test form which was tested in j. Lead agency. CFSC-FP.
FY99. OMB approved the enrollment forms as DD Form k. Support agency. AHRC-EPO-A/U.S. Army Medical
2792, and DoD fielded a memorandum containing the Command
form in Jun 00. The Army Office of the Judge Advocate
General expressed objection to the Privacy Act Statement Issue 307: Inferior Shipment of Household Goods
on the DD Form. The Defense Privacy Office advised a. Status. Active.
b. Entered. AFAP IX; 1991. (a) The MTMC pilot (Jan 99-Jan 02) selected mov-
c. Final action. No. (Updated: Mar 06) ing companies based on “best value”, not lowest cost.
d. Subject area. Relocation. (b) The Sailor Arranged Move (SAM) pilot (Jan 98-
e. Scope. Inferior shipment of household goods for the Apr 01) allowed Navy members to review carrier per-
Total Army family results in high claims, loss of duty time, formance records and select their own mover.
and causes large out-of-pocket expenditures. (c) A test to outsource the movement of household
f. AFAP recommendations. goods to a move management service at Hunter Army
(1) Implement a policy to establish local databases by Air Field, GA (Jan 97) was expanded by DOD into a
FY93 on contractor performance and claims process to fourth pilot, the Full Service Moving Project (FSMP).
determine the Best Value Movers. Award contracts to (d) Full Service Moving Project (FSMP) (5 Jan 01-
the Best Value Movers based upon their comparative 30 Sep 01) tested outsourcing the Personal Property
costs that include low bid and claims history. Shipping Office functions to a commercial relocation
(2) The Installation Transportation Officer and Staff company.
Judge Advocate will submit a quarterly report containing (4) Recnet Actions. In Jul 05, SDDC began Independ-
bid and claims history statistics for each carrier through ent Validation and Verification (IV&V) of the DPS soft-
the Director of Logistics to the SDDC. ware but could not proceed because of significant prob-
(3) Provide full replacement value for lost or damaged lems encountered with the production test site and soft-
household goods. ware. As a result, SDDC initiated an internal assessment
g. Required action. as well as commissioned two independent assessments
(1) Replace the Total Quality Assurance Program conducted by the Office of the Under Secretary of De-
(TQAP) with a customer satisfaction survey system. fense Acquisition & Technology, Defense Systems and
(2) Develop an interface between Transportation Op- Program Executive Office for Command, Control, and
erational Personal Property Standard System (TOPS) and Communications Tactical. The assessments results indi-
a Central Web Application (CWA) with a costing engine cated that DPS Initial Operating Capability of Feb 06 was
for E-commerce billing and payment using Power Tracks. not achievable and the inability to conduct robust IV&V
(3) Adopt best value traffic award procedures. testing resulted in insufficient time to achieve remaining
(4) Streamline the claims/liability process. milestones. Furthermore, these assessments pointed to the
(5) Implement an integrated information management need for a fundamental restructuring of the program. The
system. USTRANSCOM Commander was apprised of issues and
(6) Sustain the current system until implementation of approved the strategic pause in Oct 05. In Dec 05,
Families First. USTRANSCOM and SDDC Senior Leadership provided
h. Progress. program status briefings to congressional representatives.
(1) Combined issue. The May 01 GOSC directed that SDDC also began OSD and GOSC level meetings to pro-
Issue #482, “Full Replacement for Household Goods vide updates to the Military Services and assist with po-
Shipments” be combined with this issue since full re- tential personal property issues impacting the current pro-
placement is integral to the reengineering of the HHG gram caused by Families First implementation delays.
program. (5) Status. A “Confidence Functionality Demonstra-
(2) Program goals. Program goals are to get the best tion” of the DPS software was given to General Officers
service for our service members as possible. To accom- of the Services and Staff on 15-17 Nov 05. 27 Dec 05
plish this, the Services need to get the best value from SDDC established the DPS Program Management Office
transportation service providers (TSPs). Best value (PMO) is presently assessing, revising and updating pro-
means selecting TSPs on the basis of performance (cus- gram costs and implementation guidelines. Current time-
tomer satisfaction and claims) as well as price, which will line calls for entering IV&V on 15 May 06. SDDC re-
result in on-time pickup and delivery, efficient pack- mains committed to launching DPS and Families First.
ers/movers, and limited loss and damage. The new pro- SDDC will continue change management efforts to in-
gram will provide full replacement value of damaged form all stakeholders on Families First through Infograms,
and/or loss of property to the service member. Current articles in targeted publications, frequent updates on the
program provides depreciated replacement value. Traffic Families First web site
distribution to TSPs will be driven by best value vice using (http://www.sddc.army.mil/frontDoor/ 0,1865,OID=4--
the current TQAP and the service member will file claims 7319---,00.html) and representations at key conferences
on-line. The Defense Personal Property System (DPS) and symposiums. Continued Army senior leadership sup-
will provide integrated information management and end- port is essential for obtaining funding in the Program Ob-
to-end continuity. jective Memorandums for FY06-11 in support of this im-
(3) DoD reengineering plan. Since 1994, DOD has portant quality of life initiative.
been actively pursuing initiatives to improve the shipment (6) GOSC review.
of household goods. FY96 Defense Authorization Lan- (a) Oct 92. MTMC will establish a Best Value pro-
guage directed DoD to undertake a pilot program to im- gram that evaluates and rates HHG carriers.
plement commercial business practices and standards of (b) Oct 94. MTMC will report back to the Apr 95
service for movement of household goods. DoD estab- GOSC a concrete plan that will provide quality HHG
lished a plan to simultaneously test and evaluate the re- shipments.
sults of four pilot programs and incorporate best industry (c) Apr 95. Test programs are scheduled for the
practices into one reengineered process. Summer 1996. The summer surge problems are being
(d) Apr 96. The VCSA requested a follow up report (7) Establish a policy with procedures for recoupment
on the pilot to see how it worked. of AER Loans from Army Reserve Soldiers and ARNG.
(e) Mar 97. New contracts will give the Army the (8) Conduct research with Reserve Pay, Fort McCoy,
legal hammer necessary to remove substandard vendors. WI.
(f) Nov 98. Issue remains active to track the HHG (9) Conduct survey to assess interest of Troop Program
pilot. Unit Soldier (TPU) contributions to AER.
(g) Nov 99. Pilot results were provided, and the (10) Conduct AER Campaign.
GOSC was told that one of Secretary Cohen’s quality of (11) Submit request to AER Board of Managers for
life initiatives is to improve the HHG moving program. change in policy.
(h) Nov 00. The VCSA voiced support for including h. Progress.
successful initiatives into the HHG program (e.g., full re- (1) Related issue. This issue is similar to AFAP Issue
placement value for lost or damaged items). Funding is 10, "AER for RC", which was determined unattainable in
the major issue impeding implementation of changes. 1987 because the 30-day active duty requirement for
(i) Mar 02. The services implemented toll free num- AER eligibility was judged adequate to fulfill RC needs.
bers to track shipments and improved qualification proce- (2) Private organization relief fund.
dures. (a) In Jul 94, TJAG opined that the establishment of
(j) Nov 04. The Army should factor into the cost es- an Army Reserve managed emergency relief fund is le-
timate current initiatives to extend Soldiers’ time on sta- gally objectionable. Statutory authority to create a gov-
tion and restationing of troops from Europe to CONUS. ernment corporation or a private organization similar to
(j) May 05. The DPS rollout is on track. SDDC AER does not exist. An Apr 95 TJAG response inter-
held briefings with Services and Industry to outline func- posed no legal objection to contacting private organiza-
tionality and process changes. Key to the challenges re- tions to discuss the establishment of a fund for the RC.
maining is the funding of this program; specifically a Several private organizations were contacted to determine
$105M cost increase for the Army. their interest, the feasibility of, and potential cost of man-
i. Estimated cost. Families First, the future personal aging a RC AER.
property program is estimated to cost the Army 13% (b) In Jul 95, the Reserve Command staffed the fea-
more than the current personal property program. sibility of a private organization establishing and managing
i. Lead agency. DALO-TSP. a fund accessible to Army Reservists on active duty for
j. Support agency. SDDC less than 30 days. In Feb 96, the ARC was the sole or-
ganization interested. However, in Nov 00, the ARC
Issue 351: Emergency Relief for Reserve Compo- noted that it has a memorandum of understanding with all
nents of the Aid Societies that the ARC will not provide ARC
a. Status. Active money to service personnel, but will provide access to
b. Entered. AFAP XI; 1993. funds according the Aid Society guidelines and will be re-
c. Final action. No. (Updated: Mar 06) imbursed by each Aid Society for funds expended on their
d. Subject area. Force support. behalf.
e. Scope. During periods of limited activation, emergency (3) Army Emergency Relief.
and hardship situations occur which affect soldier readi- (a) In Nov 93, the AER Board of Managers consid-
ness and morale. Currently, AR 930-4 authorizes financial ered the request to provide AER assistance for RCs acti-
relief only when these soldiers are on continuous active vated for fewer than 30 days and concluded that AER
duty for 30 days or more. There is a definite need for policy changes are not feasible.
emergency financial assistance for RC soldiers and their (b) In Feb 94, DAAR-PE met with the Deputy Di-
families when activated for fewer than 30 days. rector of AER to discuss the AER board's decision.
f. AFAP recommendation. Establish emergency relief AER offered to provide a copy of their computer soft-
assistance for RCs activated for fewer than 30 days. ware to support the establishment of a separate relief
g. Required action. fund.
(1) Forward issue to AER Board of Managers for re- (c) In Dec 96, the CAR met with the Director of
view. AER to resolve discrepancies. AER policy remains un-
(2) Request opinion from TJAG regarding the legality of changed. The CAR is committed to working with AER
establishing a RC managed emergency relief fund for re- and will persist in pursuing policy revisions.
servists serving on active duty for less than 30 days. (d) In Dec 97, the CAR met with the Executive Sec-
(3) Research RC authorization to work directly with a retary of AER to discuss a plan to present to the AER
private organization to establish a relief fund. Investigate Board.
feasibility of private organizations assuming program (e) In Jan 98, the CAR forwarded a written proposal
management. through CFSC to the AER Board of Managers to con-
(4) Submit additional requests from the Chief, Army sider a change in AER policy and expanding AER finan-
Reserve (CAR) to the Director, AER, to identify impedi- cial assistance for Army Reservists.
ments to the RC participation in the AER program. (f) In Nov 98, the AER Board of Managers voted
(5) Identify the group of ARNG and Army Reserve down the proposal to change policy and expand AER fi-
Soldiers who are in valid need of AER assistance. nancial Assistance for Army reservists. AER did not
(6) Chief, US Army Reserve directed his staff to again provide the USAR a written response on why the pro-
compare how the other RC services address emergency posal was voted down. During the Nov 98 GOSC meet-
assistance. ing, the Vice directed the G-1 to draft a proposal to the
AER Board of Managers to reconsider this proposal out debt for other government agencies and forward funds to
of cycle. AER did not provide the Army Reserve a writ- a specific routing/account number.
ten response on why the proposal was voted down. The (4) Other service relief society support. In Apr 04,
CAR will request reconsideration of the written proposal contact was made with the Air Force and Navy-Marine
by the AER Board of Managers. Aid Societies to see if their policies had changed since the
(g) In Nov 99, the Chief, Army Reserves and the Di- 2001 information. Both aid societies still adhere to the
rector, Army National Guard signed a proposal requesting same policies.
the AER Board of Mangers reconsider this issue. (a) Air Force Aid Society.
(h) In Feb 00, the CAR and the Director, ARNG 1. Air National Guard or Air Force Reserve per-
met with the DCSPER and Director, AER. The AER re- sonnel away from home station on extended active duty
sists a widespread expansion of benefits to all RC soldiers of 15 days or more under Title 10 USC are eligible for as-
not on extended duty. The conferees agreed to try to de- sistance limited to emergencies incident to, or resulting
fine a group of ARNG and USAR soldiers who were from, active duty tour.
likely to be in valid need of AER services while in pre- 2. Air National Guard or Active Guard reserve
mob status, such as soldiers alerted for Presidential Se- (AGR) personnel serving under Title 32 USC are eligible
lected Reserve Call-up. In Sep 01, The CAR requested for emergency assistance in the categories of emergency
Regional Support Commands (RSC) identify/define cate- travel due to illness or death of an immediate family
gories of soldiers who may have a valid need of AER member and funeral expenses incident to the burial of a
services while in a pre-mob status. This information will dependent spouse or child within the limits of the Soci-
validate the request that AER modify their regulations to ety’s funeral grant program.
include RC soldiers who meet certain criteria and are 3. Personnel on active duty for training and away
mobilized for 30 days or less. from home station are considered eligible for emergency
(i) At the Mar 02 AFAP GOSC, the VCSA directed assistance as if they were Title 32 AGR. Requests for
the CAR to prepare a letter for his signature. The letter car repairs essential to return to home station are consid-
(5 Jun 02) requested the AER Board of Directors modify ered on a case-by-case basis.
their eligibility requirements to meet the special circum- (b) Navy Marine Corps Relief Society (NMCRS).
stances of soldiers mobilized less than 30 days. This re- The NMCRS has a policy of restricted eligibility for re-
quest to modify the eligibility requirements was in keeping serve personnel activated for less than 30 days:
with the changes instituted by the Aid Societies of the Sis- 1. If an emergency affecting an immediate fam-
ter Services. The CAR, TAG ARNG, and HQ AER ily member occurs, such as death or critical illness, per-
were to meet to discuss the request but no meeting was sonnel can be declared eligible for assistance.
held. 2. Personnel in drill status or on active duty for
(j) On 27 Mar 03, a follow-up letter to Director, AER training (ADT) might also qualify for financial assistance
from the CAR was sent emphasizing the importance of in the event of death or critical illness of spouse, depend-
extending and/or modifying the authorization for RC. A ent child or parent.
copy of the letter was furnished to VCSA, SMA, and Di- (5) GOSC review.
rector ARNG. (a) Apr 96. The Army Reserve will continue to pur-
(k) A meeting between the CAR and Director, AER sue the issue with AER.
was intended for a future date due to volume of mobiliza- (b) Mar 97. Issue will remain active to continue to
tions. As of Feb 04, the CAR, and Director, AER, have pursue AER support for this initiative.
spoken on this issue via telephone. (c) Nov 99. The GOSC was informed that AER re-
(l) In Apr 04, The Deputy Director of AER was in- ceived the 6 Nov 99 memo and wanted supplemental in-
dicated that the Reserve Component Soldiers rarely con- formation.
tribute to AER (AGR (Army Guard & Reserve) Soldiers (d) Mar 02. The VCSA directed the Chief of Army
do participate through allotments; however, TPU (Troop Reserve to prepare a memo to the AER Board for his
Program Unit) Soldiers are not offered the opportunity signature, indicating the Army’s position is full support for
because allotments are not available through their payroll this issue.
system), there is no allotment system, there’s difficulty in (e) Nov 04. Attendees remarked on the need for
recouping loans, and financial problems for less than 30 AER to relook their charter and policies in light of the
days pertain to civilian pay and not military pay. needs of today’s Army.
(m) On 28 Nov 05, the CAR met with Director, i. Estimated cost. There is no tracking or statistical data
AER, to solicit a change to allow RC Soldiers on active on how many applied for this assistance and were ineligi-
duty less than 30 days to use AER loan services. The ble due to orders being less than 30 days. Providing cost
AER board of managers for various reasons, voted not to information is not possible at this time.
change the current policy. The CAR accepted the deci- j. Lead agency. USAR – Family Program Office
sion made by the board of managers. The RC will pilot a k. Support agency. None
campaign in 07 and petition once again to AER to change
their policy. Issue 380: Inadequate Support of Family Readiness
(n) On 12 Jul 05, contact was made with Reserve Groups
Pay Analyst at Fort McCoy. The pay analyst indicated a. Status. Active.
the current system does not allow for allotments; how- b. Entered. AFAP XII; 1994
ever, it can be used to collect recoupment such as AER c. Final action. No. (Updated: Mar 06)
Loans. The system has the option to process third party d. Subject area. Family Support.
e. Scope. Inadequate support of FSGs, especially during port unit mobilizations, specialized pre-deployment train-
periods of non-deployment, exists primarily because a ing, transportation to and from the areas of operations,
dedicated program manager has not been assigned to home station, recovery, and reset, and post-deployment
monitor activities. Increased deployments and vanishing training to ensure recovery to established readiness stan-
resources have raised the need for this service, pla cing it dards for full spectrum combat operations around the
on a commensurate level with existing services, such as world. These funds may be used for Mobiliza-
EFMP and FAP, which have full-time program managers. tion/Deployment positions.
f. AFAP recommendation. Establish DA-funded, full- (4) GOSC review.
time FSG program managers for all active duty installa- (a) May 00. Seventeen Army installations have
tion, Reserve ARCOM/TAACOM, and National Guard identified a requirement for a full-time Mobilization De-
Joint Force Headquarters (JFHQ). ployment Readiness Specialist. The position is one of the
g. Required action. five core ACS services and hence can be budgeted for
(1) Seek authorizations and funding for ACS Mobiliza- when requirements are identified.
tion/Deployment Program Managers. (b) Jun 04. Issue remains active to eliminate the
(2) Increase staffing at the NGB and the USARC to mobilization/deployment position shortfalls.
provide the required support to Family Readiness Groups. (c) Jan 06. Issue remains active while program
(3) Provide funding for Mob/Dep program manager po- awaits continued funding. ACSIM was tasked to report
sitions for the active and reserve components. back to VCSA if funding for Mobilization/Deployment po-
h. Progress. sitions for the active Army (ACS positions), the Army
(1) Issue history. In Aug 97, this issue was combined National Guard and the Army Reserve could not be cov-
with Issue #421, “Army Family Team Building (AFTB) ered.
Resources” because a joint AFTB and FRG Coordinator i. Estimated cost. Active Army - $2.7M; ARNG -
position was linked to the restructuring of Army Commu- $4M; USARC - $4M
nity Service. In Jan 00, it was separated from that issue. i. Lead agency. CFSC-FP
(2) Active component staffing. j. Support agency. ARNG, USARC
(a) There are 82 full-time dedicated mobiliza-
tion/deployment positions required for active duty installa- Issue 385: Montgomery G.I. Bill for Veterans Edu-
tions. There are currently 44 full-time dedicated mobiliza- cation Assistance Program Era
tion/deployment positions at 39 installations, leaving a a. Status. Active
shortfall of 38 positions. These positions are validated b. Entered. AFAP XII; 1994
and included in the ACS staffing requirements based on c. Final action. No (Updated: Mar 06)
the US Army Manpower Analysis Agency (USAMAA) d. Subject area. Force Support.
approved yardstick. e. Scope. Many soldiers enlisting during the existence of
(b) USACFSC worked with IMA to establish and the Veterans Education Assistance Program (VEAP), 1
approve the FY06 MOB TDA per guidance from Deputy Jan 77 to 30 Jun 85, did not enroll because it was not an
ACSIM and G8. The TDA has been staffed and ap- economically attractive package. VEAP cost the soldier
proved by G3; however, garrison cannot invoke or utilize $2700 and produced $8100 in education benefits. As of 1
the MOB TDA under conditions less than full mobilization Jul 85, the Montgomery G.I. Bill (MGIB) offered $10,800
unless an exception to policy is granted. IMA is working in educational benefits for a cost to the soldier of $1200.
the FY07 and future MOB TDAs. As of 14 Feb 06, VEAP era soldiers were not offered the MGIB. All sol-
IMA plans to fund ACS at $73M or 85% of the require- diers (including VEAP era) who retire early, enroll in
ment. IMA’s contribution to 90/90, $73M, will not cover special separation benefit/voluntary separation incentive
the ACS Mobilization/Deployment Program FTEs. (SSB/VSI), or are involuntary separated can enroll in
(3) Guard and Reserve staffing MGIB. VEAP era soldiers, who remain on active duty
(a) Validated requirement for the NGB is 233 FTEs; and retire on length of service, are not offered this bene-
The Installation Program Installation Group (PEG) vali- fit. Soldiers who did not participate in VEAP are not eli-
dated the requirement in the FY06-11 POM to support gible for the MGIB program.
family readiness. NGB has hired 58 Family Readiness f. AFAP recommendation. Allow all VEAP era soldiers
Assistants for 50 States and 4 Territories. remaining on active duty to enroll in the MGIB. (Based
(b) The Army Reserve is undergoing a transition on VCSA direction at the May 01 GOSC, the recom-
due to BRAC realignment. The result is a requirement for mendation was revised from,“Open a six-month win-
30 positions due to formation of new command and con- dow of opportunity for VEAP era soldiers remaining on
trol structure. The cost associated with the 30 positions is active duty to enroll in the MGIB”)
approximately $1.47M. The 55 validated positions the g. Required action.
Army Reserve received beginning in FY06 were the re- (1) Monitor legislative change package to amend
sult of other requirements and are not related to this issue. Chapter 30, Title 38, USC to allow for VEAP era soldiers
Army Reserve received only 39 of these 55 positions. to enroll in MGIB that is before the 108th Congress.
The $8.5M received in FY06 does not include the funding (2) Submit an FY07 Legislative Proposal.
for the 30 mobilization manager positions referred to in (3) Submit an FY08 ULB.
AFAP Issue 380. h. Progress.
(c) The FY06 Appropriation Conference Report (1) Issue history. This issue was closed as unattain-
(pages 475 and 476) appropriates $8.5M for the Army able by the Oct 95 AFAP GOSC based on the projected
Reserve and $12.5M for National Guard Bureau to sup- cost of allowing VEAP era soldiers to enroll in the MGIB.
At the May 01 AFAP GOSC meeting, the Vice Chief of would be closed following submission of a cost analysis to
Staff, Army directed the creation of an AFAP issue to al- the VCSA. The cost analysis was provided in Nov 95
low soldiers to enroll in the Montgomery GI Bill who did and the issue was declared unattainable.
not sign up for the Veterans’ Educational Assistance (b) Mar 02. The VCSA asked that Army work
Program (VEAP). Issue 385, “Montgomery G.I. Bill for with the other Services to get support for this issue.
Veterans Education Assistance Program Era” was re- (c) Jan 06. The VCSA directed the issue be kept
opened and staffed in Jul 01. open for the VEAP era Soldiers remaining on active duty
(2) MGIB benefits. The MGIB currently provides up to as long as AFAP Issue 497 is active since this population
$985 per month for 36 months worth of benefits while at- will never be eligible for that benefit otherwise.
tending a qualifying course of study. For conversion from i. Estimated cost. $48.4M is the estimated cost to sup-
the VEAP to the MGIB to be cost effective, the soldier port conversion of remaining 9,209 members still on active
should have more than 4 months of eligibility remaining on duty.
his/her VEAP and intend to use their MGIB benefits. j. Lead agency. DAPE-MPA-RR.
Any contribution in pay from the soldier to the Treasury is k. Support agency. TAPC-EICB.
non-refundable. DOD actuary cost estimate for each in-
dividual is $20,000. There are approximately 19,000 sol- Issue 439: Teen Program Standardization
diers on active duty who enlisted during the VEAP-era a. Status. Active.
and are not enrolled the MGIB. b. Entered. AFAP XIV; Mar 97.
(3) Legislative attempts. c. Final action. No. (Updated: Jun 06)
(a) Two windows were opened by Public Law 104- d. Subject area. Youth.
275 (Oct 96-Oct 97) and Public Law 106-419 (Nov 00- e. Scope. There are inconsistencies in teen programs
Oct 01) permitting certain VEAP era soldiers to convert from installation to installation. There are no established
to the MGIB. The windows allowed soldiers with money guidelines to insure installa tion commanders place appro-
in their VEAP account to convert. Soldiers without priate emphasis on teen programs or equitably allot funds
money in their VEAP account were excluded. The cost designated for youth programs. This directly impacts teen
to convert was $1,200 during the first window and $2,700 morale.
for the second window. Over 15,000 soldiers converted f. AFAP recommendation.
of approximately 48,000 eligible. (1) Benchmark successful teen programs to develop a
(b) Legislation before the 107th Congress to allow model for all installations.
another conversion period with no requirement to have (2) Establish standard guidelines for installation com-
previously participated in the VEAP was not enacted. manders on teen programs to include topics such as: des-
(c) A House Resolution (Feb 03) would allow a one- ignated areas for teen use, Teen Council, workforce
year period to allow all VEAP era soldiers remaining on preparation, volunteer opportunities, youth sponsorship,
active duty to enroll in the MGIB with a $2,700 contribu- adult advisory committees, mentorship, and positive alter-
tion. natives for at-risk behaviors.
(d) HR2174, submitted 20 May 03, proposed a one- (3) Report progress to Teen Panel semi-annually and
year period to enroll in MGIB with a $2,700 contribution Teen Discovery annually until this issue is closed by the
for VEAP era members entered active duty before, on, or AFAP GOSC.
after 1 JUL 85, served without a break in service and g. Required action.
served some or all of the year prior to enactment of this (1) Establish program standards to include a common
proposed legislation; completed a secondary school di- programmatic framework.
ploma or 12 semester hours towards a degree; be hon- (2) Ensure teen programs are customer driven and in-
orably discharged or released from active duty. clude teen and parental input.
(e) The Coast Guard Initiated a FY05 ULB action (3) Acquire and leverage personnel and financial re-
for consideration by the 108th Congress to allow eligibility sources.
for MGIB without prior participation in VEAP. HR879 (4) Publish policy and operational guidance.
and HR2174 were not enacted during the 108th Congress, (5) Establish accountability measures for performance
and may be reintroduced during the 109th Congress. outcomes.
(f) Continue to monitor legislation before the 109th (6) Provide training for staff, acquire and leverage fi-
Congress. Pursue official positions from the other Ser- nancial resources. Provide training for youth staff.
vices, OSD and VA. The Coast Guard elected not to re-
submit the ULB, as it was not being supported by OSD. (7) Acquire and leverage financial resources to support
(g) At the Jan 06 GOSC, it was approved to have standardization
this issue incorporated with proposed legislation S. 1162 h. Progress.
(Elimination of MGIB Expiration Date, AFAP Issue (1) Related issues. Issue #314 refocused the teen pro-
#385) currently at Senate Armed Services Committee. gram to target younger teens/middle school age group.
However, OCLL, has indicated that S. 1162 will not be Issue #413 addressed teen space, facilities and non-
supported, therefore, recommend submitting FY07 Legis- facility based programs.
lative Proposal and FY08 ULB actions in Jul-Aug and (2) Program framework.
Aug-Sept 06 respectively to address establishing another (a) New framework established for all Army Youth
conversion window. Programs based on four required “service areas”
(4) GOSC review. 1. Life Skills, Citizenship & Leadership Opportuni-
(a) Oct 95. The GOSC determined this issue ties
2. Sports, Fitness and Health Options in the FY 06-11 POM and is monitored as a Well-Being
3. Academic Support, Mentoring &Intervention objective. Desired outcomes are to provide standardized
Services services for 49,354 youth (35% of eligible youth popula-
4. Arts, Recreation & Leisure Activities tion) with staff paid competitive salaries with local labor
(b) Baseline programming includes: Youth Councils, markets.
Youth Sponsorship, Workforce Preparation, Youth Com- (5) Policy and operational guidance. Policy guid-
puter Labs, Homework Centers, Individual / Group Sports ance in AR 215-3, numerous procedural guidance memo-
and Fitness, Community Service Opportunities, and randums on program operations, and a series of hand-
Games & Leisure Activitie s. All installations participate books and user manuals have been issued to increase the
as affiliate members in the Boys and Girls Clubs of predictability of Army Youth Programs from installation
America (BGCA), must establish active 4-H Clubs, and to installation. Remaining action includes funding for
provide teen programs in dedicated facility space and out- youth computer lab upgrades
reach programs. (6) Accountability measures and performance out-
(3) Teen and parental input. comes.
(a) Teen input. (a) AFAP Issue #314 established a requirement to
1. All installations have functioning Youth Councils, measure teen program utilization and meet phased teen
and per CSA guidance all MACOMS/Regions have es- utilization goals.
tablished Teen Panels to address youth concerns and ac- (b) QYDP MDEP funds services for 28,121 youth
tively plan local programs. Army Teen Panel representa- (ages 11-18 years) or 20% of the eligible Army youth
tives annually brief CSA on youth issues and concerns population. Requirement is to increase the utilization goal
surfaced by installation youth councils and to 49,354 youth or 35% of the eligible youth population.
MACOM/Region Youth Forums. This remains an unfunded requirement validated by the
2. Panel surveyed over 1600 Army teens on Youth Installations PEG in the FY 03-07 POM and FY 04-09
Sponsorship program status. POM and is monitored as a Well Being objective.
3. Army youth participated in the DOD Strategic (c) Standards, critic al indicators, and measurable
Youth Action Planning Conference (Sep 98), in the Youth outcomes for baseline teen programming have been de-
Roundtable (May 99) at 2000 and 2002 Army Education veloped in conjunction with MACOM/Region and installa-
Summits, and Army Family Action Plan Conferences at tion staff. Youth Programs are now included in annual
all command levels. regional inspections comparable to existing child care in-
4. MACOM/Region Child and Youth Program spections.
managers are conducting regular video teleconferences (7) GOSC review.
with teens and using technology to ensure programs are (a) Nov 00 GOSC was provided an update on youth
customer driven. initiatives such as baseline programming, training, ac-
(b) Parental input. Youth Program Standards re- countability measures, and leveraging personnel and fi-
quires Parent Advisory councils on each installation. nancial resources.
AFAP Issue #314 addressed expansion of Parent Advi- (b) Nov 02. The VCSA asked for a briefing on the
sory Councils to include teens and parents of teens. entire youth program so he could determine priority fund-
(4) Personnel and Financial Resources. ing issues.
(a) Personnel. (c) Jun 06. The GOSC determined the issue would
1. Formal training plans linking responsibilities and remain active. The VCSA stated he was more interested
training for staff working with teens have been issued in in providing great opportunites rather than how many
conjunction with revised staff job descriptions. Promotion teens we were reaching. He also tasked the TJAG to
for adults working with teens is now based on successful provide teen incident rates on Army installations but this
completion of training. request was to be outside the AFAP process.
2. Installations have implemented the Child and i. Estimated cost. FY 99 funding was increased $12.8M
Youth Personnel Pay Program (CYPPP) in response to per direction of the Army Chief of Staff to fund partic ipa-
Issue #404. The CYPPP outlines requirements for foun- tion for 20% of eligible Army youth. Unfinanced Re-
dation and annual staff training, contains standard position quirements (validated in POM 06-11) remain to sustain
descriptions that include teen participation “caseloads”, current youth program capability (FY 06 $8.6); and in-
and staff compensation linked to job competency. crease percentage of youth served from 20%-35% (FY
3. Issue #314 established requirement for partner- 06 36.9M).
ships with youth groups, schools, and community organi- j. Lead agency. CFSC-CYS
zations to help deliver youth programs. k. Support agency. G1; IMA.
4. Further action needed is sustainment of the
youth staff (workforce), and increase in program capabil- Issue 447: Audio/Video Surveillance for Child De-
ity from 20 percent to 35 percent to meet the DOD Social velopment Centers
Compact goal. a. Status. Active
(b) Financial support. QYDP MDEP funds ser- b. Entered. AFAP XVI; Nov 99.
vices for 28,121 youth (ages 11-18 years) or 20% of the c. Final action. No (Updated: Mar 06)
eligible Army youth population. Output requirement is to d. Subject area. Child Care
increase the capability to serve 49,354 youth or 35% of e. Scope. Approximately 70% of Army Child Develop-
the eligible youth population. This remains a validated re- ment Centers (CDCs) do not have audio/video surveil-
quirement that remains unfunded by the Installations PEG lance equipment. This equipment provides an additional
prevention measure for child abuse and unwarranted alle- (b) Nov 03. CFSC reported that the outstanding ac-
gations. Surveillance equipment is also used as a training tion on this issue is $3.9M funding for maintenance in
aid and possibly increases the sense of security for fami- school age/youth facilities.
lies utilizing the centers. Although all CDCs built since i. Estimated cost. $4.4M annual requirement starting
1995 include the conduits for this equipment, installations FY 05. With 2% inflation, cost FY 07-FY11 is as follows:
have been unable to fund the purchase and installation of FY 07 $4.5M; FY08 $4.6 M; FY09 $4.7 M; FY10 $4.8M;
the surveillance equipment. Audio/ video surveillance FY 11 $4.9M.
equipment in all CDC facilities would be a one-time cost j. Lead agency. CFSC-CYS
and would save the Army money in the long run. k. Support agency. None
f. AFAP recommendation.
(1) Provide 100% HQDA funding to purchase and in- Issue 457: Modification of Weight Allowance Table
stall audio/video surveillance equipment in all Child De- a. Status. Active
velopment Centers Army-wide. b. Entered. AFAP XVI; Nov 99.
(2) Include the purchase and installation of audio/video c. Final action. No (Updated: Mar 06)
equipment in the standard Child Development Center de- d. Subject area. Relocation
sign. e. Scope. The current Joint Federal Travel Regulation
g. Required action. (JFTR) Permanent Change of Station (PCS) weight al-
(1) Determine need for surveillance systems. lowance table does not support the changing Army demo-
(2) Determine cost to purchase and install video sur- graphics. More service members are entering with estab-
veillance system for each CDC. Review Army policy lished families, families are larger, and Retention Control
and sources for funding video equipment. Points have been extended, creating increased career
(3) Fund requirement as an Army-wide initiative and longevity. Using the current PCS weight allowance table,
fund OMA tail requirement for recurring expenses and service members frequently pay excess costs, unload
upgrades. valuable property prior to moving, do not ship essential be-
(4) Procure and install surveillance systems. longings, and must replace or store items.
(5) Fund comparable protection for school age sites f. AFAP recommendation. Amend enlisted portion of
and youth centers as an Army initiative and fund OMA the PCS weight allowance table in the JFTR to more
tail requirement for recurring expenses and upgrades. closely match the officers' portion, making:
h. Progress. (1) weight allowance of an E1-E4 equal to the weight
(1) Cost. Data call validated need at 158 CDC sites allowance of an 01,
(70% of CDCs). Cost estimate for CDCs ($6.5M); for (2) weight allowance of an E5 equal to 02,
school age facilities and youth centers ($13M). Security (3) weight allowance of an E6 equal to 03,
surveillance equipment required for the interior of facili- (4) weight allowance of an E7 equal to 04,
ties as well as exterior playgrounds and driveways. (5) weight allowance of an E8 equal to 05,
(3) Funding. (6) weight allowance of an E9 equal to 06-010.
(a) Purchase and installation of video surveillance g. Required action.
systems in CDCs ($6.5M) funded with FY 00 year end (1) Increase the administrative weight allowances
funds. $1M annual requirement for maintenance and up- (2) Increase the authorized weight allowance for
grades funded in the FY 03-07 POM. enlisted members.
(b) Purchase and installation of comparable protec- (3) Monitor legislative proposal to increase allowance
tion for school age sites and youth centers ($13M) funded 8%.
as FY 03 UFR. Unfunded $3.9M OMA tail requirement (4) Discuss weight allowance issues with the Sergeant
for maintenance validated in FY05-09 POM. Major of the Army.
(c) School age/ youth center OMA Tail Require- (5) Requested next course of recommended action
ment funding $4.4M annual requirement) for maintenance from the SMA.
and replacement is necessary. Funding validated in the (6) Memo to ACSIM concerning the size of privatized
FY06-11 POM. housing.
(d) The outstanding action on this issue is funding ($ (7) Unified Legislative Budget (ULB) Item
3.9M annual requirement) for maintenance and replace- (8) Business Case Analysis on the long term effect of
ment. Requirement validated, but unfunded in the FY06- force and unit stabilization.
11 POM. h. Progress.
(4) Procurement and installation. Beta test of secu- (1) Administrative weight allowance (OCONUS
rity surveillance system complete. Fielding underway for moves) – E-1 through E-5. The JFTR revision to in-
158 new systems—three year schedule by geographic lo- crease the administrative weight allowance for grades E-
cations starting with the East Coast. 1 through E-5 from 2,000 pounds to 2,500 pounds was ef-
(5) Facility design. Requirement for the purchase and fective 1 Oct 02.
installation of video surveillance systems included in the (2) Legislative initiatives.
CDC Standard Design Package. (a) The other Services non-concurred with changing
(6) GOSC review. the enlisted PCS weight allowance to mimic officer rates.
(a) May 00. CFSC reported that the CDS require- However, Navy indicated they consider an increase for
ment was submitted to the Army Budget Office as a E1-E5s, and the Coast Guard supported some adjustment
FY00 UFR, IAW VCSA direction to fund this project. for enlisted personnel. A modification of the JFTR PCS
weight allowances requires concurrence by all of the Ser- having to sell or give away personal property, more details
vices for a legislative change. are needed, such as: What kinds of property were in-
(b) The FY02 NDAA increased E1-E4 weight al- volved? What was the total estimated value? What
lowances, effective 1 Jan 03, to 8,000 lbs for E1-E4s with other options were considered? There are already too
dependents and 5,000 lbs without dependents. many surveys, resulting in lower and lower response
(c) In 2002, OSD established a working group to de- rates. The relevance of the survey to sampled families
termine if higher weight allowances for the shipment of may not be high… (reference tax deduction). Perhaps a
HHG is required to adequately cover all ranks’ PCS few selected installations could use ACS personnel to
costs. The group, comprised of representatives from all of work with out-processing agencies at the installation to
the Services, used a comparison to the Basic Allowance obtain this information on a case-by-case basis.
for Housing (BAH) standards as the primary considera- (5) Tax deduction. In IRS Publication 521, Moving Ex-
tion when developing the proposed new weight standards. penses, personal property disposed of through a yard sale
Also considered were years of service, regular military or given away (donation) is not a deductible moving ex-
compensation, and rank. The efforts of this group resulted pense. In the IRS Newswire, IR-2003-134, Dec 1, 2003,
in a FY04 legislative initiative to increase the HHG weight taxpayers may be able to use their gifts to tax-exempt
allowance for all Service members. The proposal would charitable and religious groups to reduce their taxes. The
modify Title 37 by increasing the HHG weight allowance tax benefit for charitable contributions is only available for
for all members by an average of 8%. The legislative ini- taxpayers who itemize deductions.
tiative was not approved due to the fact that funding was (6) GOSC review.
not included in the FY04 programming. (a) May 00. Members questioned why there is a
(d) OSD encouraged the Services to vote to defer variance weight allowance between offic ers and enlisted.
this initiative until the FY05 ULB to allow the Services to ` Army will work this issue in two stages. The first will
incorporate the funding for this initiative into their FY05 seek an increase in the OCONUS administrative weight
POM. The FY05 legislative proposal was also rejected allowance for junior enlisted, and the second will explore
because Services did not provide the requested supporting the weight allowance disparity between the ranks.
data. (b) Nov 00. ODCSLOG will meet with the SMA to
(e) The FY06 ULB was rejected because the pro- work on a strategy to get support from the other Services.
posal of a straight 8% increase across all pay grades (c) Mar 02. Issue remains active to pursue weight
weight allowance increase was not justified. No support- allowance increase for E5-E9s.
ing data provided. (d) Nov 04. The VCSA did not accept the unattain-
(f) Service data indicate that only one percent of ser- able recommendation and kept the issue active, noting
vice members exceed the PCS weight allowance. In or- that the square footage of housing is changing under RCI
der to re-submit the proposal, supporting data is required. and recognizing that the Army is changing in the future
The Services do not have data to support the weight al- (size of housing, fewer PCS moves).
lowance increase. (e) Jan 06. The VCSA asked for a business case
(g) Three of the four Service’s top enlisted leaders, to analysis for increased HHG weight allowance using the
include the SMA, briefed the House Appropriations long term effect of force stabilization and unit stabiliza-
Committee's new Military Quality of Life Subcommittee. tion. A request to develop the business case analysis
This subcommittee focuses exclusively on quality of life was sent to the Office of the Deputy Chief of Staff, G-4,
issues. Citing personal experience, the Service leaders Center for Logistics Innovation.
requested the subcommittee to consider revising the cur- i. Estimated cost. $300M.
rent HHG weight allowances. j. Lead agency. DALO-FPT
(h) The FY06 NDAA authorized increased PCS k. Support agency. None
weight allowances for senior noncommissioned officers,
grades E7 through E9, effective for orders issued on or Issue 458: Newly Acquired Dependent Travel and
after 1 Jan 06. The SMA and equivalent in each Service Transportation Entitlements
is authorized a weight allowance of 17,000 pounds with a. Status: Active
dependents and 14,000 pounds without dependents for the b. Entered. AFAP XVI; Nov 99.
remainder of his/her military career. Officers and c. Final action. No (Updated: Mar 06)
enlisted members in grades E5 through E6 did not receive d. Subject area. Relocation
a weight allowance increase. The Army will initiate an e. Scope. Service members who acquire new depend-
ULB in Sept 06. ents after the effective date of permanent change of sta-
(3) JFTR Revision. The Secretary concerned may au- tion orders (as cited in Joint Federal Travel Regulations
thorize a higher weight allowance (NTE 18,000 pounds) (JFTR) appendix A) are not entitled to travel and trans-
of a member below pay grade 0-6, but only on a case-by- portation allowances for those dependents. This results in
case basis. The Secretary’s decision to increase the the service member paying out-of-pocket travel and
member’s weight allowance must be due to an extraordi- transportation expenses to move newly acquired depend-
nary circumstance of if the Secretary determines that ents.
failure to increase the member’s TDY weight allowance f. AFAP recommendation: Amend the JFTR to estab-
would create a significant hardship to the member. lish date of marriage, adoption, or other legal action as the
(4) Surveys. The 04 Survey of Army Families and the authorization date to establish dependent status for travel
Fall 04 Sample Survey of Military Personnel has been and transportation entitlements.
sent to the printers. In addition to the basic question of g. Required action:
(1) Send proposed change to the JFTR and US Code to tion to move newly acquired dependents’ household
the Military Advisory Members (MAP) of the Per Diem, goods. In Aug 03, the Per Diem Committee indicated
Travel and Transportation Meeting Committee that the current law allows for the movement of house-
(PDTATAC) for review and comment. hold goods that were owned by the member prior to the
(2) Prepare and disseminate message to the field ex- effective date of the orders. Based on Comptroller Gen-
plaining effective date of orders and impact of the date on eral and OSD General Counsel decisions, there is no legal
transportation entitlements for newly acquired depend- authority for transportation for items acquired after the
ents. effective date of the orders.
(3) Determine if change to the JFTR is possible to allow (5) DoD Directive. In Jun 04, the PDUSD(PR) signed
SM to use remaining HHG authorizations to move newly DoD Directive 1315.7. This document authorizes com-
acquired dependents. mand sponsorship for acquired dependents that meet cer-
(4) Review DODI 1315.7 reference to acquired de- tain criteria, but specifically states, “Members have no
pendents. travel entitlement to the overseas duty station for depend-
(5) Review current authorizations to determine if a ents acquired after the member’s effective date of orders
change to the JFTR is possible to allow SM to use re- to that overseas duty station, even if the dependents are
maining HHG authorizations to move newly acquired de- subsequently granted sponsorship.” (DoDI 1315.7, para
pendents HHG. E4.4.5)
(6) DODI 1315.7 published by Principal Deputy Under (6) GOSC review.
Secretary of Defense (Personnel and Readiness). Travel (a) Nov 03. ASA (M&RA) indicated that they
and transportation entitlements not authorized for acquired would forward this issue to the legislative process.
dependents. (b) Nov 04. The GOSC did not support an unat-
(7) Canvas the ADCSPER breakfast to determine if in- tainable recommendation. G-1 will analyze this issue
terest or support could be generated for this issue. from the perspective that Soldiers will be stabilized for
(8) Canvas other Service MAP members and Service longer periods of time at duty stations.
Per Diem Committee Members on support for legislative (c) Jan 06. Issue will remain an active AFAP issue.
change. This issue has had no support from the other Services or
(9) Submit legislative change via unified legislative the Per Diem Committee. However, it was noted that
budget (ULB) submission process. with Soldiers remaining on station longer and with the
(10) Staff change to DODI 1315.18. Army bringing large numbers of Soldiers CONUS there
h. Progress. needs to be an administrative fix so Soldiers’ new de-
(1) Current entitlement. Current transportation enti- pendents would qualify for travel to the Soldier’s next
tlements allow shipment of HHG property and dependents duty station.
acquired before the effective date of the orders. The ef- i. Cost analysis. $15.9M annually.
fective date of the orders, for simplicity sake, is basically j. Lead agency. DAPE-PRC
the date the individual signs into his or her new duty sta- k. Support agency. None
tion. SM do receive BAH at the “with dependent” rate
on the effective date of the marriage or adoption. De- Issue 465: Reserve Component (RC) Post Mobili-
pendents receive medical, dental, PX, and commissary zation Counseling
privileges as of the date of marriage as well. a. Status. Active
(2) Coordination. b. Entered. AFAP XVI; Nov 99.
(a) A proposal to establish date of marriage, adop- c. Final action. No (Updated: Mar 06)
tion, or other legal action as the authorization date to es- d. Subject area. Entitlements
tablish dependent status for travel and transportation enti- e. Scope. With the rise in the number of RC soldiers mo-
tlements was discussed at the Jul 01 PDTATAC meeting. bilized, there is an increasing need for soldiers and family
There was no support by the sister services or members to be afforded counseling services. Upon re-
PDTATAC professionals for this initiative. lease from active duty (REFRAD), there are no provi-
(b) On 11Jul05, the Asst DCS, G-1, confirmed the sions in place to assist RC soldiers and family members
lack of support for this initiative by the other Services as who need counseling, such as marital, family, and finan-
he canvassed the other Services at the quarterly cial. Currently, RC soldiers and family members must
ADCSPER breakfast. The other Services were not sup- rely on expensive civilian agencies for these servic es.
portive. Access to these counseling services would ensure RC
(c) In Feb 06, we will market this item to the other soldiers’ and family members’ well being.
Services in an effort to convince them to support this f. AFAP recommendation.
item. Regardless of support obtained from other Ser- (1) Allow soldiers and family members up to one-year
vices, we will submit a FY 08 ULB legislative proposal to post mobilization to identify the need for counseling relat-
obtain the authority in law to permit this allowance. ing to service connected problems.
(3) Policy clarification. On 15Aug 01, DCS, G-1 dis- (2) Provide counseling services at low or no cost after
seminated a worldwide message clarifying effective date identifying the need of the soldier and family member.
of orders. g. Required action.
(4) Alternative approach. Following a meeting with (1) Continue full implementation of Deployment Cycle
DASA-HR in Mar 03, G-1 reviewed current authoriza- Support Plan (DCSP) for post mobilization family coun-
tions to determine if a change to the JFTR is possible to seling of RC soldiers and families.
allow service members to use remaining HHG authoriza-
(2) Coordinate with US Army Community and Family mobilized reserve component (RC) soldiers (36,000), and
Support Center (USACFSC) to insure RC Soldiers and deployed DA civilians (900).
families are included in Army One Source (AOS) and (a) In Nov 03, 70% of the State Family Program Di-
Post-Deployment Care rectors (SFPD) for the National Guard partic ipated in the
Management (PDCM). AOS Conference and Training Workshop. In Feb 04, ad-
(3) Coordinate with the VA Vet Center for utilization ditional training was provided by AOS at the National
data of counseling services provided to Army National Guard SFPD Workshop. AOS information is distributed
Guard Soldiers and their family members. and presented as part of family mobilization briefings,
(4) Develop a process to assess usage and services family workshops, Commander's Call and Senior Leader
Utilized (USAR). workshops. AOS is heavily marketed on the National
(5) Publicize available counseling services available to Guard Family Program Online Community
Soldiers and families. (www.guardfamily.org). Additional marketing initiatives
(6) Monitor results for improvement. include contact information provided on all ARNG Leave
(7) Survey will be put on Army Reserve web portal and Earning Statements.
site. (b) Continue monitoring for results improvement is
(8) Evaluate survey results. being conducted within returning Soldiers and their fami-
h. Progress: lies to provide us feedback on usage and utilization of ser-
(1) Military process. If the need for care is connected vices. Usage of MOS services are posted on weekly ba-
to mobilization, the member’s commander may complete sis and consolidated by component.
a line of duty that would entitle the member to medical (4) Vet Centers.
care. The National Guard Joint Force Headquarters (a) The Department of Veterans Affairs is offering
Command (JFHC) with implementation of Deployment hospital care, medical services, nursing home care, and
Cycle Support Plan (DCSP), Family Assistance Centers counseling services for a period of two years from the
(FACs), and in conjunction with Military OneSource date of discharge to those veterans who serve on active
(MOS) counseling services are providing access to coun- duty in a theater of combat operations during a period of
seling service call, and online professional assistance. war after November 11, 1998, or in combat against a hos-
(2) Chaplain programs. US Army Reserve Command tile force during a period of hostilities. Families are eligi-
(USARC) conducted a train-the-trainer event on mar- ble for counseling services also.
riage enrichment for more than 80 Chaplains in Aug 03 to (b) Utilization of the 206 available Vet Centers has
prepare them to conduct post-mobilization family retreats improved in the Guard and Reserves. Bereavement
throughout the USARC for all demobilizing Reservists Counseling is available to Soldiers and families and coun-
and families. Information on AOS and Post Deployment seling for PTSD is also available for veterans with written
Care Management is included in family retreats. US material available to families. Soldie rs can also receive
Army Reserve Command (USARC) is conducting re- additional counseling anytime if documented on a Line of
gional chaplain led family retreats post-mobilization avail- Duty for diagnosed conditions such as depression or Post-
able to all returning soldiers. traumatic Stress Disorder. Coordination is being made
(3) Post Deployment Care Management (PDCM). with the VA to provide the numbers of RC Soldiers and
PDCM provides continuous medical screening and assis- their families using the Vet Centers to the validate the us-
tance to AC and RC soldiers and assistance for family age.
members. PDCM covers deployment related health con- (5) FACs. Key players are FACs that are publicized,
cerns, embedding deployment health care ombuds- as the primary entry point for any service and assistance
men/advocates into primary health care, and other medi- that any military family member may need during the de-
cal related concerns in support of Soldiers and family ployment process. This process includes the preparation,
members. If counseling sessions are needed after the 6 sustainment, and reunion phases. The primary service
free AOS sessions, referrals are made through provided by the FACs is information, referral, outreach
TRICARE or their current health care coverage. If there and follow-up to ensure a satisfactory result.
is no health care coverage, referrals are made to commu- (6) Survey. To evaluate the successes and challenges
nity agencies that charge nominal fees or are free. of the programs offered, development of an evaluation
(a) In Mar 04, the Army National Guard G1 Well process is required. A survey was composed for distribu-
Being Branch dedicated a full time asset to fully imple- tion to returning Soldiers and their families to monitor us-
ment the DCSP and to provide oversight of the Soldier age and utilization of services. On 27 Jun 05, the Army
and Family Reunion and Reintegration Process in coordi- Reserve revealed their web portal at their MACOM
nation with 400+ Family Assistance Centers. While the AFAP Conference. The portal provides information to
process will enable quicker identification of at risk Sol- counseling services and other available resources. The
diers and family members, necessary counseling re- Survey was posted to the web portal to evaluate informa-
sources for Army National Guard Soldiers and families tion received, usage, and knowledge of services available.
are not fully available. Notification of the survey was done through AKO and
(4) Military/Army One Source (MOS/AOS). The AOS Family Programs Staff in the field. There were 324 re-
contract provides referrals 24 hours per day, 7 days per sponses. Of the 83% who were aware of the counseling,
week; up to six face-to-face counseling sessions, and cri- only 19% utilized the services. Those who sought coun-
sis materials (1-800-464-8107, CONUS; 1-800-464-81077 seling were comprised of a combination of both Soldiers
(OCONUS). AOS contract management began Jun 03 and family members. Services utilized consisted of Mili-
and is available to all active component (AC) (489,600), taryOneSource (25 percent), Department of Veterans
Affairs (22 percent), Army Reserve Chaplain (12 per- (2) Develop and implement software that processes
cent), and other (41 percent) such as TRICARE, com- transactions twice a month.
munity religious organizations, and Employee Assistance (3) Establish bilateral performance standards requiring
Programs through civilian employers. all parties to identify errors and deficiencies expeditiously.
(7) USARC Focus Groups. Focus groups were con- g. Required Actions:
ducted in first quarter of FY05 to conduct a needs as- (1) Establish formal training for S1 Officers.
sessment prior to distribution of a written survey through (2) Build an automated interface that electronically
our web portal (standing up in summer of 05). The four transmits military pay action from personnel units to fi-
focus groups consisted of family members and Soldiers nance activities.
who had been re-deployed from one to eighteen months. (3) Establish a means to evaluate performance of new
Preliminary results indicate counseling is in fact needed at system.
the one year mark and beyond. Many Soldiers and their h. Progress.
family members were struggling with readjustment issues. (1) Refocus of issue. At the Nov 00 AFAP GOSC,
Many were unaware of the services available to provide the DCSPER explained that deficiencies are systems de-
assistance and how to access. ficiencies, not training -- specifically, a lack of personnel
(8) Web Portal. A Guard Family website with infor- and pay system integration. OASA(FM) confirmed that
mation relevant to all stages of deployment, benefits, and 90% of all pay transactions are processed on time.
outreach information has been launched and can be ac- Therefore, the resolution of this issue was to provide
cessed on www.guardfamily.org . The NGB Family Pro- status reports on the personnel/pay systems integration
grams website has been updated and developed with an and reporting a status report of the Personnel Transfor-
integrated tracking system that will facilitate the capture mation (PT) initiative.
and monitor of our website users. These will allow NGB (2) Personnel.
to improve our outreach program to our end users. (a) The Personnel Transformation concept (briefed
(9) Veterans of Foreign War (VFW). Strategic part- to the CSA in Jan 01) returns company clerks to units, re-
nership with VFW programs has been established to pro- engineers business processes, initiates the use of web-
vide assistance to all servicemembers and their families base technology for personnel transactions, and supports
during the deployment process. VFW personnel will pro- establishment of formal S1 training.
vide assistance to State Family Programs Directors (b) AG School placed an S1 Tool Kit on their web-
(SFPDs) to answer questions, coordinate support, and act site (http://usassi.army.mil/toolkit/index.htm). It provides
as liaison between their organization and the Joint Force a tool for commands to use locally in conducting S1 sus-
Headquarters (JFHQs). tainment training.
(10) GOSC review. (3) Automated interface.
(a) May 01. The VCSA said that this issue would (a) The Defense Joint Military Pay System (DJMS)
remain open but that it needs to focus on finding a solution processes transactions twice a month (and up to 8 times
beyond the VA and Red Cross. per month for the RC) but there is currently no ele ctronic
(b) Jun 04. Issue remains open to monitor counsel- interface between the personnel and financial automated
ing services for Reserve Soldiers returning from theater. systems. The DIMHRS Program Manager expects to
(c) Nov 04. The GOSC was informed that the achieve the Army's Initial Operating Capability in 1st Qtr
Army Reserves intend to distribute a survey to returning FY06 and Full Operating Capability in 1st Qtr FY07.
Soldiers and families 1st Qtr FY05 to assuage utilization of (b) In Jan 06, 92% of transactions submitted by
counseling services. Army installations and activities to the DJMS were proc-
i. Estimated cost. Recommend this service be offered essed within 30 days of the effective date. However,
by a vendor such as AOS. Six counseling sessions are there are particular transaction types with significantly
available at a cost of $9 million. lower timeliness. Specifically, the Army and DFAS are
j. Lead agency. NGB-J1-FP and AFRC-PRW-F analyzing housing and cost of living allowance transaction
k. Support agency. OCCH and CFSC flows to determine systemic methods for improving the
process (i.e. interfaces). The Army and OSD have both
Issue 473: Untimely Finance Transactions established councils of senior finance and personnel ex-
a. Status. Active ecutives to evaluate pay issues and initiate improvement.
b. Entered. AFAP XVI; Nov 99. Timeliness of pay transactions is at the forefront of both
c. Final action. No (Updated: Mar 06) council’s current agendas. In response, DFAS is prepar-
d. Subject area. Force Support ing an overall military pay improvement plan for OSD.
e. Scope. Critical transactions (such as, Basic Allowance (c) The Army is currently conducting focus groups
for Housing, Temporary Lodging Expense, promotions, with subject matter experts representing each functional
marital status) are not being processed in a timely man- area to define Army requirements to be built in DIMHRS
ner. Process delays are due to the lack of trained Per- (Pers/Pay), write business rules and end-to-end processes
sonnel Actions Center personnel, Defense Finance Ac- as dictated by laws, regulations, and policies. These fo-
counting Services inefficiencies, and slow identification of cus groups reconvened on 1 Mar 06 after a brief pause to
transaction errors. Delayed payments result in financial refocus new business process development efforts.
hardships for service members and their family members. (d) The unofficial fielding date is FY08 and the Army
f. AFAP recommendation. intent to go forward with DIMHRS (Pers/Pay) has been
(1) Mandate training at all levels for personnel process- clearly stated.
ing finance transactions.
(e) DIMHRS (Pers/Pay) is the solution that will pro- (6) Monitor status of impact of DA Deployment Cycle
vide the Army with a Multi-compo personnel/pay system Support, Deployment Related Stress/Post Traumatic
capable of seamless mobilization and demobilization, inte- Stress Disorder (PTSD) Working Group’s ac-
grated pay functionality, and 24 hour self-service func- tions/recommendations on the Army requirement for
tions. M&F therapists.
(f) DFAS is developing a system change to the cur- (7) Request decision from TSG about future role of
rent DJMS input system for military pay which will allow M&F counselors within AMEDD
aging of transactions by source from the effective date to Select Marital Satisfaction Inventory to be administered to
the date they are received in finance for processing. An couples as pre/post measure of change
implementation schedule has not yet been developed. (8) Review results of 2004 Survey of Army Families to
(4) GOSC review. assess impact of results on Issue’s Recommendation.
(a) Nov 00. The DCSPER explained that a system h. Progress.
change will allow a single transaction to simultaneously (1) Requirement. Analysis revealed shortages at 9 in-
post changes to pay and personnel systems. stallations, requiring a total of 10 masters level, licensed,
(b) Mar 02. The Army is scheduled to be the first marriage and family therapists at Forts: Bragg (2); Drum
Service to receive the integrated personnel/pay module. (1); Stewart (1); Campbell (1); Huachuca (1); Leonard
The Joint Defense Integrated Military Human Resource Wood (1); Rucker (1); Sill (1); and Wainwright (1).
System (DIMHRS) office is scheduled to begin fielding to (2) Contracts.
the Army in Feb 04. (a) Army, Office of The Surgeon General (OTSG)
(c) Nov 04. The Nov 04 GOSC stressed the impor- and MEDCOM have renewed the M&F therapy contract
tance of implementing this initiative, especially in light of from 1 Oct 05 thru 30 Sep 06. During this time,
the many pay problems experienced by mobilized service OTSG/MEDCOM will continue to assess utilization of the
members. M&F counseling services available under the contract. A
i. Estimated cost. Cost will be incurred to provide train- decision brief will be presented to TSG to help map a fu-
ing. Funding for the implementation of DIMHRS has ture M&F Counselor Program Course of Action (to be
been requested. scheduled by end of 2nd QTR FY06).
j. Lead agency. SFFM-FC-ZA (b) MEDCOM selected a new contractor (Zeitgeist
k. Support agency. HRC Expressions of San Antonio, TX) following hiring difficul-
ties under the original contract. The 10 contract M&F
Issue 474: Shortage of Professional Marriage and counselors were in place and working at the 9 installations
Family Counselors (CONUS) as of Feb 04. This contract also covers services to acti-
a. Status. Active vated RC personnel/families.
b. Entered. AFAP XVII, Nov 00 (c) Workload data (Aug 03 - Aug 04) for the 9 in-
c. Final action. No (Updated: Mar 06) stallations/10 M&F counselors totaled 7,969 sessions, as
d. Subject area. Medical/command follows: 2,072 at Fort Bragg (2 providers); 630 at Ft.
e. Scope. Military families need assistance in coping with Leonard Wood; 657 at Ft. Wainwright; 1,139 at Ft.
pressures associated with managing complex relationships Campbell; 950 at Fort Sill; 1,070 at Ft. Stewart (began
within a military lifestyle. Currently, chaplains are the ma- Sep 03); 647 at Fort Rucker (began Jan 04); 472 at Fort
jor counseling option unless there is identified family vio- Huachuca (15 Dec 03 to 08 Jul 04); and, 334 at Fort
lence (Family Advocacy option) or medical/mental health Drum (began Feb 04).
diagnosis of a family member, and marital/family therapy (d) OTSG and MEDCOM are renewing the M&F
is the method selected to reduce conflict and facilitate therapy contract from 27 Sep 04 - 26 Sep 05. During this
medical management of the problem (TRICARE option). time, OTSG/MEDCOM will continue to assess utilization
Not all chaplains are trained marital counselors, and local of the M&F counseling services available under the con-
civilian counseling services are not available in adequate tract. OTSG/MEDCOM will also work with
numbers near all installations. CFSC/G1/G3 to determine the feasibility of phasing out
f. AFAP recommendation. Increase the number of mar- the services provided under this contract as AOS/MOS
riage and family counselors in underserved areas by ex- demonstrates ability to provide the recommended ser-
panding the use of contract resources. vices.
g. Required action. (3) Studies and initiatives.
(1) Conduct needs assessment of 10 poorly supported (a) Army Surgeon General’s Epidemiologic Consul-
installations and 5 marginal installations. Based on as- tation (EPICON) Study. The most profound finding of
sessment, determine the cost of additional marriage and the efforts of the EPICON investigations at Fort Bragg
family counselors in CONUS. was that the model that we use to apply many of our be-
(2) Initiate contract process of marriage and family havioral health services to the AD beneficiary population
(M&F) therapists. Monitor status of M&FT contract im- is flawed. Investigators concluded that many of the pro-
plementation. grams are stove-piped. Soldiers feel that seeking help in
(3) Initiate Social Work Care Management Program in our current programs is not career-safe. It was decided
primary care clinics on Force Projection installations. that further expansion of behavioral health servic es in a
(4) Monitor implementation of Army One Source for piecemeal fashion is not the answer. An approach will be
impact on marriage and family counseling. pursued to integrate disciplines/encourage sol-
(5) Work with ARSTAF to establish mission and fund- diers/families to seek help early.
(b) The DOD Task Force on Domestic Violence. tend the contract thru Aug 05. Each Service has been
The Task Force’s third/final Report is being reviewed by operating its own "One Source" program. The DoD re-
DOD Principals. Shortages of marriage and family coun- cently combined all the One Source programs under one
selors will not be directly impacted by the report, but pol- roof as Military One Source (MOS) and is centrally fund-
icy changes relating to DOD responses to domestic vio- ing the program beginning Sep 05 thru FY 08. AOS is
lence may impact the ways in which marriage/family now included in MOS.
therapists work with domestic violence cases. 5. MEDCOM anticipates that AOS will help fill
(c) Recent media attention has focused on the num- M&F counseling requirements near the installations iden-
ber of divorcing Soldiers. USA Today (9 Jan 06) reports tified herein. The AOS contract has a network of provid-
enlisted divorce rates at 3.6%, an increase from 1.7% in ers which includes licensed clinical social workers, psy-
CY00. The Officer divorce rate is reported at 2.3% per chologists, and marital and family counselors. An ap-
year, down from 6% in CY04. The Center for Disease pointment is scheduled within 48 hours after an individual
Control reports that the national divorce rate is 4.3% an- contacts a network provider. Network providers are re-
nually. An analysis of Army suicides reveals that ap- quired to offer services within a 30-mile radius of indi-
proximately 70% involve failed relationships. viduals. In remote areas, the network provider is required
(d) The USA MEDCOM has purchased an Out- to travel to provide in-home counseling to meet this re-
comes Questionnaire (OQ-45) for use by all contract quirement. The counseling provision of the AOS contract
M&F therapists. It measures a broad range of symptom provides outreach to the Guard and Reserve who are not
distress, marriage and family difficulties, and difficulties likely to be near an installation. OTSG and MEDCOM
with workplace duties. The instrument is sensitive are committed to helping to advertise this valuable service
enough to measure even a moderate amount of change to Army beneficiaries.
between the first and last sessions. It has been in wide 6. CFSC is conducting installation team visits to
use since 1994. Very early analysis of the data indicates provide technical assistance in implementing AOS.
that the couples seeking help are indeed experiencing sig- MEDCOM detailed an individual to CFSC to assist with
nificant levels of symptom distress and interpersonal rela- the team visits and with AOS advertising, marketing and
tionship problems. Symtoms and relationship problems program evaluation. The CFSC Contracting Officer’s
appear to decrease with therapy. Greater numbers of Representative (COR) conducts weekly in-process-
questionnaires are needed before further analysis can be reviews (IPRs) with the contractor, MEDCOM, ARNG
completed. and Reserve Family Program representatives. (Open
(4) Current sources of counseling/related services: AFAP Issue #522 also addresses this.)
(a) Army One Source (AOS)/now Military One 7. Of the $27M currently spent on MOS, about
Source (MOS). $18M was invested in providing counseling services in
1. AOS is a component of the Army Chief of FY04 through FY05. For FY05, MOS has referred
Staff directed Deployment Cycle Support concept plan 10,197 individuals (Army) for non-medical counseling.
(CONPLAN) for Operations Enduring Freedom and Iraqi This resulted in 13,753 M&F therapist sessions delivered
Freedom. The Total Force CONPLAN is a multi-agency during FY05 at a cost of $9M. In contrast, the 14 con-
response to mitigate deployment cycle difficulties. It cov- tracted M&FT therapists had a total of 13,899 patient en-
ers the entire spectrum of the deployment cycle (pre- counter sessions during the same period.
deployment, deployment, re-deployment, and post- 8. The AOS COR is working with the contractor
deployment, both near term and long term) and addresses to develop a system for tracking provider data on the
every day concerns. types of counseling received. However, based upon re-
2. AOS provides a 24 hours/7 days a week/365 view of charts, it was determined that the largest type of
days/year toll-free information/referral telephone line and referrals for counseling through AOS is for marriage and
offers an internet/Web-based service. It includes a vast family counseling services.
array of information and referral services, including M&F 9. As AOS transitions to MOS, the amount of
counseling. Six counseling sessions, per issue, are pro- counseling sessions that will be provided to Soldiers/family
vided at no cost to beneficiaries. Masters-level consult- members will remain at 6 sessions per issue. Currently,
ants answer the toll-free telephone line. Callers may re- the Air Force does not wish to offer counseling sessions.
main anonymous and are made aware of the limits of The Navy and Marine Corps are reported to be interested
confidentiality available. If face-to-face counseling is in offering only four sessions.
necessary, AOS provides referrals for assistance from (b) Army Social Work Care Management Initiative
professional civilian counselors. (SWCM). The Army Medical Department (AMEDD) is
3. AOS services are available to AD Soldiers, managing another Army DCS initiative developed as a re-
ARNG, RC members, and deployed civilians/families sult of lessons learned during Operation Solace. It pro-
worldwide. AOS will provide referrals to counselors in vides licensed clinical social workers to screen Soldiers
CONUS, Alaska, Hawaii, Puerto Rico and Guam. In throughout the deployment cycle and provide support for
OCONUS, face-to-face counseling is provided via exist- those identified as needing deployment-related medical
ing MTF services. and behavioral health services. The SWCM initiative and
4. The Army G-3 approved funding for AOS on 8 the pre-existing program available through the Deploy-
May 03 for a 12 month contract. The DoD Office of ment Health Clinical Center (DHCC) at Walter Reed
Family Policy awarded the contract to Titan Corporation Army Medical Center are designed to ensure full imple-
as the Prime and Ceridian as the sub-contractor. Addi- mentation of the post-deployment health clinical practice
tional funding has been approved by the Army G-3 to ex- guidelines (PDH-CPGs found at www.pdhealth.mil).
Fifty five of 59 licensed clinical social worker Care Man- (b) Mar 02. To meet the need in underserved
agers have been hired to work out of primary care clinics CONUS locations, MEDCOM will contract for Masters
located at 20 force projection/support installations. Duties level licensed marriage and family therapists.
include providing care management and referral services (c) Nov 02. The VCSA noted that Army can do
for military personnel/families with deployment related some things immediately, like adding counselors, but the
concerns. Counseling services are not available under the more challenging issues will require further study.
Care Management initiative. (d) Nov 03. Assurance was given to the VCSA that
(c) Army Community Service (ACS)/Family Advo- the Army is trying to increase RC awareness of Army
cacy Program (FAP)/military treatment facilities (MTFs): One Source.
ACS, FAP and Army MTFs provide various levels of as- (e) Nov 04. The VCSA emphasized that with lim-
sistance/services to military beneficiaries. The services ited assets, and the Army needs to pool resources where
are tiered as follows: (1) primary: prevention and educa- we need them to be. OTSG will seek data to quantify
tion services; (2) secondary: high risk population interven- stress and strain on the total force that would help define
tions (in the absence of a domestic, other incident); and the requirement for counseling.
(3) tertiary: direct intervention and treatment initiated af- i. Estimated cost. The cost for the 10 CONUS contract
ter an incident has occurred. M&F counselors at 9 underserved installations is $860K
1. ACS/FAP: Provide primary and secondary le v- annually. Associated government administrative costs for
els of service, with a focus on prevention and psycho- the CONUS M&F therapy contract is about $80K (pro-
educational classes for community and at-risk populations. gram management/administrative support).
(See also paragraph 2.a. above.) j. Lead agency. USAMEDCOM (MCHO-CL)
2. MTFs: Provide secondary and tertiary levels k. Support agency. G-1; G-3; USACFSC
of services, with a focus on direct services, e.g., safety
plans, medical evaluations, domestic violence counseling, Issue 478: DoDDS Tuition for Family Members of
etc. after an incident has occurred. DoD Contractors and NAF Employees
(d) Department of Veterans Affairs (DVA): Pro- a. Status: Active
vides a continuum of care available to veterans, families, b. Entered. AFAP XVII: Nov 00
and communities. Availa ble care includes professional c. Final action. No (Updated: Jun 06)
readjustment counseling, community education, outreach d. Subject area. Education
services to special populations and brokering of services e. Scope. Family members of non-sponsored, full-time
with community agencies. About 206 DVA centers in 54 DoD non-appropriated fund (NAF) employees and DoD
states and or territories provide services to eligible per- contractors do not receive space-available, tuition-free
sons. enrollment in Department of Defense Dependent Schools
(e) TRICARE: Routine counseling services are Not (DoDDS). Trends indicate an increase in NAF and con-
covered by TRICARE. Eight unauthorized mental health tracted personnel to meet overseas mission requirements.
visits are available under TRICARE, through which pro- Current enrollment categories for tuition-free, space-
fessional services are available for care associated with available education opportunities are a determining factor
mental health/psychiatric diagnoses/disorders only. in recruiting and retaining quality employees in overseas
(f) Chaplains. Expansion of the Chaplain's "Building areas. Expansion of the space-available, tuition-free en-
Strong and Ready Families" also provides couples’ sup- rollment categories will create greater equity among the
port from an educational perspective. This is a com- different employment systems and maintain a quality
mander’s program designed to be in partnership with the workforce.
medical community. It is geared toward teaching families f. AFAP recommendation. Provide space-available, tui-
how to live in relationships while anticipating/preparing for tion-free education to family members of DoD non-
stressful events, e.g., deployments and re-deployments, sponsored, full-time NAF employees and DoD contrac-
etc. as they attend to their health needs in the short/long tors.
term. The targets are military members/families at force g. Required action. Monitor progress of DoD and legis-
projection installations with units down range, and also lative inquiries regarding the amendment proposals for
first term families. This program is initiated by an installa- Unified Legislation and Budgeting (ULB) 2006.
tion commander’s request/funding. Chaplains are not h. Progress.
typically trained in counseling services as a part of their (1) Validation. In 1989, section 932 of title 20, United
religious education. Those licensed to provide M&F States Code, was amended to require that sponsors of
counseling services usually work from Family Life Cen- dependents eligible for space-available, tuition-free status
ters (FLCs), for which the Chief of Chaplains is the pro- in Department of Defense Dependents Schools (DoDDS)
ponent. Services available include pastoral care and be restricted to certain individuals authorized to transport
counseling, M&F life education, and M&F counseling. dependents to or from an overseas area at Government
The FLCs are located on a few military installations. expense and provided an allowance for living quarters in
(7) GOSC review. the overseas area. However, a class waiver to allow de-
(a) Nov 00. MEDCOM estimates that ten installa- pendents of locally hired appropriated fund (APF) em-
tions have insufficient family and marriage counseling re- ployees to attend DoDDS on a space-available, tuition-
sources within a 25 mile radius. MEDCOM is assessing free basis had been in place since the early 1980s and re-
options. mained in place after passage of the 1989 amendment.
(2) Policy change for local hire, full time NAF em-
ployees. The Assistant Secretary of Defense for Force
Management Policy granted a class waiver on 2 Aug 01, c. Final action. No (Updated: Mar 06)
for school-age dependents of local-hire, full-time NAF d. Subject area. Employment
employees in overseas areas to be eligible on a space- e. Scope. Not all NAF employees are authorized com-
available, tuition-free basis for enrollment in DoDDS, ef- pensatory time off. Exempt employees can receive com-
fective School Year 2002-03. As a result, dependents of pensatory time off or overtime pay when approved by a
APF and NAF full-time, local-hire employees have equal supervisor; however, non-exempt employees cannot. All
enrollment priority. The waiver was published in the Fed- NAF employees should be given the option of accruing
eral Register and DoD Directive 1342.13, “Eligibility Re- compensatory time or being paid overtime. This change
quirements for Education of Minor Dependents in Over- will align the NAF with the APF employee policy.
seas Areas.” f. AFAP recommendation. Authorize compensatory
(3) Enrollment criteria. The number of space- time for all full-time NAF employees.
available, tuition-free spaces fluctuates by school and g. Required action.
grade each year, depending upon space-required/tuition- (1) Submitted for ULB FY06, 1st round.
free and space-available/tuition-paying enrollments. There (2) Delegation of authority and implementing guidance.
are no guarantees of tuition-free enrollment for space- h. Progress.
available students from year-to-year. Non-Command (1) Validation. Army NAF pay band employees who
sponsored military dependents have first priority for are covered by the Fail Labor Standards Act are not al-
space-available, tuition-free enrollment, followed by APF lowed compensatory time-off for overtime hours worked
and NAF full-time, local-hire employees. Spaces for de- in excess of 40 in a week. This is the only group of em-
pendents of APF and NAF full-time, local-hire employees ployees not authorized compensatory time-off in lieu of
are assigned based on the date the sponsor was hired in overtime pay. Wage employees were authorized com-
the current overseas location. pensatory time-off in Jan 97 (Pub. L. 104-201). Ap-
(4) Local-hire APF and NAF dependents from space proximately 16,772 (all services) non-exempt pay band
available to space required status. The FY06 NDAA employees will be affected by this change. Compensa-
provided the Secretary of Defense authority to change tory-time off would not result in an additional cost. The
the DODDS status of dependents of locally hired, full- law currently requires overtime pay for hours worked in
time, appropriated and NAF employees (who are US citi- excess of 40 in a week.
zens) from space-available to space-required enrollment (2) Legislation.
status. These dependents were always tuition free, but (a) A change in law is required to amend the last
enrollment was subject to space availability. part of section 5541(2)(xi) of 5 United States Code
(5) Children of U.S. Government contractor from (USC) to read as follows, “except as provided by section
space-available/tuition paying to space- 5543 and 5544 of this title;.” Including “5543” in the le g-
required/tuition paying status. The OSD General islative language would allow equal compensatory-time
Counsel determined DOD already has authority to change off provisions for all non-exempt NAF employees. This
status of dependents of contractors from space-available initiative supports DoD Civilian HR Strategic Plan Goal 7,
to space-guaranteed and does not require legislative pro- “Promote Quality of Work Life as an Integral Part of
posal. Dependents of contractors still must pay tuition. Daily Operations” and P&R and DoD goals of more ef-
(6) The DOD is in the last stages of canceling DOD fective management of DoD’s work force and resources.
Directive 1342.13 "Eligibility Requirements for Education (b) A proposal was submitted for the FY04 legisla-
of Minor Dependents in Overseas Areas". Immediately tive process but was dropped for the “Defense Transfor-
upon that cancellation, DODEA will issue DODEA mation for the 21st Century Act 2003.” OSD has submit-
Regulation 1342.13 which will reflect these enrollment ted the proposal for the FY06 ULB. The proposal was
changes and be effective immediately. addressed in both the House and Senate versions of the
(7) GOSC review. 06 NDAA. The initiative was signed into law on 6 Jan
(a) Mar 02 GOSC. DoDEA is reviewing the issue 06.
of providing space-available, tuition-free education to (c) The DoD NAF Personnel Policy Office, Civil-
DoD contractors. ian Personnel and Management Services (CPMS) drafted
(b) May 05 GOSC. The General Counsel has au- a memorandum for delegation of authority from the Un-
thorized, based on the parent’s permanent civilian em- der Secretary of Defense (USD) for Personnel and
ployment status, continued DoDDS enrollment for Readiness (P&R) to Component Secretaries on 30 Jan
overseas children whose Civil Service parent is mobilized. 06. Once Delegation of Authority is signed, DoD NAF
OSD continues to work enrollment eligibility of children of Personnel Policy Office will issue additional implementa-
contractors (Federal and corporate) who are mobilized. tion guidance.
(c) Jun 06 GOSC. The GOSC determined the issue (3) GOSC. The Jun 04 GOSC was informed that OSD
would remain active awaiting publication of DODEA would submit a legislative proposal in the FY06 ULB to
Regulation 1342.13. authorize compensatory time for all full-time NAF em-
i. Lead agency. DoDEA-OCS ployees.
j. Support agency. None i. Estimated cost. Compensatory-time off would not re-
sult in any additional cost.
Issue 479: Equal Compensatory Time for Full-time j. Lead agency. DAPE-CP-NAF
NAF Employees k. Support agency: US Army
a. Status. Active
b. Entered. AFAP XVII, Nov 00
Issue 480: Family Sponsorship During Unaccompa- (4) Services available to geographically isolated
nied Tours families.
a. Status. Active (a) Army One Source (AOS) offers a 24-7 toll-free
b. Entered. AFAP XVII, Nov 00 telephone (1-800-464-8107) and web-based information
c. Final action. No (Updated: Mar 06) and referral service (www.armyonesource.com, User
d. Subject area. Family Support ID: Army; Password: onesource) to active duty and de-
e. Scope. Some families face isolation and difficulty mobilized National Guard and Reserve Soldiers, deployed
when their sponsor leaves on an unaccompanied tour of civilians and family members worldwide.
duty. When this occurs, neither the losing nor the gaining (b) The Army Information Line (1-800-833-6622) is
units are responsible for providing family support. When part of an integrated service delivery system managed by
problems arise, the families are left with no one to be their the Chief, Well-Being Liaison Office (WBLO). It pro-
advocate. This lack of sponsorship leaves families with- vides accurate information and issue resolution services
out a source of immediate and adequate information per- and serves as a safety net for those who have exhausted
taining to financial, military, and community issues. Prob- all other resources. “The Army Families Online” web
lems are compounded and are difficult to resolve without site is located at: http://www.WBLO.
chain of command presence. (c) Web-based services on the ACS website,
f. AFAP recommendation. www.myarmylifetoo.com, assist connections for waiting
(1) Assign sponsorship of waiting families to the garri- families. The Army Relocation Readiness Program has
son chain of command. launched new web pages to enhance services and to fur-
(2) Require the Military Personnel Service Center to ther assist connections between waiting families.
notify Army Community Service (ACS) and the Garrison (5) Fort Carson Plan. An analysis of the Fort Carson
Commander of waiting families in the area. restationing plan: identifying and contacting geographi-
g. Required action. cally dispersed families, establishing a central welcome
(1) Obtain ACSIM concurrence on request to appoint center for families, fostering a sponsorship program to
a sponsor from the garrison chain of command. welcome and mentor families, identifying EFMP families,
(2) Change AR 608-1 to obtain the address of families Immigration concerns, town hall Meetings, chaplain sup-
with sponsors leaving on unaccompanied tours at the port, reintegration plan and expanded Soldier & Family
overseas briefing and to include these families in ACS Post Traumatic Stress Disorder training revealed the fol-
outreach programs. lowing successes and challenges.
(3) Determine alternative services available to geo- (a) The Garrison Commander hosted a 2BCT Initial
graphically dispersed waiting families residing in areas Planning Conference to set the conditions for understand-
with no military installations or offices for assistance. ing responsibilities for restationing, redeployment and
(4) Assess Fort Carson model to determine success modular conversion actions of all personnel, families and
with 2nd Brigade Combat Team/2nd Infantry Division equipment and to provide information, coordinate speci-
(2BCT/2ID) restationing Plan. fied tasks and to develop necessary baseline require-
h. Progress. ments.
(1) Issue validation. Unless soldiers let ACS know (b) ACS established a central welcome center for
that their family is remaining in an area or is in an area, families to provide one-stop reception. ACS Identified
the first time ACS gets word of these families is usually and made contact with geographically dispersed families.
after a crises has occurred. ACS identified Exceptional Family Members (EFM) and
(2) Garrison sponsorship. In Feb 01, ACSIM non ensured 100% screening of EFMs deemed service eligi-
concurred with request to appoint a sponsor from garrison ble. ACS held a community fair and supported Phase 2
command. ACS is the best agency on the garrison staff Deployment Cycle Support Program (DCSP) training-
to assist waiting families. Reunion week. They expanded Soldier and family train-
(3) Regulatory guidance. ing for supporting Post Traumatic Stress concerns.
(a) AR 600-8-11 requires all soldiers scheduled for Army Family Team Building Classes, rear detachment
overseas assignment to attend an ACS overseas briefing. (RD) classes and Family Readiness Leader trainings
This includes remote and isolated soldiers. were held. ACS staff taught prevention classes. Tech-
(b) Change to AR 608-1, para 4-28, (20 Oct 03) re- nology was maximized with online courses.
quires support services to families residing on post or in (c) Outreach by Family Readiness Group (FRG) lead-
surrounding community who live separately from the mili- ers provided informal sponsorship, and identified family
tary and/or civilian sponsor due to mission requirements. needs for support.
Services include needs assessments and information; (d) Unit Commanders role: Fort Carson’s RD –
community services information; crisis intervention ser- Forward, established by the 7th ID Command, immedi-
vices; support groups, as appropriate; and liaison with ately increased outreach by telephone, web, and mail to
military/civilian agencies to ensure provision of required assist the 2 BCT families arriving at Fort Carson. They
assistance. established a mentor program, ensured multiple vFRG op-
(3) Notification. The military personnel division portunities through the RD in Korea, and assisted with
(MPD)/personnel service battalion (PSB) schedules each immigration concerns.
Soldier with an overseas assignment for an orientation (e) The analysis reinforces that the Fort Carson plan
with ACS. At these briefings, ACS requests addresses is an excellent model. CFSC-FP will integrate plan as
of waiting families to ensure contact and support (as out- best practice for Integrated Global Presence and Basing
lined in paragraph above) can be provided. Strategy and incorporate into training plans.
(6) GOSC review. bonus, the Student Loan Repayment Program, the Health
(a) May 01. ACS will include waiting families in their Professional Loan Repayment Program, the medical pro-
outreach initiatives. fessional recruiting and retention bonus, Specialized Train-
(b) Nov 03. Issue will explore alternative services to ing and Assistance Pay, and the Montgomery GI Bill
geographically dispersed waiting families who reside Kicker. Currently, incentives received as a drilling re-
where no military installations or offices are available for servist prior to becoming a MT are terminated when the
assistance. MT position is accepted.
(c) May 05. The VCSA said that when people think (b) Denying SRIP to MTs negatively impacts their
of “unaccompanied tours”, it’s no longer just Korea – it’s morale, recruiting, and retention. Many drilling reservists
also Afghanistan, Iraq and other locations. He directed a have declined MT employment when they realized they
test base to see what’s working and what’s not. Sugges- would lose their SRIP eligibility, especially the Student
tion was made to use Fort Carson as a test base. Loan Repayment Program. Recruiting and retaining MTs
i. Estimated cost. Cost for web-based enhancements is hard enough with the conditions of employment and the
will be integrated into the development and maintenance current requirements for contingency operations. Provid-
of the ACS web pages. ing the incentive package would be a measurable no-cost,
j. Lead agency. CFSC-FP positive additive to those efforts. The Army Reserve has
k. Support agency. AHRC, ACSIM 7,844 MT authorizations. The program is currently not
making end strength. We currently have a 95% fill rate.
We believe we could be at 100%+ and that the quality of
Issue 483: Incentives for Reserve Component the force could be measurably improved by allowing MTs
Military Technicians to receive SRIP incentives.
a. Status. Active (2) Legislation.
b. Entered. AFAP XVII, Nov 00 (a) A change to Title 37 USC, section 308e, is
c. Final action. No (Updated: Mar 06) needed to obtain or retain the affiliation bonus. HR 4200,
d. Subject area. Force Support NDAA FY 2005 (currently in Joint Conference) contains
e. Scope. All Reserve Component (RC) soldiers, regard- language to repeal the eligibility prohibition for Military
less of civilian employment status, should be entitled to the Technicians. If included in public law, this will eliminate
Selective Reserve Incentive Program (SRIP), to include this barrier. A change to DoD Instruction 1205.21 was
non-prior service and prior service enlistment, reenlist- included in the 4 Apr 04 memorandum to the DA G-1, to
ment, affiliation bonuses, educational loan repayments, allow MTs to receive and retain the non-prior service and
and the Montgomery GI Bill Kicker. Military technicians prior service enlistment bonus, the reenlistment bonus, the
(MT) perform in both a military and civilian capacity; yet, Student Loan Repayment Program, the Health Profes-
they are not eligible for incentives afforded to other mem- sional Loan Repayment Program, the medical profes-
bers of the RC. Currently, incentives received as a sol- sional recruiting and retention bonus, Specialized Training
dier prior to becoming a MT are terminated when they and Assistance Pay, and the Montgomery GI Bill–Kicker.
accept a MT position. The policy denies a benefit af- (b) FY 06 ULB includes language identifying the re-
forded to other categories of Reserve Component soldiers quirement to change Title 37, USC, section 308e, to allow
and, in many cases, places a huge financial burden on a MILTECHs to receive affiliation bonuses in the event this
reservist who takes a civilian position to enhance the language is not included in the final NDAA as signed into
readiness of the force. law. If passed into law, this will give us added catalyst to
f. AFAP recommendation. Authorize Army Reserve have OSD change the DOD guidance and for the Army
MTs to receive and retain incentives contained in the Se- to reinstate the MTs into the total SRIP.
lected Reserve Incentive Program. (c) A change to Title 37 USC, section 308e, is
g. Required action. needed to obtain or retain the affiliation bonus. HR 4200,
(1) DA G-1 transfer incentive program management for NDAA FY 2005 contained language to repeal the eligibil-
Army Reserve Soldiers to the Chief, Army Reserve ity prohibition for MT. It was not included in the either
(2) DA G-1 remove incentive restrictions of MTs. the final FY05 NDAA or in the FY 06 NDAA. The le g-
(3) OCAR Legislative Affairs push for change in law islative change request will be resubmitted when MT are
for Affiliation Bonuses. included in the SRIP program.
(4) AO quantify number of MTs who are separating (3) Regulatory Guidance.
because of issue. (a) All regulatory guidance that requires changing
(5) Identify the responsible office within the Office of has been identified and change requests have been for-
the Secretary of Defense for publishing the DoDI. warded to DA G-1. The Reserve Component Review
(6) Validate if revised D0DI 1205.21 is published. Committee, DA G-1, is reviewing all changes and has a
(7) Verify action by DA G-1 to reinstate incentives to suspense of 25 Jan 2005 to submit their recommendation
MT. for revised regulations AR 601-210 and AR 601-280 to
h. Progress. TJAG for review.
(1) Validation. (b) On 19 Apr 05, the Army formally non-concurred
(a) Military technicians perform in both a military with the pending revision to the DoDI 1205.21 because
and civilian capacity; yet, they are not eligible for incen- MT were not included, thereby showing their support for
tives afforded to their peers in the Army Reserve. This MT receiving the incentives as was the point of this
includes entitlement to non-prior service and prior service AFAP initiative. A revised DoDI 1205.21 is anticipated
enlistment bonuses, the reenlistment bonus, the affiliation
from OSD within the next few months. The inclusion of (3) Legislative initiatives.
the MT in SRIP is anticipated. (a) Legislation introduced in the House of Repre-
(4) GOSC review. sentatives and Senate during the 107th Congress to amend
(a) May 01. GOSC was informed of the legislative the IRS Code to allow the tax credit had ongoing, active
proposal being submitted to address this issue. support of the Reserve Officers Association, National
(b) Nov 04. Issue remains active pending legislation. Guard Association, Military Coalition, and U.S. Chamber
i. Estimated cost. There is no (or minimal) cost associ- of Commerce, but did not pass.
ated with the proposal. The cost associated with the pay- (b) The economic stimulus package was seen as a
ment of incentives is based on the soldier’s military occu- likely vehicle for the tax credit, but the bill was a victim of
pational specialty or area of concentration, not on their partisan disagreement as the session concluded.
status as a MT. The incentive list of critical skills is modi- (c) Five bills have been introduced targeting Em-
fied frequently and offers incentives to critical MOSs and ployer Tax Credit. The proposals have the active support
units within current budgetary constraints of the Reserve Officers Association, National Guard As-
j. Lead agency. USARC DCS, G-1, Resource Man- sociation, and the U.S. Chamber of Commerce.
agement Directorate of USARC (d) Legislation was introduced in the 109th Congress
k. Support agency. DAPE-MP to amend the Internal Revenue Code of 1986 to allow an
employer tax credit (no cost to the DOD). These and
Issue 486: Tax Credit for Employers of Reserve similar bills have never passed through the House Ways
Component Soldiers on Extended Active Duty and Means Committee and are not expected to do so in
a. Status. Active the 109th Congress. No cost is projected for the Army or
b. Entered. AFAP XVII, Nov 00 Department of Defense. OSD (Reserve Affairs) stated
c. Final action. No (Updated: Mar 06) this issue is being addressed on the Hill, and working with
d. Subject area. Force Support the Services to agree will help get this initiative to resolu-
e. Scope. The Army’s reliance on the RC (Guard and tion.
Reserve) has changed how we utilize the RC with the to- (1) H.R. 443, A bill to amend the Internal Reve-
tal Army force. Increased use of the RC has created a nue Code of 1986 to provide a tax credit of 10% of un-
financial burden and other conflicts with civilian employ- paid compensation up to $2K per year employee to em-
ers. In addition to supporting contingency operations ployer for the value of the service not performed while
worldwide, reservists are frequently required to perform members of the reserve components, was introduced by
additional duty and training to maintain Military Occupa- Rep. Bilirakis (R-FL).
tional Specialty (MOS) qualification and career develop- (2) H.R. 446, A bill to amend the Internal Reve-
ment. An employer tax credit has the potential to reduce nue Code of 1986 to provide to employers a tax credit for
the number of soldiers leaving the RC due to employer up to 50% of paid compensation up to $2K per employee
conflict. for compensation paid during the period employees are
f. AFAP recommendation. Provide tax credits to em- performing service as a member of the reserve compo-
ployers of RC soldiers serving on active duty as the result nents was introduced by Rep. Bilirakis
of a deployment in support of a contingency operation or (3) S. 240, Small Business Military Reservist
pursuant to a Presidential Selected Reserve Call-up or Tax Credit Act. A bill that allows small business em-
mobilization. ployers a credit against income tax for employee who
g. Required action. participate in military reserve components and are called
(1) Monitor legislative initiatives that address tax credits to active duty, replacement employees and self employed.
for employers of RC personnel. (4) GOSC review.
(2) Develop ULB through M&RA with assist from (a) Mar 02. There are five bills in the House and
Army Reserve and National Guard. two in the Senate to provide tax credits to employers of
(3) Coordinate with OSD M&RA on future initiatives. RC soldiers serving on active duty as a result of a de-
h. Progress. ployment in support of a contingency operation or pursu-
(1) Issue change. In Feb 01, the AFAP recommenda- ant to a Presidential Selected Reserve Call-Up or mobili-
tion was amended to clarify the status of reservists to zation.
which this issue applies. (b) Jan 06. Issue will remain an active AFAP issue.
(2) Validation. While legislation for a tax credit to em- This initiative requires a change to the Internal Revenue
ployers of RC soldiers serving on active duty as the result Service Code and must be supported by OSD and other
of a deployment in support of a contingency operation or agencie s. The Office of OSD (Reserve Affairs) noted
pursuant to a Presidential Selected Reserve Call-up or that they are working this issue on the Hill now, and they
mobilization could be seen as a retention enabler and re- believe the Treasury Department is going to assist with
duce the economic impact on employers of RC Soldiers, it this initiative.
is an issue that has not successfully left the House Ways i. Estimated cost. Cost to the IRS is undetermined.
and Means Committee for over eight years and has never j. Lead agency. DAAR-CSG
come to a floor vote in the House or the Senate. For k. Support agency. Reserve Officers Association. As-
successful legislation to be enacted addressing employer sociation of the United States Army, The Military Coali-
tax credits the DoD and the Army must champion this is- tion, National Guard Association and the U.S. Chamber
sue at every level. Several associations have promoted of Commerce
the issue of employer tax credits and continue to include
this in their legislative agenda.
Issue 488: TRICARE Prime Remote for Active (e) TSG approved/forwarded an FY07 legislative
Duty Family Members Not Residing With Military proposal to Assistant Secretary of Army (Manpower and
Sponsors Reserve Affairs) for approval/submission through Army
a. Status. Active channels to OSD, again requesting TPR eligibility for all
b. Entered. AFAP XVIII, Mar 02 AD family members residing in TPR zip code areas.
c. Final action. No (Updated: Mar 06) (2) Legislative action.
d. Subject area. Medical (a) The FY03 NDAA provided some relief from
e. Scope. The FY01 National Defense Authorization Act the TPR “resides with” eligibility requirement. It allows
(NDAA), Section 722, authorized TRICARE Prime Re- family members already enrolled in TPRADFM to remain
mote (TPR) for Active Duty family members (ADFMs) in TPRADFM in the same zip code area while their AD
who reside with members of the Uniformed Services eli- sponsor serves an unaccompanied tour subsequent to the
gible for TPR within the 50 United States. Military Ser- TPR assignment. It also gives family members of acti-
vice members are eligible for TPR if they live and have a vated RC members on orders of over 30 days eligibility
duty assignment more than 50 miles (or 1 hour's drive for TPRADFM if they reside in a TPR zip code area with
time) from a military medical treatment facility (MTF). the activated member/sponsor at the time of activation. A
ADFMs who do not reside with their TPR eligible spon- 10 Mar 03 Assistant Secretary of Defense (Health Af-
sors, regardless of the reason for the geographical sepa- fairs (ASD(HA)) memorandum implementing the FY03
ration, are currently not eligible for the TPR benefit. NDAA provision also permits RC members/families to
f. AFAP recommendation. Provide TPR access for enroll in TRICARE Prime when the member is on orders
all ADFMs who reside in TPR zip code areas. for over 30 days (previous policy was 179 days or more).
g. Required action. (b) A provision in House Report (H.R.) 4200, FY05
(1) Ask TRICARE Management Activity (TMA) to NDAA, Section 713, that would have given the SECDEF
seek legislative relief from the "resides with" eligibility re- authority to waive (under certain circumstances) all re-
quirement. strictions on TPR coverage for family members residing
(2) Submit legislative proposal requesting TPR eligibility in a remote location regardless of the sponsor’s cur-
for all active duty family members residing in TPR remote rent/past assignment, was not enacted into law.
zip codes. (c) While eager to expand the benefit to provide
(3) Submit legislative proposal requesting a SECDEF coverage for ADFMs living in remote areas due to gov-
TPRADFM eligibility waiver authority for extenuating ernment orders, Congress has been unwilling to expand
circumstances. coverage to families who live in remote areas by choice.
(4) Monitor the status of legislation to expand TPR eli- This is consistent with a congressional unwillingness to
gibility to include all remotely located Active Duty family extend the TPR benefit to retirees or AD families who
members. live in remote areas by choice.
h. Progress. (d) ADFMs who are eligible for TRICARE and
(1) Legislative proposals. who live in a Prime Service area may enroll in TRICARE
(a) FY01 NDAA. TPRADFM was implemented Prime whether or not they reside with their sponsor and
01 Sep 02 for ADFMs who "reside with" their TPR eligi- even if their sponsor is enrolled in TPR. In addition to the
ble sponsors. In a 2 Jan 01 memorandum to the Director, areas surrounding most military installations with military
TMA, TSG indicated that TMA should seek legislative re- treatment facilities, Prime Service areas include Base
lief from the requirement that family members must re- Realignment and Closure (BRAC) sites and other loca-
side with the sponsor to receive the TPRADFM interim tions with large military beneficiary populations.
“waiver-of-charges” benefit. The TMA Director’s 23 Jul (e) The FY06 NDAA, Section 714, provides for
01 response said TMA would implement the program as exceptional eligibility for TRICARE Prime Remote. In
directed by the current "resides with" language, document accordance with this new law, the Secretary of Defense
the extent of any problems, and reconsider legislative pro- may provide for coverage of a remotely located depend-
posals in the next cycle. ent or spouse who does not reside with a military Sponsor
(b) In Oct 02, TSG sent TMA a proposal to extend if the Secretary determines that exceptional circum-
the TPR benefit to all ADFMs who reside in TPR zip stances warrant such coverage. This provision may in-
code areas regardless of the sponsor's location. A re- crease the opportunity for those SMs who must support
sponse to the request was not received. split households as part of their family care plans to re-
(c) In Jan 03, TSG submitted a FY04 legislative pro- ceive the benefit of TPRADFM. OTSG anticipates that
posal through Army channels to OSD requesting TPR eli- OSD will issue a proposed rule to implement the change.
gibility for all ADFMs residing in TPR zip code areas. Army will continue to monitor the status of implementa-
SECARMY approved the proposal and submitted it to tion/preparation of instructions for this new law. Given
OSD; however, OSD did not approve the proposal for the amount of the Defense Health Plan that is already un-
submission to the Office of Management and Budget funded, the legislative proposal includes the caveat that
(OMB). In Aug 03, TSG re-submitted the legislative pro- the approved legislation should include funding to accom-
posal for FY05 through Army channels to OSD. The modate the benefit.
proposal was again not approved for submission to OMB. (3) GOSC review.
(d) In Feb 04: TSG submitted a request to grant (a) Nov 02. The GOSC reviewed the provisions of
TPRADFM eligibility waiver authority to the Secretary of the FY03 NDAA as they relate to this issue.
Defense (SECDEF), allowing a waiver of the “resides
with” clause for extenuating circumstances.
(b) May 05. GOSC did not support closing this is- (10) CFSC will request the G3 to allow the 185 ACS
sue. The changing Army footprint will impact the medical positions to be utilized when the garrison is not at full mo-
i. Estimated cost. Approximately 50,000 geographically (11) CFSC will prepare an Instructional Letter for
dispersed military family members are eligible, but not en- HQIMA detailing how the ACS MOB TDA positions can
rolled in TPR. Of these, approximately 14,000 are Army be utilized.
family members. The cost to provide TPRADFM to h. Progress.
family members not enrolled in TPRADFM is estimated (1) Staffing standard.
at $14.3M. Army’s portion of this bill would total $4.1M (a) The ACS manpower staffing standard was in-
annually. TMA cost estimate for the benefit expansion in cluded in the FY 04-09 POM as an emerging requirement
FY06 is $29.8M. and briefed to the Installation Program Evaluation Group
j. Lead agency. MCHO-CL-M, OTSG (PEG) to be worked in QACS Planning, Programming,
k. Support agency. TMA Budget, and Execution System (PPBES). The additional
manpower requirements (565 spaces at a cost of $36.6
Issue 491: Army Community Service (ACS) Man- million) were validated by the II PEG for inclusion in the
power Authorizations/Funding FY04-09 POM.
a. Status. Active (b) Subsequent to the validation by the Installation
b. Entered. AFAP XVIII, Mar 02 PEG the Senior Resource Group (SRG) remanded the re-
c. Final action. No (Updated: Mar 06) quirement. The SRG recommended the issue be ad-
d. Subject area. Family Support dressed through the Total Army Analysis 2011 (FY05 -
e. Scope. ACS is currently understaffed due to lack of 11) process. The new staffing guidance reflects the
authorizations. Over the last ten years, ACS has lost 53 minimum manpower to achieve the most efficient organi-
percent of its manpower authorizations. Although the mili- zation and provides for a total of 1,188 requirements and
tary strength has decreased, the percentage of family 1,188 authorizations. The FY04-09 BASOPS TAADS
members has increased. ACS Staff members are asked reflects 1,003 requirements and 711 authorizations; leav-
to perform multiple roles, adversely impacting the avail- ing a delta of 292 authorizations to be recognized and
ability of services to soldiers and their families, especially funded. Upon review of the issue in TAA-11, any resul-
in financial readiness, spouse employment, and Excep- tant manpower authorizations will be incorporated into
tional Family Member Program (EFMP). FY05 –09 POM requirements.
f. AFAP recommendation. (2) Manpower.
(1) Provide authorizations and funding for all ACS po- (a) A Concept Plan for 185 new ACS manpower re-
sitions according to the US Army Manpower Analysis quirements was sent to DAMO-FMP for review and ap-
Agency Staffing Guidelines. proval on 13 Feb 2003. The Concept Plan is CFSC's de-
(2) Fund the Well Being initiatives that support ACS. tailed proposal requesting new 185 requirements. The
g. Required action. concept plan was used to request changes to existing or-
(1) Develop Manpower Authorizations/Funding re- ganizational structure. The HQDA-approved require-
quirements for the FY 04-09 Program Objective ments in a concept plan formed the basis for requesting
Memororandum (POM). additional resources. In accordance with DAMO-FMP
(2) Brief to Installation Program Evaluation Group guidance, the concept plan was submitted to the G3 for
(PEG) full HQDA staffing and submission for approval by senior
(3) Prepare Concept Paper requesting 185 new re- leadership.
quirements (b) Request for funding for the manpower require-
(4) Develop manpower authorizations/funding require- ments currently on the FY04 –09 BASOPS TAADS was
ment for FY05-09 Program Objective Memorandum included as an emerging requirement in the FY05-09
(POM). POM. Highest priority was given to funding the 292 au-
(5) Staff Total Army Analysis (TAA) responses. thorizations (approximately $12,907 annually) needed to
(6) Request Installation Management Agency (IMA) support requirements previously documented in the man-
conduct a data call for MOB TDAs to obtain a current power system. The manpower requirements were vali-
list of ACS positions that are on the installation MOB dated in the FY05-09 POM.
TDAs. (3) Staffing Compromise.
(7) Request the Army Strategic Planning Board (a) The Concept Plan remained in the staffing proc-
(ASPB) fund the 185 authorizations with Supplemental ess until all elements provided a response. At the conclu-
dollars. sion of the staffing process, the Army G8 non-concurred
(8) IMA Manpower and Force Analysis Branch will with the ACS Concept Plan. However, a compromise
prepare FY07 MOB TDAs reflecting 185 ACS positions. was reached between G8 and the DACSIM, with both
CFSC-FP will provide detailed information on unit identi- agreeing to support the ACS Staffing shortfall (6 Oct
fication codes, position titles, series and grades. IMA will 2003).
submit FY07 MOB TDAs to USAFMSA for approval (b) ACSIM/CFSC will request increases to ACS
prior to Force Lock in Sep 05. staffing through the ASPB to be funded with Supplemen-
(9) CFSC will request USAMAA to re-validate the tal dollars. This would increase ACS staffing immediately
ACS staffing standard for all components (Active, Re- and address the 185 new Requirements. The 185 spaces
serve and National Guard). would be available to installations where units are de-
ployed or will soon deploy to Iraq or Afghanistan, fixing first 140 days of active duty, RC soldiers receive BAH II,
the immediate wartime/deployment shortfalls. which is only 60% of full BAH. There is no provision for
(c) CFSC and IMA will work with DAMO- retroactive compensation for the first 140 days of activa-
FM/RQ and USAMAA to develop a Mob TDA to ac- tion. Aligning the RC housing allowance with that of the
count for all increases in ACS workload during war- active component will reduce financial problems often
time/deployments to include Family Readiness Groups caused by loss of civilian pay.
(not necessarily to BN or BDE level, but at whatever f. AFAP recommendation.
makes sense fiscally/operationally). (1) Provide RC soldiers on active duty full BAH after
(d) CFSC will include the funding for the 292 au- 30 days.
thorizations as an emerging requirement in the FY06-11 (2) Pay RC soldiers on active duty in excess of 140
POM. The Installation Program Evaluation Group vali- days the full BAH from the first day of activation.
dated the requirement for the 292 spaces in the FY06-11 g. Required actions.
POM. (1) Submit ULB initiative to receive full BAH at 30
(e) Approval of MOB TDA resides with days.
USAFMSA. IMA Manpower and Force Analysis (2) Request OSD remove regulatory requirement for
Branch will build the FY07 MOB TDAs based on input RC to serve on Active duty for 140 days at one location.
from CFSC-FP to document the 185 ACS positions in h. Progress.
Sections II (Personnel) and the associated workload sup- (1) Legislation.
porting the garrisons' MOB requirements in Sections I (a) Office of the Secretary of Defense for Reserve
(Mission & Functions) of the appropriate MOB TDA. Affairs submitted a Unified Legislation and Budgeting
(f) CFSC applied the USAMAA staffing standard (ULB) Personnel initiative (RA-1) for FY04. The Army
using the restationing and BRAC numbers to determine cost for this proposal is $30M. (Army generally budgets
the future requirements for ACS. The decrease from 292 only $30M for all ULB initiatives.) Services and OSD
to the endstate to 212 is directly related to the Global Comptroller deferred ULB to FY05 due to fiscal con-
Presence and Basing Strategy (IGPBS) and BRAC. straints.
CFSC will request USAMAA to re-validate the ACS (b) The issue was dropped from FY05 legislative ini-
staffing standard for all components (Active, Reserve and tiatives pending completion of the Reports to Congress on
National Guard). Reserve compensation and entitlements. The Working
(g) ACSIM-RIO confirmed that Supplemental Group working these initiatives is ongoing and is expected
Funds can be used for the 185 ACS MOB TDA posi- to be completed in August and the report sent for staffing
tions. However, the G3 must approve the use of positions in Fall 03.
from the MOB TDA in situations other than full mobiliza- (c) An FY06 ULB initiative, entitled BAH Reform,
tion. provided the elimination of the 140-day BAH II threshold
(4) GOSC review. The Nov 02 GOSC was provided outlined in Title 37, USC, Section 403(g)(3). This would
an overview of the ACS manpower requirements. result in payment of the same BAH rate for all Service
i. Estimated cost. Members regardless of tour length. The Army voted
(1) Funding for the 292 requirements that are on the “no” on the ULB item because of the enormous cost as-
FY04-09 BASEOPS TAADs, but not funded will cost the sociated with eliminating the BAH threshold entirely. The
Army $11.8M. The additional authorizations will be total Department of Defense resource requirement is
funded incrementally by the Power Projection Platform $810 million and the Army’s requirement is $516 million
Installations and Europe and Power Support Platform In- for fiscal years 2006-2010. The DoD Comptroller and
stallations, and followed by the remaining installations Program Analysis & Evaluation (PA&E) also voted “no”
(FY06). citing excessive costs and no effect on retention.
(2)The FY04-09 BASOPS TAADS shows 1,003 re- (2) “One location” requirement. The Army’s request
quirements for QACS, leaving a remainder of 185 re- to change the 140-day requirement at one location for RC
quirements that are needed to meet the USAMAA staff- to receive full BAH was forwarded to the Defense Fi-
ing standard of 1188. The 185 additional requirements nance and Accounting Center for staffing with all ser-
will cost the Army $12.8M and be funded with Supple- vices and a final change to the regulation. The FY06
mental Funds for the positions on the MOB TDA at NDAA (6 Jan 06) authorized full BAH for RC Soldiers
Power Projection Platform Installations and Europe and on active duty for other than contingency purposes after
Power Support Platform Installations. 30 days of active duty. Prior to the legislation, this cate-
j. Lead agency. CFSC-FP gory of mobilized Reserve Soldiers received full BAH af-
k. Support agency. DAIM-ZR, DAMO-FMP, CFSC- ter 140 days of active duty.
FM, SFIM-RM-M, SFIM-OPS (3) GOSC review.
(a) Nov 02. GOSC was updated on the legislative
Issue 493: Basic Allowance for Housing (BAH) for and OSD proposals.
Activated Reserve Component (RC) (b) Jun 06. The GOSC requested the issue remain
a. Status. Active active to get a better estimate of the magnitude of the en-
b. Entered. AFAP XVIII, Mar 02 titlement and potential cost.
c. Final action. No (Updated: Jun 06) i. Estimated cost. The Army’s cost to decrease the threshold
d. Subject area. Entitlements to 30 days would be $25M for FY07, and the total DoD re-
e. Scope. Activated RC soldiers frequently incur financial
hardship due to current law governing BAH. During the source requirement would be $33M. The Army’s cost to elimi-
nate the threshold of 140 days would be $193M for FY07, andtheir expanded benefit (MGIB and ACF) is transferred;
the total DoD resource requirement would be $273M. (i.e. A Soldier who enlisted for the $50K ACF / MGIB
j. Lead agency. Reserve Affairs benefit transfers $1388 per month for up to 18 months).
k. Support agency. DCS G-1 A SM must choose between a full SRB or a reduced
SRB (current SRB reduced by a 0.5 multiplier) plus the
Issue 497: Distribution of Montgomery GI Bill ability to transfer their MGIB benefits to their spouse.
Benefits to Dependent(s) (e) The Army will fund the FY06 and FY07 pro-
a. Status. Active gram through supplemental and the reprogramming of
b. Entered. AFAP XVIII, Mar 02 funding. The Army will fund the DoD Education trust
c. Final action. No (Updated: Mar 06) fund based upon the per capita costs as determined by the
d. Subject area. Family Support DoD Board of Actuaries..
e. Scope. The FY02 National Defense Authorization Act (2) Legislative attempts.
restricts distribution of the Montgomery GI Bill to de- (a) H.R. 4213 was introduced in Apr 02 which
pendents of soldiers with designated critical skills who would remove the “critical Skill” requirement and allow
agree to reenlist for four additional years. Soldiers who Service Secretaries’ at their discretion, to offer “Trans-
enroll in this program and are not in a designated critical ferability” to all SM. The legislation retains the provision
skill are not entitled to distribute their benefits to their de- that SM must have six years of service and reenlist for
pendents. All soldiers should be able to distribute their four additional years. This legislation was defeated thus
educational benefits to their dependents, thus increasing keeping the restriction for “critical skill” in place.
the well being of the Total Army Family. (b) In Sep 05, G-1 submitted a language change in
f. AFAP recommendation. Allow the distribution of ba- ULB 08 to remove critical skills/MOS requirement and
sic educational benefits to dependents under the GI Bill to open MGIB Transferability to all skills.
include all soldiers with at least ten years of service with- (3) Strategic Communication Plan
out additional reenlistment requirements. (a) This is a pilot program targeted to the retention
g. Required action. of active component enlisted Soldiers serving in critical
(1) Monitor any legislative proposal that would allow military skills. Based upon the success of this program,
distribution of Montgomery GI Bill benefits to soldiers in the Army is considering expanding this program to all SM
any military occupational specialty. as well as offering a similar program to RC SM eligible
(2) Initiate a pilot program for FY05 that would allow for MGIB-Selected Reserve (MGIB-SR) benefits.
distribution of Montgomery GI Bill benefits to Soldiers in (b) G-1 will utilize both internal and external
certain critical military occupational specialties. sources to communicate key program messages, outline
(3) Submit to ULB 08. the specifics of this new program and identify sources to
(4) Submit MGIB Transferability as an item to be in- obtain additional information. Information will be sent
cluded in RAND's FY06 Core Study (Strengthening separately to MACOM Commanders as well as to field
Army Recruiting and Retention). commanders by ALARACT message. A separate mes-
(5) Finalize MGIB Transferability Implementation sage will sent to Career Counselors through the RETAIN
Plan, STRATCOM and implementation messages. system. Announcements will also be publicized through
(6) Implementation of MGIB Transferability Program. the Army Knowledge Online (AKO) website, monthly
h. Progress. Leave and Earning Statements (LES), as well as available
(1) Pilots. media outlets, as appropriate.
(a) The Air Force conducted a pilot program, ending (4) GOSC review.
30 Sep 03, implementing distribution of Montgomery GI (a) Nov 02. Members commented that it is difficult
Bill to dependent(s). The Air Force had a total eligible for soldiers to save enough to send their children to col-
population of 320 Soldiers, with 155 expected to take ad- lege and that many soldiers would be willing to give up
vantage of the program. The actual number was 56 (30 their educational benefits if they could pass that on to
officers and 20 enlisted). The Air Force did not feel the their children. The VCSA noted the strong endorsement
program generated enough interest and did not continue for this initiative and said he wanted it noted that Army
the test for FY05. supports transfer of MGIB benefits.
(b) The Army will implement a pilot program in (b) Jan 06. The VCSA requested that G-1 develop
FY05 to allow Soldiers in certain critical skills the oppor- a good strategic communication package to explain to Sol-
tunity to transfer a portion of their Montgomery GI Bill diers the criteria for transfer of MGIB to dependents.
benefits to a family member. Soldiers must have com- Requested G-1 not raise expectations that the transfer
pleted at least six years of service and reenlist for a mini- applies to all Soldiers and emphasize the dollar value of
mum of four years. the educational benefit versus the reduction of the Sele c-
(c) The same MOS that qualify the SM for the SRB tive Reenlistment Bonus (SRB).
will also qualify the SM for the distribution of MGIB i. Estimated cost. $35M for approximately 12,000 Sol-
benefits to dependents option. diers to participate.
(d) The FY06 basic MGIB benefit for a full-time j. Lead agency. DAPE-MPE
student is $1,034. SM can transfer up to 18 of 36 months k. Support agency. OSD-P&R
of entitlement equaling $18,612 to their spouse. This
benefit is prorated for part-time enrollment. For SM who Issue 501: Funding for Exceptional Family Mem-
elected the Army College Fund as an enlistment option, ber Program (EFMP) Respite Care
a. Status. Active
b. Entered. AFAP XVIII, Mar 02 ing; (f) apnea monitoring during hours of sleep; and (g)
c. Final action. No (Updated: Mar 06) inability to control behavior with safety issues.
d. Subject area. Medical/Command (b) If funding were provided, the AMEDD will for-
e. Scope. Currently there is no authorization to use ap- ward certification to the garrison commander for respite
propriated funds to pay for or subsidize the cost of EFMP care authorization. Each certified EFM will receive a
respite care, except for active family advocacy cases maximum of 16 hours of respite care monthly at a rate of
which have restricted parameters. EFMP respite care is $10 an hour for $2.4M annually.
funded by limited and unpredictable donations. Caring for (c) On 17 Aug 05, CFSC collaborated with the civil-
Exceptional Family Members can be stressful both finan- ian community to update the estimated hourly rate for
cially and emotionally. respite care. As a result, the hourly rate has been in-
f. AFAP recommendation. creased to $35. This increase combined with that in
(1) Authorize the use of OMA funds to either pay or EFMP enrollment (62,000 to 65,000) results in a require-
subsidize respite care for EFMP families. ment for an additional $2.9M and a total of $8.8M annu-
(2) Provide additional OMA funding to pay for EFMP ally. The requirement will be submitted in the FY08-13
respite care. POM. The short-term solution is to seek supplemental
g. Required action. funding to support deployment needs.
(1) Submit emerging requirement for respite care re- (5) TRICARE. TRICARE is preparing to implement Ex-
sources. tended Care Health Option (ECHO), a replacement for
(2) Monitor validated requirement through Planning, the Program for Persons with Disabilities in late FY05.
Programming and Budget System. ECHO includes a respite care benefit for those who qual-
(3) Submit respite care requirement for GWOT fund- ify based on medical needs. In order to qualify for respite
ing. care, the individual must be receiving other ECHO bene-
(4) Submit requirement for respite care resources fits. Reservists who are TRICARE eligible will be able to
through Planning, Programming, Budgeting and Execution take advantage of ECHO. ECHO does not assist fami-
System FY08-13. lies who need limited respite care. Currently, ECHO
h. Progress. does not provide respite care benefits overseas.
(1) Related issue. AFAP Issue #401, “Funded Respite (6) GOSC review. At the Nov 04 AFAP GOSC, the
Care for Exceptional Families”, entered Army Family Ac- VCSA said this issue needed further study. He ques-
tion Plan (AFAP) XIII in 1995 and recommended that the tioned the validity of the $10 per hour estimate, noting the
Army obtain authorization to extend the use of OMA legal and insurance issues associated with caring for
funds to either pay or subsidize respite for exceptional EFMs.
families. In 1997, the AFAP General Officer Steering i. Estimated cost. The cost is $8.8M annually to fund
Committee determined Issue #401 unattainable because EFMP respite care.
of the absence of support for OMA funds to pay or sub- j. Lead agency. CFSC-FP-A
sidize respite care for exceptional families. k. Support agency. U.S. Army Medical Command.
(2) Use of appropriated funds. The Office of the
CFSC Command Judge Advocate has no legal objection Issue 506: Reserve Component Retired Pay
to the use of appropriated funds for respite care in other a. Status. Active
than family advocacy cases per DoDD 1342.17, Subject: b. Entered. AFAP XVIII, Mar 02
Family Policy and AR 608-75 (EFMP). c. Final action. No (Updated: Mar 06)
(3) Validation DoDD 1342.17 states that the total d. Subject area. Entitlements
commitment demanded by military service requires that e. Scope. RC retired soldiers do not receive retirement
DoD personnel and their families be provided a compre- pay until age 60. Active duty retired pay is received im-
hensive family support system, based on, among other mediately upon retirement. Current OPTEMPO greatly
things, special needs support. Special Needs Support increases the demand for RC soldiers. In today’s “One
Program, as defined, includes respite care. Finally, Army,” offering retired pay options to RC soldiers would
DODD 1342.17 states that it is DoD policy that family reduce this inequity.
support systems be allocated resources to accomplish f. AFAP recommendation. Authorize retired RC sol-
their missions, as prescribed in DoDD 1342.17. AR 608- diers the option to receive a reduced rate of retired pay at
75 implements DoDD 1342.17 and specifically provides age 50 or wait until age 60 to receive full retired pay.
for respite care to eligible family members outside the g. Required action.
Family Advocacy Program. (1) Study need and effectiveness of changing Reserve
(4) Funding. Retirement system.
(a) Funding was not allocated for Exceptional Fam- (2) Consider changing the law and monitor proposed
ily Respite Care for the FY 06-11 POM. The require- changes.
ment requested funding for respite care for two percent (3) Review the Final Report of the Defense Advisory
of the 62,000 active duty EFMP enrollees (1,240 EFMs). Committee on Military Compensation (DACMC) recom-
Categories that would be covered under this proposal are mendation for Retirement Reform.
EFMs having one or more of the following manifestations: (4) Analyze DACMC Recommendations during the
(a) little or no self-help skills; (b) severe continuous sei- Tenth Quadrennial Review of Military Compensation.
zure activity; (c) ambulation with neurological impairment; h. Progress.
(d) tube feeding, (e) tracheotomy with frequent suction- (1) History.
(a) The Reserve retirement system was established pleted its report Aug 04. The report made four recom-
in the Army and Air Force Vitalization and Retirement mendations:
Equalization Act of 1948. The primary purpose of estab- (1) To specify desired metrics for measuring the
lishing a Reserve retirement system, as stated in the Sen- attrition rates of senior officers and enlisted reserve com-
ate Report 1543 that accompanied H.R.2744, was to pro- ponent personnel who are approaching retirement eligibil-
vide an inducement to members of the Reserve compo- ity and, therefore, are most likely to be affected by
nent to remain active in the Reserves over a longer period changes.
of time, thereby providing a better trained and more ready (2) To determine if gaps exist between the de-
Reserve to meet the national defense structure. sired and actual rates of attrition.
(b) The House subcommittee hearings stated that (3) To identify changes, if any, to the current re-
retirement is intended to partially compensate an individ- serve component retirement system that would address
ual in his later years for the great sacrifices made during these gaps, to the extent that they exist.
his or her earning capacity and 60 seemed a reasonable (4) To evaluate any changes to the reserve com-
age. Further, it was suggested that if the minimum age at ponent retirement system and their associated long-term
which Federal civil service employees become eligible for costs in the context of the total force.
an immediate annuity is reduced, consideration should be (g) The DoD Response to the GAO report was
given to also reducing the age at which RC members that DoD needs more data before it can determine if
could start receiving retired pay. However, when eligibil- costly changes to the reserve retirement system are war-
ity for full civil service employment retirement benefits ranted.
was lowered to age 55 by Public Law 89-554 in 1966, the (h) DoD does not support legislation, which would
eligibility age for Reserve retirement was not considered. lower the age at which Reserve Component members
(2) Legislative proposals. Several bills that would would be eligible to receive retired pay before age 60.
amend the age requirement for receipt of retired pay for (i) In Mar 05, the Sec Def appointed DACMC to
Reservists have been introduced in the House and Sen- identify approaches to balance military pay and benefits in
ate. sustaining recruitment and retention of high-quality people,
(a) The first approach would have the reserve re- as well as a cost-effective and ready military force.
tirement system mirror the active duty system by allowing DACMC’s Executive Summary of Findings made several
Reservists to receive retired pay immediately upon re- recommendations to reform the Active Component Non-
tirement after completing 20 qualifying years of service. disability Retirement System. When the final report is
(b) The second approach would lower the retire- completed, DoD will forward DACMC recommendations
ment age from 60 to 55. to the Tenth QRMC for further analysis and implementa-
(c) The third approach would reduce the retirement tion as warranted.
age in one-year increments for every two years of addi- i. Estimated cost. Immediate annuity: Cost to retired
tional service beyond 20 years. One variation of this ap- accrual account by $1.6B in first year and $18B over next
proach would reduce the age no lower than 55, while the 10 years. Age 55 annuity: $600M in first year and nearly
second approach would reduce the age requirement no $7.2B over next ten years. Earlier annuity no projected
lower than 53. cost. There are other cost factors such as outlays from
(d) The Senate Committee Report, PL 107-151, re- the Untied States Treasury and also an increase to the
quires the Secretary of Defense to study Reserve per- Defense Health Program because of the increase in eligi-
sonnel compensation to include retired pay. Review was ble beneficiaries.
completed March 15, 2004. The Department recommen- j. Lead agency. DAPE-PRC
dation on Reserve retirement is to complete a study initi- k. Support agency. OSD
ated last year on the military retirement systems which
will provide a model that will help predict the effects of Issue 507: Running Shoe Allowance
any changes to the reserve retirement system on force a. Status. Active
management. b. Entered. AFAP XVIII, Mar 02
(e) RAND briefed OSD on their preliminary results c. Final action. No (Updated: Mar 06)
Feb 05. RAND completed the first draft of the final re- d. Subject area. Force Support
port and briefed the findings of the draft report at The e. Scope. The formula currently used by the Army to de-
New Reserves: Strategic in Peace, Operational in termine the Clothing Replacement Allowance does not
War Conference held in November 2005. Below is a take into consideration the need to replace running shoes.
summary of the results from the RAND Study. A shift to To maintain physical fitness, soldiers are required to par-
operational Reserve with more frequent and longer de- ticipate in physical training, which includes running 3-5
ployments will likely require higher current compensation. times per week. Worn running shoes increase the poten-
The RAND final report is pending public release. tial for injury.
(f) The United States General Accounting Office f. AFAP recommendation. Increase Clothing Replace-
(GAO) conducted an entrance conference on 4 Nov 03 ment Allowance to allow for semi-annual replacement of
for an engagement addressing reserve retirement. This running shoes.
was in response to a mandate from House Report 107- g. Required action.
436 that accompanied the National defense Authorization (1) Seek funding approval to increase CRA.
Act for 2003, which asked GAO to assess the effective- (2) Contact ASA(I&E) for the number of Soldiers with
ness and adequacy of reserve compensation. GAO com- footwear injuries, loss of duty days and medical expenses.
(3) Start Defense Safety Oversight Committee (DSOC) Funds were put on contract 30 Sep 05. Study results and
Military Training Task Force (MTTF) Footwear Project recommendations should be available within in the 4th
initiative and report the results of the study.
h. Progress. Quarter, FY 06. Project completion expected
(1) Validation. It is an established fact that running Sep 06.
shoe should match the foot pattern of the wearer. Addi- (6) GOSC review. At the Jun 04 GOSC, the Director
tionally, it is well established that the wearer’s foot pat- of the Army said for G-4 to assess this issue from the
tern changes and should dictate the shoe style and the perspective of safety and injury.
frequency of purchase. By providing a cash allowance of i. Estimated cost. Based on the assumption that the
$60 to initial entry training soldiers to offset the cost of wear life of running shoes is 12 months, two pair per year
running shoes, the Army has recognized the need to sup- is required at a cost of $60.00 each pair. The estimated
port running shoes as a physical fitness clothing item. annual cost is $44M, The POM FY 06-10 cost for this ini-
(2) Cash allowance for IET Soldiers. On 10 May 01, tiative totals $217.33M.
the Chief of Staff of the Army (CSA) gave a verbal ap- j. Lead agency. G-4, DALO-SMT
proval to implement a running shoe cash allowance start- k. Support agency. HQTRADOC
ing 1 Oct 01. Because of the MPA funding constrains,
one Cold Weather Field Jacket (CWFJ) was taken out of Issue 509: TRICARE Dental Benefit Enhancement
the clothing bag and a $60 running shoe cash allowance a. Status. Active
was added to the clothing bag on 1 Oct 01 (FY02) for Ini- b. Entered. AFAP XVIII, Mar 02
tial entry training soldiers. There was no increase to the c. Final action. No (Updated: Mar 06)
Clothing Replacement Allowance because the allowance d. Subject area. Dental
was approved for IET soldiers only. e. Scope. Current coverage for TRICARE Retiree Den-
(4) Increase in CRA. G-4 position is that based on tal Program (TRDP) and TRICARE Dental Program
MPA funding constraints and the Army’s efforts to mod- (TDP) benefic iaries result in excessive out-of-pocket ex-
ernize the Army’s Clothing Bag items, increasing the penses. Beneficiary cost share percentages are too high,
CRA to allow for the issue of two pairs of running shoes. and annual individual limits are reached too quickly. De-
On 13 Feb 04, SMA non-concurred with a running shoe spite recent dental plan improvements, soldiers and their
cash allowance for two pairs of running shoes. families often have to choose between essential dental
(5) Injury based on inappropriate running shoes. care and other necessities of life. These choices cause
(a) The U.S. Army Center of Health Promotion and families to neglect needed dental care resulting in deterio-
Preventive Medicine (USACHPPM) provided a study on ration of oral health and decreased quality of life, which
lower extremity stress fractures that includes an assess- will eventually impact retention.
ment of the age of footwear in the occurrence of foot in- f. AFAP recommendation.
juries. This study addressed only lower extremity stress (1) Reduce member cost share to 20% for dental ser-
fractures. The study concludes that: vices not already covered at 100% in the TRICARE
1. Although the running shoe was not studied in de- Dental Program (TDP) and TRICARE Retiree Dental
tail, the age of the shoes and the price paid provided in- Program (TRDP).
formation about the condition of the shoes. (2) Increase maximum annual benefit for TDP and
2. Price did not affect fracture rates, but increasing TRDP to $1500.
age of the shoes did. The age of the shoe may indicate g. Required action.
the degree to which its shock absorbent material has been (1) Consult with TRICARE Management Activity
compacted. The mechanical support provided by a shoe is (TMA) and other services on recommendations.
also adversely affected by age. (2) Investigate feasibility of offering a secondary plan
(b) A study of U.S. Marines undergoing 12 weeks option to Soldiers.
of training at Parris Island, SC found: (3) Forward recommendations to TMA for considera-
1. A 75% increase in stress fractures from use of tion at next contract re-compete (TDP: 2005/TRDP:
shoes that are age 1-6 months to shoes that are age 6-12 2007).
months (4) Follow up with TMA following TSG brief to GOSC
2. While 1.9% of the recruits whose running shoes mandated investigating the feasibility of offering a secon-
were used for 1-6 months experienced lower extremity dary plan option to Service Members.
stress fractures, 2.52% of the recruits whose running (5) Keep Issue Active while OTSG (Dental Corps
shoes were used for 6-12 months experienced lower ex- Branch) follows and confirms TRDP contract considera-
tremity stress fractures. tion of Issue’s Recommendations.
(c) ASA(I&E) advised that the DSOC MTTF Foot- (1) Assessment. The dental benefits packages provided
wear Project is studying the effect of footwear fit and re- under the TDP and TRDP are consistent with nationwide
placement on footwear injuries for DOD. Defense commercial insurance plans offered by other large corpo-
Safety Oversight Committee (DSOC), Medical Training rations to their employees and beneficiaries (e.g. Federal
Treatment Facility (MTTF) is funding a Quad-Service Employee Health Benefit Plan). Reasonable cost share
levels for certain higher cost procedures are vital for con-
study to quantify the number of running shoes required at trolling the overall premium costs to all eligible benefic iar-
10-12 basic training centers. The DSOC reprogrammed ies. If the sponsor’s cost share is reduced, and/or the an-
funds at the close of FY 05 to fund the footwear study. nual maximum benefit is increased, the cost to the insur-
ance company increases. The insurance carrier will re- mended enhancements was adopted (decrease in mem-
spond to this risk with increased premiums for all benefi- bers cost share to 20% for dental services not already
ciaries to cover costs. Retirees would bear the full bur-
den of any increases in premiums as a result of these covered at 100% in the TDP (and TRDP) and increase in
recommendations since they their premiums are not offset the maximum annual benefit from $1,200 to $1,500).
by the government. There is no support from the other However, several enhancements were made to the TDP
Services for the significant changes recommended in this contract to include the following expanded coverage: fluo-
issue. ride varnishes in addition to tray applications; radiography
(2) Reduction of member cost share.
(a) To determine precisely the impact on premium services provided by a laboratory; removal of the "once
rates of offering a reduced dental cost share would re- per 24 months" restriction on comprehensive periodontal
quire a thorough actuarial analysis, and the TMA is only exams; frenectomies; an alternate benefit allowance for
funded to request full actuarial analyses during a contract implants (up to the cost of a 3-unit bridge), and periodon-
re-competition process. However, any reduction in cost tal debridement (removal of plaque and calculus).
shares would be matched by an increase in premiums. (c) Since the recommendations of this AFAP issue
(b) The insurance carrier is responsible for the cost were not accepted during the TDP re-compete, it is highly
share that the sponsor does not pay. The government unlikely that the recommendations will be accepted during
does not pay the provider the cost share for dental ser- the 2007 TRDP re-compete.
vices. (6) Other Services. Currently, the other Services do
(3) Increase in maximum annual benefit. In Feb 01, not support the significant changes that would be required
the maximum annual benefit for TDP (active duty) was by any of these efforts. Since the TDO and TRDP are
increased from $1,000 to $1,200. According to United DoD programs that cover all beneficiaries, all Services
Concordia Companies, Inc., less than 3% of enrollees must agree to any changes. These recommendations
reach their annual maximum each year. The maximum would significantly increase premium rates and require
annual benefit under TRDP increased from $1,000 to additional funding from the Services.
$1,200 under the contract that went into effect in Apr 03. (7) GOSC review. At the Nov 02 GOSC, the Surgeon
The increased government cost for its share of the premi- General said he would explore the feasibility of a secon-
ums to cover the TDP increase was estimated at ap- dary dental plan that would allow an option to pay in-
proximately $4M annually. An additional increase to the creased premiums for a reduced cost share for certain
maximum annual benefit would result in even greater procedures. (See paragraph 4 for results of this ac-
government costs (as well as increased premium fees for tion)
the sponsor) and would impact less then 3% of TDP i. Estimated cost. Since the TDP contract re-compete is
benefic iaries. ongoing, a cost estimate (to the government) for reducing
(4) “Option” plan. TMA does not support an addi- a member's cost share to 20% for all dental services not
tional, secondary dental plan. The effect of even attempt- covered at 100% in the TDP and TRDP cannot be re-
ing to offer an optional supplemental coverage would be leased at this time due to the procurement sensitivity of
an introduction of adverse selection risk to both current the information.
and proposed programs. The current TDP contract would j. Lead agency. DASG-HS-DC, OTSG
be affected because the contractor could/would require k. Support agency. TMA
higher premium adjustments because it will assume the
insurance “risk” for a smaller group of premium payers. Issue 510: TRICARE Information for Reserve
Per TMA, the small group of individuals who would opt Components
for this plan would have to pay such significantly higher a. Status. Active
premiums that they would likely not participate. The cur- b. Entered. AFAP XVIII, Mar 02
rent TDP and TRDP provide basic diagnostic and pre- c. Final action. No (Updated: Jun 06)
ventive services twice a year with 0% co-pays, basic re- d. Subject area. Medical
storative services for only a 20% co-pay, and other more e. Scope. The TRICARE program is complicated in
advanced dental services (Crowns, Oral Surgery, Ortho- many different ways, especially for the Reserve Compo-
dontics) ranging from 50-40% co-pays. The current lev- nent (RC). Current information does not provide a clear
els of co-pays are very consistent with other large third picture of benefits and eligibility. For example, some RC
party dental plans. family members believe they are not eligible for
(5) TMA review. TRICARE until the 31st day of the soldier’s activation. In
(a) TMA indicates changes of the magnitude pro- fact, they are eligible from day one for TRICARE, if their
posed can only be considered during contract re- orders are for more than 30 days. They are not eligible
competition of the TDP or TRDP. Army has provided all for TRICARE Prime Remote unless they reside with the
AFAP recommendations to be addressed at next TDP soldier. The unavailability of concise information and the
and TRDP contract re-competitions: TDP in 2006 and “resides with” requirement for activated Guard and Re-
TRDP in 2007. serve soldiers enrolled in TRICARE Prime Remote cre-
(b) The new TDP contract (FY06-11) was ates an undue financial hardship for families due to lack
awarded to UCCI, the current TDP contractor, in Apr05. of coverage.
The Recommendations in this Paper were considered f. AFAP recommendation.
during the 05 TDP re-compete, but none of the recom-
(1) Remove the “resides with” requirement of Handbook, Important letter from TRICARE, Waiver of
TRICARE Prime Remote. (Transferred to Issue 488) Non-covered Services Form, Other Health Insurance
(2) Clarify and simplify written RC medical information (OHI) Form and the Allotment Letter. These materials
(such as the DOD Reserve Health Care Benefits pam- should be ready by end of Oct 04. CACI will also trans-
phlet) and translate these publications into other la n- late the same materials into Spanish for the new
guages. TRICARE North and South Regions by the end of March
(3) Develop multilingual education video tapes that pro- 05.
vide TRICARE information for RC. (e) Several other web sites provide TRICARE in-
g. Required action. formation for activated US Army Reserve and National
(1) Revise TRICARE Prime Remote Handbook to sim- Guard members/families. These sites include information
plify information for Reserve members. on the new RC TRICARE benefits. The sites are linked
(2) Study feasibility of producing Army marketing prod- at web address: http://www.tricare.osd.mil/TRHCP.cfm.
ucts in several languages targeted at Reserve Compo- (f) TMA has established a worldwide TRICARE in-
nents. formation center also, from which beneficiaries can obtain
(3) Develop simplified marketing/educational information and/or assistance. The new 24/7 toll free
materials in several languages targeted for RC mem- number is 1-800-TRICARE. Additional internet re-
bers/families. sources for TMA: QUESTIONS@tma.osd.mil and for
(4) Revise/simplify AMEDD TRICARE CD and trans- the US Army Medical Command:
late CD into Spanish. TRICARE_Help@amedd.army.mil.
(5) Determine funding source to support CD distribu- (5) Multilingual TRICARE CD/video for RC.
tion. (a) MEDCOM has provided over 250,000 AMEDD
h. Progress TRICARE CDs and the same number of AMEDD Sol-
(1) “Resides with” clause. AFAP Issue #488 ad- dier TRICARE information cards for distribution to acti-
dresses the recommendation to remove the “resides with” vated RC members/families through RC command chan-
requirement of TRICARE Prime Remote. nels, mobilization sites, and in response to email/telephone
(2) Validation. Currently, limited TRICARE informa- requests. The TRICARE website
tion is available in multiple languages. However, with the (www.tricare.osd.mil/library) now has the TRICARE CD
next generation of TRICARE contracts, the TRICARE available as a read and downloadable file.
Marketing/Education contractor will develop and pro- (b) Under the new TRICARE contracts, CACI has
vide/disseminate TRICARE information in several lan- the capability to develop TRICARE information materials
guages, including Spanish, German, and Korean. in seventeen languages, including Spanish, Korean, Italian,
(3) TRICARE Prime Remote (TPR) handbook revi- etc., based on the demand for these products.
sion. A revised TMA TRICARE Prime Remote (TPR) (c) CACI has translated the following materials into
Handbook, released in Apr 04, provides simplified infor- Spanish for the TRICARE West Region: Beneficiary
mation for RC members. HA Policy 03-004 (10 Mar 03) Handbook, TRICARE Choices Book, Prime Member
addressed TPR for Active Duty Family Members Handbook, an Important Letter from TRICARE, Waiver
((TPRADFM) for activated RC members. of Non-covered Services Form, Other Health Insurance
(4) Clarification and simplification of written RC (OHI) Form and the Allotment Letter. TRICARE is cur-
medical information. rently updating and revising marketing and education ma-
(a) TMA completed translation of “Healthcare terials (English versions). Once this is completed,
Benefits for Reserve Component Members” pamphlet TRICARE will then evaluate what particular products
into Spanish in May 02. The pamphlet provides an over- would be most beneficial for translation.
view of health coverage for activated members and in- (d) MEDCOM has distributed 250K+ Army
cludes TRICARE, dental coverage, employer-sponsored TRICARE CDs/info cards thru RC Command chan-
health insurance options, information resources, and a de- nels/mobilization stations. MEDCOM is revising the CD
ployment checklist. The revision also includes information and will produce an English/Spanish version for RC/AC
on transitional healthcare benefits. The booklet can be distribution.
ordered through the TMA SMART website at: ) (6) Web access. Efforts are ongoing to ensure
http://www.tricare.osd.mil/smart/. TRICARE marketing materials are easy to understand.
(b) The new TMA Marketing and Education con- Several web sites provide TRICARE information for ac-
tractor (CACI) recently released an easy to understand, tivated US Army Reserve members, National Guard
comprehensive TRICARE RC Brochure. members, and their families. These sites include informa-
(c) In Jul 04, with the implementation of the new tion on the new Reserve Component TRICARE benefits.
TRICARE Early Eligibility Benefit for RC mem- The sites are linked at http://www.tricare.osd.mil/reserve.
bers/families, TMA posted on the TRICARE web site a For beneficiaries with e-mail, there are two e-mail ad-
comprehensive, simplified Fact Sheet on the RC dresses to which benefic iaries can write for assistance
TRICARE benefit. with all TRICARE issues. One is a TMA site:
(d) Under the next generation of TRICARE con- QUESTIONS@tma.osd.mil. The second is an Army
tracts, the Marketing and Education contractor (CACI, MEDCOM site: TRICARE_Help@amedd.army.mil
Inc.) will develop TRICARE information materials in mul- (7) TRICARE Benefits for USARC.
tiple languages. CACI, Inc. is translating the following (a) TRICARE Coverage for Members of Selected
into Spanish for the TRICARE West Region: Beneficiary Reserve of the Ready Reserve Who Commit to Contin-
Handbook, TRICARE Choices Book, Prime Member ued Service After Release from AD: Authorizes
TRICARE Standard coverage for members of the Se- lowable charge incurred by RC family members of spon-
lected Reserve and their family members who have been sors ordered to active duty for more than 30 days (Makes
activated for more than 30 days since 9/11/01, in support permanent one of the three components of the TRICARE
of a contingency operation and commit to continued ser- Reserve Family Demonstration Project.) This Section is
vice in the Selected Reserves of one year or more. For fully implemented.
every 90 days of consecutive AD service, the member (i) SEC 706. Physical Examination Requirement:
and their family are eligible for one year of TRICARE Requires each member of the armed forces scheduled to
Standard coverage while in an active reserve duty status. be separated from AD described in section 1145 (a) (2
The Reservist must pay a premium of 28% of the total (Transitional Health Care) to undergo a physical examina-
amount determined by the Secretary as being reasonable tion immediately before the separation. This initiative is
for TRICARE coverage with an effective date of within under review for implementation.
180 days of enactment. TRICARE Reserve Select is to (8) GOSC review.
be fully implemented by 26 April 05. (a) Nov 04. GOSC received an update on RC
(b) Earlier Eligibility Date for TRICARE Benefits TRICARE information and translations. Issue remains
for RC Members: This benefit is permanent and is now active to track additional translations.
fully implemented. Upon receiving orders to AD for a (b) Jun 06. GOSC requested the issue remain ac-
period of more than 30 days, eligible RC members and tive.
their families may enroll in TRICARE up to 90 days prior i. Estimated cost. The MEDCOM Marketing Office es-
to activation, or upon the date of issuance of a delayed- timates the cost to develop a TRICARE CD in English
effective-date AD order, whic hever date is later. and Spanish at about $60,000, plus $1.03 per CD. A
(c) Permanent Extension of Transitional Health TMA estimate of costs to translate TRICARE marketing
Care Benefits (TAMP): This permanent program is fully materials into several languages is not available at this
implemented. Upon demobilization, eligible RC members time.
and their families receive TAMP benefits (TRICARE j. Lead agency. MCHO-CL-M, MEDCOM
Prime [if in a Prime area], TRICARE Standard or Extra) k. Support agency. TRICARE Management Activity
for 180 days beginning on the date the member is re-
leased from AD. Issue 512: Unique Relocation Expenses Outside
(d) TRICARE Beneficiary Counseling and Assis- the Continental United States (OCONUS)
tance Coordinators (BCACs) for Reserve Component a. Status. Active
Beneficiaries: This benefit is permanent and fully imple- b. Entered. AFAP XVIII, Mar 02
mented. Each TRICARE Region has one person to c. Final action. No (Updated: Jun 06)
serve full-time as a BCAC solely for members of the d. Subject area. Entitlements
RC/family members. e. Scope. Soldiers assigned OCONUS are immediately
(e) SEC 701. Adds an additional 90 days after confronted with unique expenses. Examples of such ex-
demobilization for members to sign up for TRS; provides penses include winterizing vehicles in Alaska and pur-
for resumption of TRS at point interrupted by call to AD chasing transformers in Europe. While the cost of these
and increases coverage to make current; allows one year items is included in the calculation and payment of Cost of
for IRR member to find a SELRES position; and allows Living Allowance (COLA) over the course of the tour,
family members to continue coverage for 6 months if the soldier’s expense is up front and normally in a lump
member dies during TRS coverage period. sum. This places significant financial burden on the sol-
(f) SEC 702. Expands TRS with 3 new catego- dier, especially our junior enlisted soldiers and their fami-
ries that must be renewed annually. The first and second lies.
categories include members who will pay 50% of current f. AFAP recommendation.
premiums: (1) Authorize payment of the first six months’ COLA
(1) RC members who receive unemployment entitlement in a lump sum upon arrival at the OCONUS
compensation duty station.
(2) members who are employed, but not eligi- (2) Begin monthly COLA payments in the 7th month.
ble for employer-sponsored health benefits. The 3rd group g. Required action.
includes employed persons who qualify for employer- (1) Submit legislative proposal.
sponsored health plans, who will pay 85% of the current (2) Monitor the initiative.
premium. h. Progress.
(g) SEC. 704. Waiver of Certain Deductible un- (1) Legislative attempts.
der TRICARE Program for Members on Active Duty for (a) COLA Lump Sum was submitted to the FY02
a period of more than 30 days: Allows the Secretary of ULB, but was not supported.
Defense to waive TRICARE deductible for RC family (b) The initiative was again submitted during the
members of sponsors ordered to AD for more than 30 FY03 ULB and deferred until the FY04 ULB. DoD sup-
days (Makes permanent one of the three components of ported this initiative, and the legislative proposal was for-
the TRICARE Reserve Family Demonstration Project.) warded to Congress with the FY03 OMNIBUS. It was
This initiative is fully implemented. returned by OMB. A reclama was submitted.
(h) SEC 705. Authority for Payment by United (c) The initiative was resubmitted for the FY04 ULB
States of Additional Amounts Billed by Health Care Pro- (FY2005 enactment) and was supported by DoD again.
viders to Activated Reserves: Allows the Secretary of (d) The FY05 NDAA, adds to Title 37, section 405,
Defense to pay excess of the TRICARE maximum al- a provision to provide service members “Immediate lump-
sum reimbursement for unusual non-recurring expenses II Peg and diminishes the importance of the funding re-
incurred by members for duty serving outside the conti- quirement.
nental United States.” While this is not the specific six (2) Options to access child care.
months upfront lump sum COLA payment initially re- (a) Services established “Military Child Care in
quested in AFAP issue 512, it is a separate authorization, Your Neighborhood” (MCCYN) pilot to locate and subsi-
in addition to OCONUS COLA, for Service members to dize the cost of child care for 2000 geographically dis-
receive reimbursement of unique relocation expenses. persed Soldiers who do not have access to child care on a
The Joint Federal Travel Regulation, Appendix J, Part II military installation. The initiative involves over 700 pri-
provides the criteria/rules and locations authorized a vate sector and GSA child care programs.
COLA unique expense reimbursement. Currently only (b) DoD/USACFSC funded a Business Initiative
the United Kingdom, Gibraltar, and Singapore are author- Council (BIC) Pilot (Military Child Care in Your
ized a COLA unique payment due to the mandatory and Neighborhood) for 2,000 geographically dispersed active
excessive television and road tax. duty Soldiers. This initiative reduces the Soldier’s price
(e) Army will go back to the Per Diem Travel for off-post child care. Child & Youth Outreach Specia l-
Committee to request support for legislation to authorize ists (USACFSC assets) have been placed in Accessions
payment of a lump sum COLA for service members in Command, ARNG, and USAR headquarters to facilitate
locations such as Alaska and Europe that have unique, Soldier access to quality affordable child care.
up-front relocation expenses. (c) Six pilot sites are established at Boys and Girls
(2) GOSC review. The Jun 06 GOSC determined the Clubs in the civilian communities that have the potential to
issue would remain active. serve military youth who do not live on the installation.
i. Estimated cost. No additional cost is associated with Each site has committed to serve an additional 100 mili-
this initiative since initiative simply wants upfront payment tary children not currently served on a military installation.
of 6 months authorized COLA entitlements. (d) In Jan 06, the Secretary of the Army directed the
j. Lead agency. DAPE-PRC Army develop a strategy for expanding family support
k. Support agency. None programs in the RC. The integrated multi-component
family support network includes MCCYN.
Issue 513: Lack of Available Child Care for Ge o- (3) Funding.
graphically Isolated Active Duty Soldiers (Recruit- (a) Submitted POM 06-11 UFR to serve Active
ers, Guard, Reserve and Cadets) Component geographically dispersed families. Require-
a. Status. Active ment was validated by Installation Program Evaluation
b. Entered. AFAP XVIII, Mar 02 Group (II PEG), but unfunded.
c. Final action. No (Updated: Jun 06) (b) Received DoD funding for FY05 pilot to estab-
d. Subject area. Child Care lish 2000 community based child care spaces.
e. Scope. Geographically isolated active duty soldiers (c) Submitted FY07 Program Budget Review UFR
currently bear the full cost of child care and the financial to continue pilot and expand care to 7,000 Active Duty
inequities of being assigned to remote duty locations. Sol- geographically dispersed families.
diers do not have access to the same child care fee equity (d) Submitted POM 06-11 UFR to provide child
as those who reside on or near a military installation. care support for Weekend Battle Assembly and Annual
f. AFAP recommendation. Locate and subsidize child Training for Guard and Reserve families. Requirement
care spaces in local community child care programs for was not validated by II PEG.
use by geographically isolated active duty soldiers who do (e) Received DoD funding for FY05 pilot to estab-
not have access to military child care systems on installa- lish 2000 community based child care spaces.
tions. (f) Submitted UFR ($30.6M) in FY07-11 Program
g. Required action. Budget Review to expand to 7000 child care spaces
(1) Establish options for geographically isolated active through Military Child Care in Your Neighborhood for
duty soldiers to access quality child care. children of Active Duty geographically dispersed families.
(2) Submit and obtain POM UFR funding to reduce (g) Funding for this initiative is available for FY05
child care fees for geographically isolated active duty Sol- and 06. The POM 08-13 unfinanced requirements were
diers using Army-sponsored, community-based child care. validated by the II PEG, but not as critical requirements.
(3) Develop marketing materials and outreach services (4) Communication Strategies. Information is avail-
to inform and support geographically isolated families eli- able through Military One Source and print materials pro-
gible for child care services. vided to ARNG and USAR for distribution to Family
(4) Submit and monitor as action in Army Well Being Readiness Groups.
Plan. (5) Army Well-Being Plan. Issue included as #3.6.3 in
(5) Update Army CYS Mobilization & Contingency Army Well-Being Plan.
(MAC) Plan Manual and the Installation Child & Youth (6) Mobilization.
Operations Plan Workbooks to address child care needs (a) Army CYS Mobilization & Contingency Plan
of geographically isolated families. (MAC) Manual was updated to identify child care needs
h. Progress. of geographically dispersed families. Manual was distrib-
(1) Combined issue. The June 06 GOSC directed that uted to all Regions and Installations. Information was
Issue #569, “Expansion of Army Child Care in Your placed on the CYS website and ArmyCYSConnec-
Neighborhood” be combined with this issue because tions.com.
keeping them separte results in two issues going into the
(b) USAR and ARNG Child and Youth staff trained plication processing and fingerprinting. Applications re-
on available services Feb and March 05. ceive a letter through the mail notifying them of their ap-
(7) GOSC review. The May 05 GOSC was informed pointment and location for their processing and finger-
that the POM 06-11 includes validated (but unfunded) re- printing. Travel to these locations is sometimes hundreds
quirements for 7,000 Army Sponsored Community Based of miles away from military installations or home of sol-
Child Care spaces (includes continuation of BIC Pilot diers and families. This could lead to an enormous cost to
spaces). This requirement does not take into account in- them. H.R. 1588 addressed long standing committee
creased spaces that may be needed with the repositioning concerns regarding the need for better military benefits,
of Soldiers and families back to CONUS. including Immigration Benefits for Non-citizen Soldiers.
i. Estimated cost. POM 06 -11 programmed require- (1) ACS training. Human Resources Command
ments include $6.1M Operation and Maintenance for the (HRC) establishes guidance for citizenship issues. At in-
National Guard (OMNG) funding for Active Duty Na- stallations, the Army Community Service (ACS) Reloca-
tional Guard and $4.0M Operation and Maintenance for tion Readiness staff is the primary liaison to the CIS for
the Army Reserve (OMAR) funding for Active Duty family members. Update to AR 608-1, Army Community
Army Reserve in FY06 and FY07. Service, (4th Qtr FY05) will assign citizenship liaison func-
j. Lead agency. CFSC-CYS tion to the ACS Relocation staff. ACS offers classes on
k. Support agency. None the citizenship and residency application process utilizing
information provided by DOD and CIS. Additionally,
Issue 515: Application Process for Citize n- ACS offers English as a Second Language classes and
ship/Residency for Soldiers and Families multicultural outreach programs.
a. Status. Active (a) Installation Relocation Readiness staff received
b. Entered. AFAP XIX, Nov 02 CIS training at the Employee Relocation Council (ERC)
c. Final action. No (Updated: Jun 06) Conference in May 05 and DOD/ERC Conference in
d. Subject area. Family Support May 06.
e. Scope. Soldiers and family members encounter prob- (b) HRC provided CFSC-FP with a new electronic
lems with the citizenship and residency application proc- brochure developed by the U.S. CIS as an outreach to
ess. Under most circumstances, the Immigration and military personnel. CFSC-FP forwarded the brochure to
Naturalization Service (INS) will not accept Department ACS centers worldwide for distribution to non-citizen sol-
of Defense (DoD) physical exams and fingerprinting. diers and their family members.
The family member application process is further compli- (3) Physical exam and electronic fingerprinting.
cated by language barriers and inaccessibility to INS ser- (a) Coordination with OSD MWR-Policy and Hu-
vices and facilities. Lack of effective assistance to sol- man Resources Command (HRC) regarding decentraliza-
diers and their families causes emotional hardship, addi- tion was accomplished.
tional costs, distraction from mission, and possible depor- (b) A physical exam and electronic fingerprinting at
tation of family members. a CIS approved site is required to obtain an adjustment of
f. AFAP recommendation. status for permanent residency allowing individuals to re-
(1) Designate and train a liaison at the installation level ceive a green card.
to assist family members with the INS process, including (c) HRC CG staffed a memorandum signed by the
review of documentation for accuracy and completeness. G-1 and forwarded to the Acting Assistant Secretary of
(2) Coordinate with INS for approval of DoD adminis- the Army (Manpower and Reserve Affairs). The request
tered fingerprinting and physical examinations. for acceptance and/or transfer of fingerprint images for
g. Required action. employed family members with Common Access Cards
(1) Meet with HRC to develop overall plan. (CAC) was eliminated due to technical reasons. The
(2) Publicize successful Army installation programs to digital imprint on the CAC involves only one fingerprint
share their proactive liaison operations. versus the CIS requirement for ten fingerprint images.
(3) Provide CIS training at annual ACS Relocation On 5 Apr 06, the Under Secretary of Defense (P&R)
Readiness training conferences, to include program pres- sent a le tter to the Director of CIS requesting CIS accept
entation by current successful Army installation pro- physical exams and electronic fingerprints from military
(4) Coordinate with OSD MWR Policy regarding the (4) Military personnel offices. OSD MWR Policy Of-
decentralization issue for physical examinations and fin- fice indicates military personnel offices have members
gerprinting from CIS to DoD installations. trained to assist individuals with the citizenship process.
(5) Update AR 608-1 to require the addition of CIS liai- ACS will continue to assist family members who come to
son function within the ACS Relocation Readiness Pro- ACS for assistance, particularly when Soldier spouses are
gram, to include requirement for MOU with local/nearest deployed.
CIS Service Center. (5) GOSC review. The Jun 06 GOSC declared the is-
h. Progress. sue active. The VCSA stated the Army is leading OSD
(1) Validation. Immigration and Naturalization Service efforts on biometrics and that CIS does not realize the
(INS) presently grant exceptions for service members service’s capility. G-6 was tasked to inform CIS of our
and their families. Most of these exceptions waive or re- capability so they will accept DoD administered finger-
lax the strict residence and physical presence require- prints.
ments normally required for Naturalization. The INS has i. Estimated cost. No cost to the Army.
Applicant Support Centers (ASCs) in each state for ap- j. Lead agency. CFSC-FP
k. Support agency. USAHRC and OSD (P&R) disease, rheumatology, plastic surgery, gastroenterology,
and physical medicine services).
Issue 517: Availability of TRICARE-Authorized (3) Bonus payments to providers in health provider
and Network Providers in Remote Areas shortage areas (HPSAs). Since July 2003, TMA pro-
a. Status. Active vides increased payment rates through bonus payments to
b. Entered. AFAP XIX, Nov 02 physicians who provide TRICARE-approved services in
c. Final action. No (Updated: Mar 06) federally designated HPSAs. The quarterly payments in-
d. Subject area. Medical clude an incentive payment of 10% of the amount actually
e. Scope. There is an inadequate number of TRICARE- paid by TRICARE, over and above the HPSA quarterly
authorized and network health providers in remote areas. bonus paid to them by Medicare, and over and above any
Providers choose not to participate or leave the waiver dollars. About $1.14M in bonuses was paid to
TRICARE program because reimbursements are lower TRICARE providers in HPSAs in FY04.
than usual and customary rates for medical services. As TMA/contractors advertise the bonuses in provider news
a result, military families incur out-of-pocket expenses or bulletins and through other provider contacts.
non-availability of services. (4) Medicare’s 1.5% increase in Medicare physi-
f. AFAP recommendation. Increase TRICARE reim- cian payments. The Centers for Medicare and Medicaid
bursements to competitive rates as an incentive to recruit Services (CMS) issued a Final Rule for FY05 that pro-
and retain medical care providers in remote areas. vides this increase.
g. Required action. (5) Additional bonus payments for FY05. TRICARE
(1) Institute Health Provider Shortage Area (HPSA) will follow a new Medicare policy to allow a 10% incen-
10% bonus payments through managed care support con- tive payment to psychiatrists providing services in mental
tractors (MCSCs). health HPSAs and an additional 5% bonus that Medicare
(2) Institute new 10% incentive HPSA bonus payments will make to primary care/specialty providers who provide
to psychiatrists, and provide an additional 5% to certain services to beneficiaries in the HPSA areas with the low-
primary/ specialty providers. est 20% of physician to beneficiary ratios.
(3) Monitor HPSA bonus payments and TMA’s imple- (6) Provider acceptance under TRICARE/Medicare.
mentation of TRICARE Maximum Allowable Charge As of 01 Sep 04, TRICARE accepts, as TRICARE au-
(TMAC) waivers. thorized providers, all health care providers that accept
(4) Monitor TRICARE provider networks, ref. assess- Medicare, to help reduce some of the credentialing bur-
ment of contractor performance. dens on providers who might not otherwise become
(5) Monitor TMA’s implementation of FY04 National TRICARE authorized providers.
Defense Authorization Act (NDAA), Sections 723/724. (7) Legislative requirements.
(6) Monitor results of Government Accountability Of- (a) Two sections of the FY04 NDAA directly im-
fice (GAO’s) on-going audit of the “Viability of pact this recommendation:
TRICARE Standard”. (1) Section 723 directed SECDEF to conduct
h. Progress. surveys in the CONUS TRICARE market on the num-
(1) Validation. Since 1992, CHAMPUS payment rates bers of healthcare providers accepting new patients under
have been congressionally linked to Medicare rate levels. TRICARE Standard. It also directed that participation of
As budget constraints have forced Medicare to decrease providers be maintained in all areas, by educating provid-
its rates, TRICARE has had to follow and decrease rates. ers on Standard, encouraging them to accept Standard
This has had an adverse impact on our beneficiaries’ ac- users and ensuring that users have the information needed
cess to care, particularly in remote areas where Active to easily locate providers. A key feature of the legislation
Duty (AD) Service Members and their families reside. is the requirement to recommend adjustments in
(2) TRICARE Maximum Allowable Charge (TMAC) TRICARE Standard payment rates to ensure provider
Waivers. The FY00 National Defense Authorization Act adequacy for TRICARE Standard users. The General
(NDAA) and locality-based reimbursement Rules in 32 Accounting Office (GAO) will provide a report to con-
CFR 199.14, allow TMA to provide higher provider pay- gress on sufficiency of existing statutes to cover problems
ments to ensure adequate Prime networks or if there are with healthcare provider participation in Standard and pol-
severe access to care issues for certain healthcare ser- icy-based obstacles to achieving adequate numbers of
vices in an area. This permits contractors to negotiate Standard providers in the market areas. GAO will also
payments over 15% above the TMAC to attract providers look at the need for adjustments to payment rates to help
into the network. Evaluations have shown the waivers attract appropriate provider participation.
are cost effective and improve both beneficiary continuity (2) Section 724 directed SECDEF to ensure
of care and quality of life. Waivers have been used in each eligible household is provided key information on
Juneau, AK (for non-routine GYN services); in Mountain TRICARE benefit coverage, costs, sources of informa-
Home, ID AFB catchment area (allergy, dermatology, tion for locating TRICARE authorized providers who
thoracic surgery, gastroenterology, neurology, neurosur- agree to accept new patients in the household’s locality,
gery, orthopedic surgery, otolaryngology, rheumatology ways to locate authorized providers, etc. TMA must:
and services); in Cheyenne, WY (for certain newborn (a) Establish methods to help each person
care services); and Ft. Leonard Wood/Springfield, MO asking for help in finding a TRICARE authorized pro-
(endocrinology, dermatology, neurosurgery, thoracic sur- vider;
gery, pulmonary disease, hematology/oncology, infectious (b) Have a plan to cover information, re-
cruitment, materials, and programs to attract healthcare
provider participation to ensure healthcare access for all for soldiers and families. A project was initiated at the Jul
eligibles; 02 Army Education Summit to research present policies,
(c) Periodically identify the number/locality identify Army's objective, and prepare an Action Plan for
of persons who intend to rely on TRICARE authorized implementing the policy in each state.
providers for health care services. f. AFAP recommendation.
(b) The FY 2006 NDAA provides the following: (1) Waive out-of-state tuition for military family mem-
(1) Section 716: Directs that each TRICARE bers who are residing in that state on military orders for
Regional Office monitor, exercise oversight and improve the last and current duty station.
the TRICARE Standard option in the TRICARE Region (2) Retain in-state status once established.
through the following: g. Required action.
(a) identifying healthcare providers who (1) Develop/post web site with current state policy
will participate in TRICARE and provide the Standard op- links.
tion (2) Obtain Army G-1 signature on correspondence first
(b) communicating with beneficiaries who five states; distribute to addressees.
use the Standard option (3) Develop/coordinate/distribute packets for 13 states
(c) outreach to community healthcare pro- with favorable policies, followed by remaining states.
viders to encourage participation in TRICARE (4) Research OCONUS eligibility for in-state tuition.
(d) publication of information that identifies h. Progress.
providers in the TRICARE Region who provide the Stan- (1) Focus. This issue asks the states to support three
dard option. The SECDEF is required to report annually levels in-state college tuition for Soldiers and family mem-
to the Congress on this directive. bers: in the state of residency, in the state of military as-
(2) Section 711: Amends Section 723 to per- signment, and continuation of in-state tuition if the Soldier
mit additional questions to be added to the TRICARE is relocated on military orders.
Standard survey: (2) Research.
(a) provider awareness of TRICARE (a) The initiative began Feb 03, in the five states with
(b) percentage of provider’s current popu- the largest Army populations (Georgia, Kentucky, North
lation that uses any form of TRICARE Carolina, Texas, and Virginia) representing 55 percent of
(c) provider acceptance of Medicare pa- the Army. By Jun 03, Army commanders and senior
tients leaders in all states were contacted and memorandums
(d) if accepting Medicare patients now, were presented to the Civilian Aides to the Secretary of
would provider accept additional such patients. This pro- the Army (CASA) by Assistant Secretary of the Army
vision enables TMA to enhance the survey questions for Manpower and Reserve Affairs, informing them, and
without compromise of the Paper Work Reduction Act, a seeking their support for this initiative.
statutory requirement that the Office of Management and (b) The Deputy Under Secretary of Defense (Mili-
Budget oversees. tary Community and Family Policy) supported this initia-
(8) GOSC review. The May 05 GOSC was informed tive and sent correspondence to the other Services re-
that TMA is surveying providers to identify reasons for questing they assist Army in this effort. Army became
lack of participation in TRICARE. TRICARE accepts as the appointed lead for this initiative. Responses from the
TRICARE providers all that accept Medicare. However, other Services voiced concerns with the perception of
providers limit the percentage of TRICARE/Medicare pa- lobbying by military commanders. To date, the Army is
tients because of the low reimbursement rate. the only Service actively working this initiative.
i. Estimated Cost. TMA estimates a cost of $3.5 million (3) Web site. The Education Division site,
annually for current HPSA bonuses. Estimates for the https://www.armyeducation.army.mil/InState/index.HTM,
new HPSA bonus payments for psychiatrists/on-going tracks the progress of this initiative, provides state points
TMAC waivers are not available. of contacts, and answers questions: State-specific, the
j. Lead agency. DASG-TRC, OTSG. web site serves as a guide for senior Army leaders, state
k. Support agency. TMA. Adjutants General, and installation commanders when dis-
cussing this issue with state leaders.
Issue 521: In-State College Tuition (4) Outreach and Federal Legislation.
a. Status. Active (a) The Under Secretary of Defense sent letters to
b. Entered. AFAP XIX, Nov 02 all state governors asking them to support the in-state tui-
c. Final action. No (Updated: Mar 06) tion initiative.
d. Subject area. Family Support (b) A representative from Georgia submitted a le g-
e. Scope. Mobility of the military community, coupled islative proposal titled Military In-State Tuition Act of
with the State-specific criteria for determining the eligibil- 2003 (H.R. 1991). This bill would require all states to pro-
ity for in-state tuition often prevents military family mem- vide in-state tuition rates for service members and their
bers from continuing their higher education. The Army is families in the state of assignment and allow the benefit to
committed to ensuring soldiers and family members are continue upon the transfer out of the state by the military
afforded educational opportunity equal to the general citi- sponsor. There are two concerns with this bill: education
zenry. Denying in-state tuition or the continuation of in- is a state function and states may resist federal legislation;
state tuition causes financial hardships, often preventing and states may request compensation to cover the differ-
continuation of education. The Army supports state im- ence between in-state and out-of-state tuition costs. This
plementation of favorable in-state policies for tuition rates legislative proposal was not enacted. A similar proposal
was introduced into the 109th Congress on 4 Jan 05 but cided the issue will be raised to the state Higher Educa-
there has been no action on this proposal. tion Commission and legislature.
(5) Successes. Presently, 44 states have favorable poli- (f) Western Interstate Commission on Higher
cies for soldiers and family members, 26 of them meeting Education: May 03, endorsed the initiative to its 15-state
all desired outcomes (Alabama, Alaska, Arizona, Colo- membership. Each state must work the process individu-
rado, Connecticut, Florida, Georgia, Idaho, Illinois, Iowa, ally.
Kentucky, Louisiana, Maryland, Nevada, New Jersey, (g) Texas: June 03, legislation was approved by the
New Mexico, North Carolina, Ohio, Oklahoma, Oregon, state legislature and signed by the Governor into law
Tennessee, Texas, Utah, Washington, West Virginia, granting continuity of the in-state benefit once started.
Wyoming). Continuity of the benefit, once started, is not (h) New York: Jul 03, Fort Drum and West Point
always available and is a major concern for military fami- have contacted local state representatives and presented
lies. the initiative to receptive audiences. Jan 04, State leaders
(6) State specific progress are looking at amending current Department of Education
(a) Kentucky: May 03, the Commanding General, policies because the initiative may require only regulator
US Army Recruiting Command sent a letter to the Gov- change, not legislative change, to include continuity of in-
ernor expressing appreciation for Kentucky’s already fa- state benefit.
vorable tuition policies which meet all the objectives. (i) South Carolina: Jul 03, The Adjutant General
(b) Georgia: May 03, the Georgia Board of Re- of the Army responded to the state Adjutant General’s
gents approved the in-state tuition waiver to grant conti- letter addressing his concerns that the initiative in South
nuity of in-state tuition eligibility to family members after Carolina be suspended for now due to the state’s fiscal
the military sponsor is reassigned outside the state. dilemmas.
(c) Virginia: May 03, the Virginia Military Advisory (j) Maryland: Aug 03, A state representative met
Council (VMAC) Quality of Life Panel identified this ini- with the Fort Detrick Installation Commander, who will
tiative as their Number One priority issue and voted to propose a bill for the next session to include continuity of
send it forward to Governor Warner for action. In Aug the in-state benefit. Jan 04, HB 172, Higher Education-
03, Governor Warner told a meeting of Services’ Installa- Resident Tuition Charges-US Military Personnel, Spouses
tion Commanders that implementing this initiative would and Dependents, was before the legislature. It provides
cost the state $9M and was not optimistic for its success. for the continuity of in-state tuition benefits once started.
Dec 03, An article in the Virginia Pilot cited a proposal HB 172 was signed by Governor Ehrlich on 11 May 04.
presented by Governor Warner to allow in-state tuition (k) New Jersey: Aug 03, With assistance from the
eligibility for one year for military dependents who are le- state Higher Education Commission, the Fort Monmouth
gal residents of other states. The plan is contingent on Education Services Officer and the Staff Judge Advocate
legislative approval of his tax package. Warner’s budget uncovered a section of law granting continuity of the in-
proposal would provide $2M in-state benefit during the state benefit. New Jersey meets all objectives.
2004-05 school year. The issue has spurred political de- (l) Alabama: July 03, the Fort Rucker Garrison
bate because it is tied to Warner’s tax package. How- Commander discussed this initiative with the state BRAC
ever, it has increased visibility and support on the political Committee Chairman who indicated that he would ad-
and education fronts. In Jan 04, HB 574, Tuition, In-state, dress the issue with appropriate officials. Oct 03, State
applicable to certain military dependents, was introduced Delegate Howard Sanderford provided MG Curran, CG,
in the state legislative session. As of May 04, students Fort Rucker a copy of the legislative proposal to codify
are eligible for in-state tuition for one year from the actual the continuity of in-state benefits when the military spon-
reporting date shown on military orders. Continuing to sor departs Alabama. It is the practice of the University
receive the benefit is contingent on the payment of VA of Alabama system to grant this extension according to a
income taxes by the non-military parent who must earn a system representative
minimum of $10,800 per year. The Governor’s proposed (m) Colorado: July 03, a plan was developed by
06-08 budget includes a biennial increase of $2.5 million the Fort Carson Command to present this issue to appro-
general fund each year to continue the 04 General As- priate state leaders. Jan 04, HB 04-1006, In-state Tuition
sembly efforts to offset anticipated losses in tuition reve- for Military Dependents is in legislative session.
nue associated with providing waivers for in-state tuition (n) Illinois: Jul 04, the Governor signed legislation
rates to military dependents and spouses, as provided in on 15 July adopting the goals of the in-state tuition initia-
23-7.4:2 Code of Virginia, and extends the eligibility pe- tive. Prior to this, the institutions made their own policies
riod to two years. on granting the benefit to military personnel and their
(d) North Carolina: May 03, In-state tuition poli- families. This combined with the state’s Truth in Tuition
cies/rates were discussed during a statewide meeting of Act ensures continuity of the benefit.
Services’ garrison commanders, education officers, and (o) Washington: SB6164 amends In-state eligibility
university staff. Jul 04, legislation was signed by the to include continuity. Mar 04, SB 6164, passed the
Governor adopting the 3 goals of the in-state tuition initia- House and Senate unanimously and was signed by the
tive. Servicemembers using tuition assistance will now be Governor on 26 Mar 04.
charged the in-state rate. Continuity of the benefit is also (p) Kansas: Jun 04, originally identified as a state
included meeting all three criteria, it was discovered that continuity
(e) Pennsylvania: May 03, the Department of is granted only when the military sponsor is transferred
Education committee, Pennsylvania Advisory Council for overseas from KS. The president of the Board of Re-
Veterans/ Military Education (PACVME), met and de- gents and the CASA have been working with state lead-
ers and there is legislation, House Bill 2506, to include ceive family therapy (in conjunction with other covered
continuity of the benefit in all cases. treatment under a diagnosed mental disorder but separate
(7) GOSC Review. At the Nov 03 GOSC meeting, the from the Family Advocacy Program), the beneficiary may
VCSA requested the proponent explore potential for per- have a deductible and a cost share according to the cate-
sonnel stationed overseas to get in-state tuition benefits in gory of TRICARE the beneficiary holds.
other than state of residence. To date, nine states have (b) In 2000, the TMA considered TRICARE cover-
been polled with nine negative responses. The consensus age for counseling/therapy services for conditions cur-
among the states contacted is that people with no tie to rently excluded from coverage because they are not diag-
the state should not be granted this benefit. nosable as a mental illness. The added coverage would
i. Estimated cost Significant time of two Education Divi- apply to marital and family counseling and occupational
sion personnel, $40K from the Education Summit contract and sexual dysfunction counseling/therapy.
(FY02) and $120K (FY03) for contractor research and (c) TMA’s estimated costs for the expanded benefits
administrative assistance was dedicated to develop the ranged from $5.3M-$10.6M year for estimates based on
initiative and field website. Estimated cost to monitor the review of civilian literature, $10M-$20M by basing esti-
initiative (support of two contractors and one GS em- mates on the civilian employee assistance program (EAP)
ployee one quarter of the time) is $35K/year. experience and $8M based on the military medical treat-
j. Lead agency. AHRC-PDE ment facility (MTF) experience. TMA considered the
k. Support agency. None $8M cost based on the MTF experience as the more rele-
vant cost estimate for DOD.
Issue 522: Marriage and Family Counseling Se r- (3) EPICON study. The Army Surgeon General (TSG)
vices in Remote Areas directed that an Epidemiological Consultation (EPICON)
a. Status. Active study be conducted in 2002 in the wake of several vio-
b. Entered. AFAP XIX, Nov 02 lence/spouse abuse incidents at Fort Bragg. The
c. Final action. No (Updated: Mar 06) EPICON Study report alluded to Army’s fragmented ap-
d. Subject area. Medical/Command proach to the provision of social/related services to sup-
e. Scope. Military families need assistance in coping with port active duty soldiers and their families.
pressure associated with managing complex relationships (4) Military One Source (MOS)/Army One Source.
within a military lifestyle. Licensed marriage and family (a) The Army One Source (AOS), initiated in Aug
counselors are not always available to soldiers and family 03, is a component of the CSA directed Deployment Cy-
members in remote areas. Marital/family therapy re- cle Support (DCS) CONPLAN for Operation Enduring
duces conflict and facilitates medical management of the Freedom (OEF) and Operation Iraqi Freedom (OIF).
problems. Counseling services are not available unless The CONPLAN is a multi-agency response to mitigate
there is identified family violence (Family Advocacy op- post deployment difficulties and covers the entire spec-
tion), or medical/mental health diagnosis of a family mem- trum of the deployment cycle (pre-deployment, deploy-
ber. Soldiers and family members are reluctant to seek ment, re-deployment, and post deployment-near term and
services due to the stigma associated with marital/family post deployment-long term).
therapy and the possibility of harming a military or civilian (b) AOS provides information for the Total Force to
career. address every day concerns and deployment/re-
f. AFAP recommendation. Provide and fund licensed integration issues. It supplements existing family pro-
marriage and family counseling services in remote areas. grams by providing a 24 hour, seven days a week toll-free
g. Required action. information and referral telephone line and internet/Web
(1) Provide cost estimate for TRICARE coverage of based service available to Active Duty Soldiers, Army
marriage and family services. National Guard and Army Reserve Soldiers, deployed ci-
(2) Assess feasibility of providing remote M&F ser- vilians and their families worldwide. Masters level con-
vices. sultants answer the toll free telephone number. Callers
(3) Monitor status of Military One Source (MOS)/Army may remain anonymous and the limits of confidentiality
One Source (AOS), Army employee assistance pro- are given to each caller. AOS includes a vast array of in-
grams, ref. inclusion of M&F services (Total Force, formation and referral services, including M&F counsel-
CONUS, remote areas, AK, HI, and US Territories). ing. Six 6 counseling sessions per issue are provided at
(4) Monitor status of impact of DA Deployment Cycle no cost to the Soldier/family member. For face-to-face
Support, Deployment Related Stress/Post Traumatic counseling, AOS provides referrals to professional civilian
Stress Disorder (PTSD) Working Group’s ac- counselors in CONUS, Alaska, Hawaii, Puerto Rico and
tions/recommendations on the Army requirement for Guam, including remote areas. Face-to-face counseling
M&F therapists. in OCONUS (Germany) is provided via existing M&FT
h. Progress. contract services established under the recently closed
(1) Coverage under TRICARE. AFAP Issue on OCONUS M&F Counseling Services.
(a) Marriage and family counseling/therapy services The AOS contract has available a network of providers
(in the absence of a mental health diagnosis) is not a that includes licensed clinical social workers, psycholo-
TRICARE benefit. The TRICARE policy Manual (15 gists, and marital and family counselors. An appointment
March 2002) states, “Family therapy can be cost shared is scheduled within 48 hours after an individual contacts a
when rendered in conjunction with otherwise covered network provider. Network providers are required to of-
treatment of a beneficiary suffering a diagnosed mental fer services within a 30-mile radius of individuals. In re-
disorder.” When a TRICARE beneficiary chooses to re-
mote areas, the network provider is required to travel to b. Entered. AFAP XIX, Nov 02
provide in-home counseling to meet this requirement. c. Final action. No (Updated: Jun 06)
(c) AOS will transition to Military One Source d. Subject area. Employment
(MOS) and will be funded by OSD, the Office of Family e. Scope. Military spouses are not entitled to receive un-
Policy, in Aug 05. At that time, OSD, Office of Family employment compensation in all states when accompany-
Policy will become the Contracting Officer’s Representa- ing service members on a permanent change of station
tive (COR) for the MOS contract. However, each of the (PCS) move. Many states consider leaving a job due to
Services will have a Contracting Officer’s Technical military sponsor relocation as a voluntary departure, not
Representative (COTR) on the MOS contract. involuntary; therefore, spouses do not qualify for unem-
(d) CFSC is conducting installation team visits to ployment compensation. The loss of income creates a fi-
provide technical assistance in implementing AOS. nancial hardship on the family until the spouse is re-
MEDCOM had detailed an individual to CFSC to assist employed.
with team visits and assist with AOS advertising, market- f. AFAP recommendation. Enact legislation directing all
ing and program evaluation activities. This person re- 50 states, the District of Columbia and the US Territories
cently retired. to establish relocation during PCS moves as an involun-
(e) The AOS COR is working with the contractor to tary separation, thereby granting unemployment compen-
develop a system for tracking provider data on the types sation to all qualified recipients.
of counseling received. However, based upon review of g. Required action.
charts, it was determined that the largest type of referrals (1) Contact DoD to gain their support for a letter writ-
for counseling through AOS is for marriage and family ing campaign to request non-supportive states to consider
counseling. changing their laws to better assist military spouses and
(f) The Army G-3 approved funding for AOS on 08 their families.
May 03 for 12 month contract with an option to continue (2) Send draft letter to DoD for approval.
services subject to availability of funds. AOS began on (3) Send letters to the state governors and Congres-
15 Aug 03. CFSC managed the AOS contract world- sional members of those state that deny benefits all to-
wide. The G-3 approved funding for the option to con- gether or only allow compensation in some circum-
tinue contract services through Aug 05. The OSD will stances.
fund AOS when the present contract expires in Aug 05 (4) Recent draft letter to DOD and OTJAG office.
through FY08. (5) OTJAG provided a response back.
(g) In FY04, 4,473 individuals were authorized AOS (6) Currently working to revise letter.
counseling sessions; and 2,929 individuals took advantage (7) Letter drafted for the Governors of seven states
of the counseling opportunity. Utilization numbers are (CO,MD,MA,OH,UT,VA,VT) and the Mayor of D.C.
based on claims processed by providers. Utilization num- who currently do not support this initiative.
bers will increase for previous months as providers con- (8) Send letter to the Governors and Mayor.
tinue to submit their cla ims for reimbursement. h. Progress.
(h) MEDCOM data analysis reveals that MOS ser- (1) Definition. Unemployment Compensation (UC)
vices in support of M&FT needs in remote areas was Program is based upon federal law, but administered by
1,195 couples for a total of 4,182 sessions during FY05. state employees under state law. It is almost totally
This represents 23% of the 5,175 USA Recruiting Com- funded by employer taxes, either federal or state - only 3
mand’s (USAREC’s) married soldiers. This help seeking states collect taxes from employees. Since each states
percentage is consistent with the need for services that designs its own UC program within the framework of
have been identified in a variety of military studies. federal requirements, inconsistencies exist in eligibility de-
Based on this finding, all Soldiers who desire and request terminations based upon the specific benefit structure.
M&FT services in remote locations have been able to ob- (2) History. On November 19, 1997, Headquarters,
tain these services through MOS. United States Air Force submitted a request to Office of
(6) Department of Veterans Affairs initiative. A new the Secretary of Defense (OSD), Civilian Personnel
Department of Veterans Affairs (DVA) readjustment Management Service (CPMS) to sponsor legislation to
counseling program is now available to military eligibles ensure accurate and consistent application of unemploy-
and their family members in 54 states/territories at 206 ment benefits for spouses of DoD military members and
DVA centers. civilian employees. On 22 Dec 77, the Director of CPMS
(7) GOSC review. The Nov 04 GOSC received an up- issued a memorandum stating that spouses accompanying
date of how Military One Source will be the primary ap- and returning with their sponsors from an overseas as-
proach to providing counseling services in remote areas. signment are generally eligible for unemployment benefits.
i. Estimated cost. The annual costs attributable to direct On the other hand, spouses of military members and civil-
counseling under MOS are estimated at $9M. Per TMA ian employees who relocate to follow their spouses within
estimate (FY05 dollars), the cost for expanded TRICARE the U.S. are considered to have quit voluntarily because
coverage would be $8.48M. they could remain in the state.
j. Lead agency. MCHO-CL-H (3) Action with States and District
k. Support agency. OTSG, ACSIM, G-3 (a) Some states are already allowing this and four
do it under limited circumstances. While it is understood
Issue 524: Military Spouse Unemployment Com- that “each state” has its own laws, this would be a letter
pensation writing campaign to ask states that currently deny unem-
a. Status. Active
ployment compensation to support military families by re- end of the 10-year period beginning on the date of an in-
considering their unemployment legislation. dividual’s last discharge or release from active duty.
(b) Fourteen states provide military spouses eligibil- Changes to Title 38 must go through the Veterans Affairs
ity for UC; 29 states evaluate eligibility on case-by-case and legislative process.
basis and/or have a period of ineligibility; and seven states (2) Action.
(CO, MD, MA, OH, UT, VA, and VT) and DC deny eli- (a) MGB Working Group Conference. At the
gibility to spouses based on relocation. MGIB Working Group Conference in Feb 03, the Army
(c) Letters were drafted for the Governors of representative brie fed this initiative. The other Service
seven states and the Mayor of D.C. (CO, MD, MA, OH, representatives present supported eliminating the MGIB
UT, VA, VT). CPMS (DoD) reviewed draft letter and expiration. However, the official VA cost assessment
provided recommendations 6 Sep 05. was not available during the conference.
(d) OTJAG reviewed draft letter and provided rec- (b) VA cost estimate and staffing. The VA has
ommendations 13 Mar 06. OTJAG recommended obtain- provided an official cost estimate of between $2.1B and
ing OCLL concurrence. Proposed draft letter sent to $4.7B to cover the additional expense projected through
OCLL 15 Mar 06 for review. the first ten years, with the low end of the estimate for
(4) Information on Unemployment Compensation non-grandfathered participants and the high end to ac-
(a) Information on unemployment compensation count for those grandfathered. These estimates are being
and other military spouse initiatives available at staffed with the other Services’ MGIB POCs.
http://www.usa4militaryfamilies.org The link has been (c) Alternatives. Extend the delimiting date to 20
added to the Army website at http://cpol.army.mil/ li- yrs vice current 10 yrs; a buy-in after 10yrs; and reduced
brary/permiss/ (listed under Unemployment). benefit after 10 yrs. These options will still be dependent
(b) Information on Unemployment Costs by Com- on VA, OSD, and other Services’ support.
ponents was taken from http://www.cpms.osd.mil/ (3) MGIB as short term readjustment benefit. The
icuc/ucstats.ppt website. The link has been added to the VA believes the MGIB program was designed to be an
Army website at http://cpol.army.mil/library/permiss/ adjustment benefit for the short term, not a lifelong learn-
(listed under Unemployment). ing benefit. As a readjustment benefit, MGIB provides an
(c) Coordinating with Civilian Human Resources instrument to assist veterans in adjusting to civilian life,
Agency (CHRA) to provide information and websites on giving a tool to assist them in improving earnings capabili-
unemployment compensation for military spouses to ties and achieving educational goals. The VA feels 10
CPACs and CPOCs. Information will also be published years is sufficient time to utilize this readjustment benefit.
in next Civilian Personnel Bulletin. (4) Legislation
(5) GOSC review. The Jun 06 GOSC requested the (a) On 6 Jun 05, legislation, S.1162, was introduced
issue remain active. to the Committee for Veteran’s Affairs, which would re-
i. Estimated cost. There is no payroll deduction from a peal the delimiting date requirements for both the MGIB
Federal employee's wages for unemployment insurance for Active and Selected Reserve members. This proposal
protection. Benefits are paid by the various Federal agen- must survive the joint conference of the Senate and
cies and are based upon individual state laws and the sal- House to be included in the NDAA FY06.
ary ranges of the affected spouses. Average UC amount (b) The proposed legislation (S. 1162) that went be-
paid out nationwide per employee was $400.00 weekly. fore the 109th Congress was not approved; The Army will
j. Lead agency. DAPE-CP-PPD submit an FY09 ULB action (AUG-SEP 06). This will be
k. Support agency. DoD. the only way to determine whether other Services, OSD,
and VA will support this significant change in the intent of
Issue 525: Montgomery GI Bill (MGIB) Expiration this program from a transition benefit to a lifelong learning
a. Status. Active (5) GOSC review. The Jan 06 GOSC requested the
b. Entered. AFAP XIX, Nov 02 issue remain open as Legislation (S. 1162) currently be-
c. Final action. No (Updated: Mar 06) fore the 109th Congress would repel the delimiting MGIB
d. Subject area. Force Support date requirements for both Active and Selected Reserve
e. Scope. The MGIB entitlement terminates ten years members.
after Expiration Term of Service (ETS) or retirement. i. Estimated cost. VA estimates to be within $2.1 -
During transition, some veterans incur family and work $4.7B to fully remove the Expiration Date. To extend the
obligations that hinder full use of their investment. Elimi- date by 5 years (to 15 years from separation) would cost
nation of the time restriction would allow those veterans from $1-$2.5B.
to benefit from this entitlement. j. Lead agency. DAPE-MPA-RR
f. AFAP recommendation. Eliminate the expiration date k. Support agency. TAPC-EICB
for MGIB educational benefits.
g. Required action. Issue 526: OCONUS Shipment of Second Privately
(1) Seek OSD and VA official positions. Owned Vehicle (POV) for Accompanied Tours
(2) Submit and monitor legislation. a. Status. Active
h. Progress. b. Entered. AFAP XIX, Nov 02
(1) Validation. Title 38, Chapter 30, Section 3031 c. Final action. No (Updated: Mar 06)
places a time limitation for eligibility and entitlement to d. Subject area. Relocation
MGIB education assistance. Entitlement expires at the
e. Scope. The Army does not pay for the shipment of a employment, and personal lifestyle often creates the need
second POV to OCONUS locations. Increased security for financial and psychological services. Financial assis-
requirements, logistical demands of the family, and tance, chaplain support, social work service, family readi-
spousal employment/volunteerism are critical factors ness and psychological counseling are needed to prepare
faced by military families. A second POV would improve for a successful mobilization. The well being of the sol-
family involvement in force protection measures (private diers and families has a direct impact on their perform-
vs. public transportation), reduce financial hardship, and ance.
enhance morale. f. AFAP recommendation. Create a mobilization prepa-
f. AFAP recommendation. Fund the shipment of a sec- ration program for RC soldiers and families to provide as-
ond POV for OCONUS tours. sistance in the transition from reserve status to mobiliza-
g. Required action. tion.
(1) Obtain number of accompanied OCONUS person- g. Required action.
nel from ODCS, G-1. (1) Determine if there is a need for additional pro-
(2) Solicit Service concurrence through ODCS, G-1. grams other than what is in place or if existing program
(3) Resubmit ULB. can be modified.
(4) Request Services to re-look issue. (2) Add approximately 63 additional staff to work in
(5) Cost impact from other Services for ULB. the field in areas with the highest population of mobilized
h. Progress. Soldiers.
(1) Validation. The shipment of one POV to and from h. Progress.
OCONUS on PCS orders is established by law and re- (1) Army Reserve Family and Soldier Support.
quires Service concurrence for a change to the law. (a) Social services are provided by local community,
(2) Legislative attempts. county, state, and federal social services agencies. The
(a) The shipment of a second POV OCONUS for family can also utilize Army Community Services on in-
accompanied tours was an unsuccessful FY02 Unified stallations in the event they are within commuting dis-
Legislation and Budgeting (ULB) item based on the tance. Family readiness program is in place and function-
Overseas Assignment Incentives Study. ing with staff representation at each Regional Support
(b) An FY05 ULB proposal submitted by the Navy Command and Direct Reporting Commands. Each indi-
was deferred and the Navy did not submit a FY06 ULB. vidual Reserve unit is required to have a Family Readi-
(c) The Army will submit this issue as a FY07 ULB ness Group in place and operational in accordance with
proposal. AR 600-20, FORSCOM Reg 500-3-3, and USARC Reg
(d) Army will submit this issue as a FY08 ULB pro- 608-1. Mobilization briefings are being conducted for
posal during the legislative cycle in the fall. Status of each unit mobilized.
ULB: Cost impact from other Services. (b) Deployment information. In Apr 02, a Soldier
(e) Three of the four Service’s top enlisted leaders, and Family Guide for Deployment Preparation was pub-
to include the SMA, briefed the House Appropriations lished and distributed USARC-wide providing information
Committee's new Military Quality of Life Subcommittee. on what needed to be briefed and who to invite to brie f-
This subcommittee focuses exclusively on quality of life ings. It is broken into sections for the RRC Family Pro-
issues. The top enlisted leaders cited shipment of a sec- gram Director/Coordinator, the Unit Commander, the
ond POV, as one of the top quality of life issues. Family Readiness Liaison, the Family Readiness Group
(f) The Naval Supply Systems Command initiated a (FRG) Leader, the Soldier, the Family and lists resources
ULB in Nov 05 for the shipment of two POVs to and available and recommended handouts and videos.
from Hawaii. Due to budget constraints the ULB did not (c) Survey. A written survey was conducted by the
go forward. USAR through each Regional Readiness Command
(g) The Army will submit a ULB for the shipment (RRC) Family Program Director, Division Family Pro-
of two POVs during the ULB process in Sep 06. gram Coordinator and IRR/IMA Family Program Special-
(3) The Army transports 51% of the POVs OCONUS. ist to determine if existing programs are meeting the
i. Estimated cost. Several Services advised that even needs or if adjustments or additional programs are re-
though they concur with the proposal, it has an extremely quired. Survey results indicate that adjustments are
high price tag. The cost of this proposal at DOD level needed. Although approximately one-third partic ipate in
will range from $70M to $150M based on projected ship- Family Readiness Groups (FRG), approximately two-
ment rates. thirds attend mobilization briefings. Outreach and informa-
j. Lead agency. DALO-FPT tion needs to be provided at higher levels. The plan to
k. Support agency. G-1 accomplish this goal is to augment the program using
Rear Detachment Commanders (RDC) and procure addi-
Issue 527: Army Reserve Component Mobilization tional staff throughout FY05 and FY06.
Preparation and Support (d) Rear detachment. The Army Reserve has im-
a. Status. Active plemented the appointment of a Rear Detachment Com-
b. Entered. AFAP XIX, Nov 02 mander (RDC) to those units who are deployed to assist
c. Final action. No (Updated: Mar 06) with family issues, concerns and questions. Training has
d. Subject area. Medical been provided to two groups of RDCs (each training ses-
e. Scope. Immediately upon being notified of mobiliza- sion consisted of approximately 100 attendees). Future
tion, reserve soldiers and their families can experience training sessions are scheduled for FY04. The RDCs as-
high levels of stress. The impact of leaving your family, sist in the deployment, sustainment and reunion phases of
mobilization. Reporting requirements are in place for and e-mail feedback capability. The National Guard
tracking purposes. Regulation 600-12 (Family Program) is under revision and
(e) Reunion. A pilot Post-Deployment Workshop should be completed in Nov 04.
was held in the 3rd Qtr FY03 to assist in the understand- (e) In the 4th Qtr FY04, ten new GFTB courses
ing of reunion and homecoming, the processes involved, were unveiled at the National Guard Family Program
and benefits and entitlements through the transition phase. Workshop and Youth Symposium. The topics were Con-
Additional workshops in the form of Deployment Cycle flict Management and Resolution, Deployment and Reun-
Support will be implemented in FY04 based on the initial ion, Effective Leadership Skills, Family Finances, Family
pilot project. Deployment Cycle Support Training is Readiness Groups, Impact of the Mission on Family Life,
scheduled at 23 locations Army Reserve wide. Introduction to Guard Family Action Plan, Introduction to
(f) Training. The training priorities for Regional the National Guard, Resources Around You and Stress
Readiness Command (RRC) level Family Programs for Management and Well Being.
FY04 have shifted to Deployment Cycle Support, Chain (f) In First Quarter FY05 NGB contracted for FRG
of Command training, Operation READY (Resources for Assistants to support all 54 states and territories with
Educating About Deployment and You) training and Fam- funding provided by CFSC GWOT resources. These FRG
ily Program Academies. USAR will continue to provide Assistants have had a tremendous impact on training,
training to Family Program Staff, RDCs and volunteers. managing and recruiting FRG Leaders and Volunteers.
(g) Marketing. Marketing of Army Family Team (3) Regional Multi-Component Family Network ini-
Building (AFTB), Army Family Action Plan (AFAP), and tiative. Groundwork is in place for a Regional Multi-
Operation READY materials and websites is being done Component Family Network—for both USAR and ANG
with the additional contract staff at the RRC levels families---to provide a ten-step program for personal con-
through education and training. CDs were sent to the tact throughout a Soldier’s career. Two contacts are
homes of every Army Reserve Soldier in Nov 03 with a planned during the Soldier’s Basic and Advance training
letter and video message from the Chief, Army Reserve, and two contacts at the first unit of assignment. When no-
a Guide to Army Reserve Benefits, and USAR History tified of deployment, the family is contacted twice during
Timelines. The CD also included a Multimedia Center pre-deployment, twice during deployment, once during the
that included the following: a 6-minute video about To- reunion phase, and once post-deployment. Feedback will
day’s Army Reserve; a selection of AR television com- be solicited at regula r intervals through surveys. This ini-
mercials; wallpaper images; a section “Just for Kids,” and tiative was done at the direction of the Vice Chief of
a game for teens and above (“America’s Army). Staff of the Army and is contingent upon funding.
(2) Army National Guard Family and Soldier Sup- (4) Staffing estimates.
port. (a) The USAR estimates needing an additional 30
(a) The Army National Guard has operated 425+ staff members to work in the field in areas with the high-
FAC’s since the 1st Quarter of FY05. The FACs serve est population of mobilized Soldiers. A contract should be
as the primary entry point for all services and assistance awarded in Sep 04 hiring 50 Mobilization Deployment As-
that any military family member, regardless of service or sistants (DSA). USAR’s goal is to have 100 percent
component, may need during the deployment process. hired by end of the 1st qtr FY05.
The primary service provided by the FACs is information, (b) The ANG estimates needing an additional 54
referral, outreach, and follow-up. FRG staff to work in the states with the highest popula-
(b) In the 2nd QTR FY04, the ANG stood up a Pay tion of mobilized Soldiers.
Ombudsman Program which provides a toll-free phone (5) GOSC review.
number, 1-877-ARNGPAY, and an e-mail address to (a) Nov 03. GOSC directed a change in the title of
Soldiers and their family members to quickly resolve pay the issue and asked the Army to look both from the Guard
issues. FACs developed and distributed “The Soldier’s and Reserve perspectives at what we can do for all Army
Guide to Military Pay” as part of this initiative. In the 3rd Reserve Component families in a period of extended and
Qtr of FY04, a Distance Learning Course on the same prolonged mobilization.
subject was developed and offered Nationwide to our Sol- (b) Jan 06. Issue remains active. The ARNG
diers and their families. stated that they need to come up with a plan of how they
(c) In the 2nd QTR FY04, the Family Program Of- are going to continue to provide services to families. Sus-
fice surveyed the State Family Program Directors to de- tainment levels need to be identified, considering changes
termine shortages in deployment training materials. A brought on by BRAC. The USAR restated the impor-
bulk purchase of training and reference material was or- tance of the Mobilization Assistants identified in Issue
dered ($675K). The Family Program Office conducts 543.
training on a national level for State and Wing Family i. Estimated cost.
Program Coordinators twice a year to review and share (1) ARNG. Funding totaling $3.9M are in place for
new initiatives and best practices on delivering service to FY05 for FRG.
Soldiers and family members. (2) USAR. Contracts totaling $3.2M are in place for
(d) The Family Program Office has reestablished FY04 for 39 Coordinator and Specialist positions at the
its public websites, www.guardfamily.org and Division and Regional Readiness Command levels. In the
www.guardfamilyyouth.org, which provide locations and 2nd Qtr FY04, $1.8M was received from DA and
telephone numbers for State and Wing Family Program FORSCOM to hire approximately 30 additional Mobiliza-
Offices and Family Assistance Centers. The site also has tion Deployment Assistants for 15-18 months to work
web polling capability, links to many DoD and Army sites, with units of mobilized Soldiers. DA has a FY05-11 UFR
requested for an additional 34 positions for IMA and Re- (b) Currently, Army Reserve Soldiers receive coun-
serve regions totaling $72M. seling through indirect sources when they complete 20
j. Lead agency. ARNG G-1; USAR – Family Programs qualifying years of service and when they reach age 60
k. Support agency. CFSC-FP, NGB-ARM and start drawing retired pay. Letters and forms are sent
to home addresses and both Career Advisors and Retired
Issue 529: Retirement Service Officer (RSO) Posi- Pay analysts are available to assist in answering any
tions at Regional Support Commands questions or specific inquiries. Additionally, a wealth of
a. Status. Active information is posted to the HRC-STL website at
b. Entered. AFAP XIX, Nov 02 https://www.2xcitizen.usar.army.mil/ soldierser-
c. Final action. No (Updated: Mar 06) vices/retirement/
d. Subject area. Entitlements (c) Due to the recent merger of AR-PERSCOM
e. Scope. The United States Army Reserve does not (now HRC-STL) with PERSCOM (now HRC-A) to
have regional Retirement Service Officers to assist indi- form the Army Human Resources Command, an on-going
vidual soldiers and families. Two Army Reserve Person- Business Process Re-engineering (BPR) is working to
nel Command (AR PERSCOM) representatives provide determine the best method of delivering services, to in-
retirement counseling services as an additional duty. Sol- clude Retirement Services counseling, to all members of
diers may not receive crucial retirement counseling which the Army. A proposal to the G-1 from this BPR is to look
adversely affects their ability to make timely and accurate at the possibility of establishing a military equivalent of the
decisions regarding their entitlements and benefits. Army Benefits Center.
f. AFAP recommendation. Authorize and fund a Re- (d) USAR has developed a plan to create a RSO
tirement Service Officer at each Regional Support Com- branch at HRC-St. Louis to provide support to RRCs.
mand. The plan includes on RSO position supporting each RRC,
g. Required action. AR-MEDCOM, and other Army Reserve agencies not
(1) Prepare proposal for Human Resources Command aligned under a RRC. There will also be a Program Man-
10 RSO positions [positions adjusted to 8 in 14 Apr 04 up- ager position created to provide management and over-
date]. sight for the RSOs. This plan was briefed on 18 Mar 04
(2) Determine if position should be permanent civilian or to LTG Helmly (Chief, Army Reserve), who strongly
contract employee and grade level of the positions. supports this initiative.
(3) Establish funding requirements (Unfunded Resource (4) A request to add these 8 positions to the FY06
Requirements) for the initial year and plan for POM in the TDA will be submitted to HRC-Alexandria for approval.
Out years. However, HRC is expecting a 30% decrease in TDA au-
(4) Present decision brief to Commander of HRC re- thorizations by FY07.
garding 3 courses of action to establish RSO positions. (5) GOSC review. The Jan 06 GOSC declared the is-
(5) Research and validate most cost effective way of sue still active since the effort is tied to Accessions Com-
delivering retirement counseling services. mand, Army Reserve and Army Human Resources
(6) Coordination meeting among HRC-ALX, HRC- Command restationing to Fort Knox following the BRAC.
STL, and USARC. i. Estimated cost. The annual cost for these RSO posi-
h. Progress. tions is $1,541,000. In addition, a start up cost of $25,000
(1) Validation. is required to cover computers, desks, etc. Annual post-
(a) Currently, USAR Soldiers have no established age costs could be reduced with web-based support.
point of contact to find out about and discuss retirement k Lead agency. AHRC-PAP
counseling and retirement options. RSO offices on many l. Support agency. None
of the Active Duty installations provide regional retire-
ment support but cater primarily to Active Duty sol- Issue 531: Spouse Professional Weight Allowance
diers/retirees. Those offices are not staffed to handle the a. Status. Active
workload of USAR retirement issues and lack the de- b. Entered. AFAP XIX, Nov 02
tailed knowledge of the USAR retirement system and c. Final action. No (Updated: Mar 06)
Gray Area retirees. d. Subject area. Relocation
(b) USAR Soldiers receive counseling through indi- e. Scope. Spouses are not authorized their own profes-
rect sources when they complete 20 qualifying years of sional weight allowance. The Army supports spouse em-
service and when they reach age 60 and draw retired ployment as evidenced by DA-sponsored employment
pay. Letters and forms are sent. A wealth of material (i.e. Family Child Care Providers) and volunteer programs
pertinent to retirement on the web at (i.e. Army Family Team Building). Counting “profes-
https://www.hrc.army.mil/site/reserve/soldierservices/retir sional” items of spouses in the household goods weight al-
ement/, and the chain of command, management officers lowance causes household goods to be overweight and
and retirement processing personnel as well as active creates financial hardship.
duty counselors are available to assist USAR Soldiers f. AFAP recommendation.
with any questions. (1) Authorize 500 pounds of professional weight for all
(2) Positions. spouses.
(a) On 20 Feb 03, USARC requested a copy of the (2) Change the Joint Federal Travel Regulation (JFTR)
existing position description from the DA Retirement Ser- definition of professional items to include those required
vices Office. for employment and volunteering.
g. Required action.
(1) Define “professional items” for spouses. (2) Expand the health education portion of the
(2) Solicit concurrence from Services USACHPPM-developed program to include listing core
h. Progress. classes and providing curriculum information and sample
(1) Background information. By law, the JFTR au- presentations necessary to provide adequate knowledge
thorizes the shipment and/or storage of professional, to soldiers on material, financial, and training opportuni-
books, papers, and equipment (PBP&E). PBP&E are ar- ties.
ticles of HHG in a soldier’s profession needed for the h. Progress.
performance official duties at the next or a later destina- (1) Validation. Pregnancy impacts the Army’s readi-
tion. The weight of PBP&E does not count against the ness level by its sheer numbers and medical costs.
authorized weight allowance. Among active duty female soldiers in 2002, 8.2% became
(2) Coordination. The other Services nonconcurred pregnant and delivered babies according to reports from
with this recommendation. (Agreement by all of the Ser- the Standard Inpatient Data Record and Health Care
vices is required in order to change the law). The other Service Record Institutional (M2 Data Source, Jun 03).
Services cited the increased cost to Military Personnel In 2000 and 2001, pregnancy-related conditions accounted
Accounts that would be incurred if this recommendation for more hospitalizations among all AD soldiers (23 and
were adopted and argued that, by law, the entitlement for 24% respectively) than any other diagnostic category
the transportation of household goods, which includes (Military Medical Surveillance Record, Apr 01 and Apr
PBP&E, is to the member. 02). A three-year Army study conducted by the US
(3) Related AFAP Issue finding. AFAP Issue #457 Army Research Institute of Environmental Medicine and
Modification of Weight Allowance Table was not sup- the US Army Medical Research Material Command, pro-
ported by the other Services. The Army sponsored the vided sufficient evidence that, without appropriate inter-
OSD proposal of an 8 percent increases across all pay vention, postpartum soldiers returning to unit PT after nine
grades in FY06 ULB cycle. The proposal was rejected months of pregnancy and six months of postpartum had
because it was not justified with supporting data. significant increases in injuries and illness rates as well as
(4) GOSC review. At the Nov 04 GOSC meeting, the reduced fitness le vels and increased body fat.
VCSA did not accept the recommendation to close this (2) Program development.
issue as unattainable. A representative from the National (a) A standardized pregnancy/postpartum physical
Military Family Association requested this issue remain training program was developed and tested by the U.S.
active because the Military Coalition has included this ini- Army Center for Health Promotion and Preventive Medi-
tiative on their list of 2005 goals as a way to support cine for use as a mandatory, Army-wide program.
spouse employment and volunteerism. USACHPPM-developed certification program content, in
i. Estimated cost. $30M to the Army. the form of videos, certification manuals, a local program
j. Lead agency. DALO-FPT implementation guide, and clinical profiling procedural
k. Support agency. None. changes received endorsement from OB/GYN Medical
and Nurse Corps Consultants to the Office of the Sur-
Issue 532: Standardized Army-wide Pregnancy Pro- geon General (OTSG) and content safety approval from
gram for Soldiers the US Army Physical Fitness School.
a. Status. Active (b) USACHPPM continues to test the program at 5
b. Entered. AFAP XIX, Nov 02 CONUS locations and 3 sites in Germany. Initial results
c. Final action. No (Updated: Mar 06) indicate a statistically significant improvement in APFT
d. Subject area. Medical measures between convalescent leave and the 6-month
e. Scope. A limited number of installations offer educa- APFT. USACHPPM has sent 20 core health education
tional and physical fitness training programs for pregnant PowerPoint presentations for endorsement from the
and postpartum soldiers, and participation is not manda- Medical and Nursing Consultants to the OTSG.
tory. Approximately nine percent of female soldiers are (c) Active coordination between USACHPPM, Pro-
pregnant at any one time. These soldiers are not receiv- ponency Office for Preventive Medicine (POPM), and G-
ing necessary education and physical training. The un- 1 has continued with staffing briefs resulting in endorse-
availability and lack of participation in these programs re- ment from the Deputy Surgeon General and FORSCOM
sults in unsatisfactory Army Physical Fitness Test G-1. Decision briefings are expected with TSG and G-1
(APFT) scores and weight standards, impacting readiness for 3rd Qtr FY04.
and the well being of the service member. (d) The USACHPPM-developed PPPT Program
f. AFAP recommendation. Develop and implement a received written endorsement from Army Surgeon Gen-
standardized, mandatory, Army-wide physical training eral with a memorandum of endorsement in Jun 05.
program that encompasses both the period of pregnancy (e) A revised staffing action is being processed with
and postpartum period with command emphasis on: edu- the DCS, G-1 to obtain endorsement and to request G-1
cational information and physical fitness training and an actions to facilitate PPPT program implementation.
effective return to individual readiness, physical fitness (f) Coordination with ACSIM (CFSC and IMA) and
and weight standards. G-3/5/7 was initiated to assess approval of PPPT Pro-
g. Required action. gram implementation using available local resources.
(1) Develop and implement a standardized, mandatory, (g) Revisions to AR 40-501, Standards of Medical
Army-wide pregnancy/postpartum program that ad- Fitness, AR 600-9, Army Weight Control Program, and
dresses readiness and a return to physical fitness and AR 600-63, Army Health Promotion have been submitted
weight standards. to incorporate the PPPT Program as a component of the
US Army Physical Fitness Program with mandatory en- (9) Monitor new TRICARE contracts to ensure re-
rollment upon medical clearance for Soldiers required to cruiting requirements are met, including use of li-
attend unit physical training. Revision to AR 350-1, Edu- censed/credentialed providers, per national TRICARE
cation and Training, paragraph 2-21 was submitted to in- standards.
clude pregnancy/postpartum physical training as a respon- h. Progress.
sibility of CG, TRADOC. (1) Validation.
(h) The USACHPPM is providing PPPT training to (a) The TRICARE Management Activity (TMA)
various local installation PPPT program personnel during has put several compensation tools in place to ensure an
FY 06 upon request and based on funding availability. adequate network of qualified providers. These include a
i. Estimated cost. $229,904 annually, with $42,500 train- TRICARE Maximum Allowable Charge (TMAC) waiver
up travel costs in the first year. policy whereby higher payment rates are provided in ar-
j. Lead agency. DAPE-HR eas where Active Duty members/their families are having
k. Support agency. MCHB-TS-H. problems with access to care due to low reimbursements.
Also, TMA is now able to increase payment rates through
Issue 537: Availability of Authorized TRICARE bonus payments to physicians in medically underserved
Providers areas, not limited to remote areas.
a. Status. Active (b) Contractors must continually update lists of net-
b. Entered. AFAP XX, Nov 03 work providers under the new TRICARE contracts.
c. Final action. No (Update: Mar 06) Also, information contained in all electronic lists must be
d. Subject area. Medical current within the last 30 calendar days. This will require
e. Scope. An increasing number of established daily/near daily updates. If beneficiaries experience prob-
TRICARE providers have either stopped offering ser- lems in this regard, they should be instructed to contact
vices or are not accepting new patients. Additionally, their TRICARE Service Center or the appropriate man-
some TRICARE providers are imposing specialty restric- aged care support contractor.
tion and lists of authorized TRICARE network providers (c) This recommendation is now being implemented.
are outdated. As a result, TRICARE beneficiaries have All providers must be licensed/ credentialed in accor-
limited access to high quality routine specialty care. dance with TRICARE and national/ State standards.
f. AFAP recommendation. Participating providers receive education and ongoing
(1) Increase compensation tools to recruit new provid- communications support to ensure they are knowledge-
ers (i.e. monetary, guaranteed minimum number of pa- able of the TRICARE services they have contracted to
tients, productivity compensation and recruiter incentives, provide and to ensure their satisfaction as TRICARE
etc.) providers. The government has in place and monitors a
(2) Require TRICARE to validate its Provider Network TRICARE quality management/quality improvement pro-
List by updating website daily with access, upon request, gram. Inadequate providers are not permitted to continue
to a printed version. to function as TRICARE network providers. The new
(3) Require TRICARE contractors to aggressively re- TRICARE contracts contain requirements for both net-
cruit providers to render services agreed upon by con- work adequacy and incident reports, including corrective
tract. Disenroll inadequate providers. action plans.
g. Required action (2) Compensation tools.
(1) TMA/Office of the Surgeon General (OTSG) to (a) TMA has implemented two initiatives that serve
monitor contractor performance outcomes/initia tives to as compensation tools to recruit new providers. One is
assess status/impact of provider compensation initiatives. the TMAC waiver policy indicated above and imple-
(2) TMA/OTSG to monitor Medicare physician fee mented in areas where justified. The second is the
schedule changes/impacts of changes on TRICARE Health Professional Shortage Area (HPSA) bonus policy
beneficiaries. that is implemented in areas with shortages of various
(3) OASD/HA to pursue legislation to require physi- provider specialties, not only in remote areas.
cians who accept Medicare participating provider rates to (b) Also, improvements in the next generation of
also accept TRICARE participating provider rates. TRICARE contracts, e.g., electronic filing of claims, will
(4) TMA/OTSG to review Military Health System serve as provider incentives, in this instance, for quicker
(MHS) beneficiary population-based customer satisfac- of payment of claims. Also, the new contracts are per-
tion surveys and compare against civilian benchmarks. formance based, thus contractors are aware they will re-
(5) Monitor results of Government Accountability Of- ceive incentive bonus payments for successes in various
fice (GAO) Reports to Congress on FY04 NDAA re- areas, e.g., beneficiary satisfaction. TMA is already en-
quirements, ref. TRICARE Standard/access to hancing its customer satisfaction surveys to obtain more
TRICARE authorized providers, etc. complete and accurate information, especially as regards
(6) Monitor contractors (3) performance outcomes and network adequacy/beneficiary access to care.
initiatives/impact of provider compensation initiatives. (3) Provider Network.
(7) Monitor TMA implementation of TRICARE Stan- (a) OTSG will work with TMA to ensure changes to
dard enhancements, per FY04 National Defense Authori- provider networks are reflected on contractor websites,
zation Act (NDAA), Sections 723/724. as required for the new TRICARE contracts, which will
(8) Monitor status of new TRICARE contractor Web be phased-in from 01 Jun – 01 Nov 04. We note, also,
site updates/network provider lists. that provider turnover in a managed care network is a
normal occurrence. Nationally, health plans experience pre-taxed earnings in health care accounts from which
an 8-10% turnover rate annually. withdrawals are made certain allowable expenses not
(b) TRICARE contractors are already required to covered under FEHB.
aggressively recruit and educate providers to ensure they (2) In 2004, S-2657 was approved by the Senate to pro-
understand and implement the contracts they have agreed vide a stand-alone dental and vision benefits program for
to. Inadequate providers are not permitted to remain as federal employees. HR-4844 was approved in the House,
TRICARE providers, whether or not they are network mirroring S-2657. Bill was signed by the President on 23
providers. Dec 04 and became Public Law No. 108-496.
(c) The TRICARE recruiting/credentialing process (3) Comments were solicited from agencies on amend-
ensures that TRICARE engages providers who meet ments to Part III of Title 5, United States Code. Chapters
TRICARE authorized provider requirements, which are 89A and 89B will document the regulatory guidance for a
consistent with national/state credentialing standards. supplemental Vision and Dental Benefits Program.
The overall goal of TRICARE is to ensure the availability (4) OPM will issue a request for proposal by the 3rd
of appropriately trained, high quality providers and pro- quarter of FY06, select dental and vision carriers by the
vider networks that can provide healthcare within the ac- 4th quarter of FY06 and conduct an open season the 1st
cess standards specified in 32 Code of Federal Regula- quarter of FY07.
tions (CFR) 199.17. (5) OPM will implement supplemental dental and
(d) OASD (HA) submitted a FY06 legislative pro- vision benefit plans for Federal employees, retirees, and
posal that would require physicians/other professional their dependents beginning the 2nd quarter of FY07.
providers who accept Medicare participating provider Plan will be cited as the “Federal Employee Dental and
rates to also accept TRICARE participating provider re- Vision Benefits Enhancement Act of 2004” and paid for
imbursements when they see TRICARE patients. This by employees with no agency contributions.
requirement is expected to increase access to care for i. Estimated cost. Employees will pay 100% of the cost
TRICARE Standard patients, as well as for TRICARE of the premiums for dental and vision coverage.
Prime enrollees in geographic areas where network ac- j. Lead agency. DAPE-CP-PPE
cess to certain specialties has not been achievable. k. Support agency. Office of Personnel Management
i. Cost Estimate. Costs for monitoring are included in al-
ready awarded contracts between TMA/ TRICARE con- Issue 540: Duration of Transitional Compensation
tractors. TMA estimates the cost at $3.5M annually for for Abused Dependents
current Health Professional Shortage Area (HPSA) bo- a. Status. Active
nuses. TMA is unable to provide estimates for the up- b. Entered. AFAP XX, Nov 03
coming, new HPSA bonuses and TRICARE Maximum c. Final action. No (Update: Jun 06)
Allowable Charge (TMAC) waivers at this time. d. Subject area. Medical/Command
j. Lead agency. DASG-TRC, OTSG e. Scope. An inequity in the duration of the Transitional
k. Support agency. TRICARE Management Activity Compensation exists between enlisted members and offi-
cers. The Transitional Compensation Program has been
Issue 539: Dental and Vision Insurance Coverage mandated by law to provide assistance for abused family
for Fe deral Employees members when the Soldier is separated as a result of a
a. Status. Active dependent abuse offense. In FY02, eligible family mem-
b. Entered. AFAP XX, Nov 03 bers of officers typically received benefits for 36 months
c. Final action. No (Updated: Mar 06) while enlisted family members received benefits for an
d. Subject area. Employment average of 20 months. The inequality exists because of
e. Scope. Dental and vision insurance coverage is not a the duration of payments is based on remaining obligated
part of the Federal Employees Health Benefit Program active duty service. For enlisted members, the “obligated
(FEHBP). The Office of Personnel Management (OPM) active duty service” is the time remaining on their term of
is restricted by statue, Title 5, United States Code Sub- enlistment. For officers, the “obligated active duty ser-
section 8904 from contracting these benefits. Prohibiting vice” is indefinite unless an officer has a date of separa-
these benefits reduces employee recruitment and satis- tion established. The inequity of duration in compensation
faction leading to the loss of potential career employees. and benefits creates financial hardship and emotional
f. AFAP recommendation. Add dental and vision cov- stress for abuse victims.
erage benefit options to FEHBP. f. AFAP recommendation. Authorize 36 months of
g. Required action. Transitional Compensation for all eligible beneficia ries.
(1) Congress enact legislation to provide a dental and g. Required action.
vision benefits program for Federal employees. (1) Coordinate with CFSC CJA.
(2) Continue to monitor Bill. (2) Submit recommendation to OSD M&RA.
(3) Implementation of Initiative. (3) Coordinate with other Services to query on their 1st
h. Progress. Qtr FY06 position to OSD’s decision on the duration of
(1) OPM involvement. OPM has encouraged carriers benefits.
to offer non-FEHB benefits allowing enrollees to partic i- (4) Coordinate with CFSC and CJA to explore the 1St
pate in vision and dental coverage offered by the plan on Qtr FY06 possibility of a benefit adjustment -- lowering
an individual bases at a group rate. Additionally, in 2003, the time for officers and increasing it for enlisted.
OPM implemented the Flexible Spending Account (FSA) h. Progress.
program that allows FEHB eligible employees to set aside
(1) Validation. Army Regulation 608-1, Army Com- a. Status. Active
munity Service Center, establishes the duration of pay- b. Entered. AFAP XX, Nov 03
ments on the basis of the member’s obligated service in c. Final action. No (Updated: Mar 06)
accordance with the DoD Instruction 1342.24 and the au- d. Subject area. Family Support
thorizing statute located at 10 United States Code § 1059. e. Scope. The Army’s current deployment posture has
Congress established the TC program in 1994 as an enti- overwhelmed the resources of Rear Detachments and
tlement to reduce victims’ disincentives to report abuse. Family Readiness Group (FRG) leaders. Operating a
The legislation authorized up to 36 months of payment at FRG properly can be daunting for volunteers and unit
the Dependency and Indemnity Compensation rate for leadership and requires full-time planning and support.
families in which the abusive Soldier has been discharged Providing assistance to the FRG leader and Rear De-
from active duty (AD) administratively or by court martial tachment in operating the FRG will decrease volunteer
for a dependent abuse offense. The duration of payment stress and ensure the effective interface between family
is based on member’s remaining obligated AD service. assistance and family support. The significance of a
For enlisted members, the obligated AD service is the properly operated FRG allows deployed Soldiers to re-
remaining time on the term of enlistment; the obligated main mission focused while sustaining their families’ well-
service for officers is indefinite, unless the officer has a being.
separation date. All dependents draw a minimum of 12 f. AFAP recommendation. Authorize and fund a unit
months of TC entitlement; however, an officer’s family Family Readiness Group Deployment Assistant.
could draw up to 36 months of TC while an enlisted fam- g. Required action.
ily is limited to the time remaining on the Soldier’s enlist- (1) Monitor FRG Deployment Assistants.
ment. The FY04 NDAA deleted the language in the (2) Fund UFR for FRGDAs with GWOT
statute that required the use of the end of obligated ser- Supplemental Funds.
vice to determine the duration of benefits. The statute (3) Seek authorized funding for FRGDA.
also required that OSD issue policy pertaining to the dura- (4) Issue data call to the MACOMs requesting
tion of payments within 6 months of the law’s enactment. FRGDA requirements and command position on respon-
(2) Staffing sibility for funding/management of FRDAs.
(a) Implementation of AFAP recommendation re- (5) Validate the requirements with G3.
quires revision of DoD Instruction 1342.24 to implement (6) Prepare a decision brief for the DAS.
the FY04 NDAA change deleting the use of remaining h. Progress.
obligated service in Title 10 United States Code § 1059. (1) Validation. In Apr 03, the Secretary of the Army
This change will be published in Army Regulation 608-1. visited Forts Bragg, Stewart and Campbell to speak with
(b) In the 2nd Qtr FY04, after completing a review FRG leaders and Rear Detachment (RD) Commanders.
of all past and existing Transitional Compensation cases, The consensus of the FRG leaders and RDs was that the
OSD issued a policy in Jun 04, to retain the use of the end Army was asking a great deal from its volunteer FRG
of obligated service to determine the duration of benefits. leaders and they needed some help with administrative
The review indicated that the average length of obligated and logistical requirements to maintain contact with the
service was 18 months and that the majority of Transi- families while the unit was deployed.
tional Compensation recipients are dependents of enlisted (2) Implementation. Each MACOM used either di-
Soldiers. For enlisted dependents, the “obligated active rected over-hires or centralized contracts to provide FRG
service” is the time remaining on service member’s term Deployment/Support Assistants at Corps, Division and
of enlistment and for officer dependents, the “obligated Brigade level units. The FRG Support/Deployment Assis-
active duty service” is indefinite, unless the officer has an tants are not replacing the volunteer FRG leaders, but
established date of separation. FY04, the Army’s figures rather providing administrative/logistical assistance to the
show 130 new cases (126 enlisted, 4 officers). Since of- volunteer leaders which allow them to concentrate their
ficer’s families receive the full 36 months of benefits, the efforts in assisting families. These assistants were hired
additional 16 months for enlisted would cost the Army ap- during fourth quarter FY04 and will be in place for fifteen
proximately $2.4M. OSD determined that an increase to months. To continue this program beyond 2nd Quarter
36 months for all dependents would be cost prohibitive. FY05, new supplemental funding must be obtained to re-
(c) CFSC-FP Staff conducted a phone conference new the contracts/Government Servic e (GS) overhires.
with the Navy and Marine Corps representative on 18 Jan (3) MACOM Strategies.
06 and was informed of the decision from SecNav’s of- (a) USAREUR directed 47 temporary over-hire GS
fice to support OSD’s position and not change duration of positions to provide Family Readiness Support Assistants
benefits. The AF position has not changed. at battalion, brigade, division, and USAREUR le vels.
(3) GOSC review. The Jun 06 GOSC requested the (b) FORSCOM used a centrally-managed contract
issue remain active so the VCSA could learn more about to provide 89 paid FRG Support Assistants to corps, divi-
the issue. sion, and brigade levels.
i. Estimated cost. The cost to the Army for this in- (c) USASOC will use 29 temporary over-hire GS
creased benefit is approximately $2.4M. positions to provide Family Readiness Coordinators down
j. Lead agency. CFSC-FP to the Brigade level.
k. Support agency. CFSC-CJA, CFSC-SP (d) USARPAC will use a combination of a centrally
managed contract and directed temporary over-hire posi-
Issue 543: Family Readiness Group Deployment tions for 8 Family Readiness Deployment Assistants at
Assistant brigade level, in addition to a local contract to hire one de-
ployment assistant for each Casualty Assistance Office in (1) Coordination with TRADOC.
Hawaii and Alaska. (a) Collaborative efforts between CFSC and
(e) USARC used a centrally managed contract for TRADOC are in place to review current TRADOC POIs
70 FRG Assistants at battalion level. for Officer Basic Course (OBC), Officer Advanced
(f) ARNG will use the funds to hire one FRG Pro- Course (OAC), CCC, Warrant Officer Basic Course
gram Manager at each Joint Force Headquarters (54 lo- (WOBC), and Warrant Officer Advance Course
cations). (WOAC) and Advance Non-commissioned Officers
(3) GOSC review. Course (ANCOC). The current POIs include an over-
(a) Jun 04. GOSC was updated on the hiring of view of the Army Family Team Building (AFTB) family
FRG Deployment Assistants at forward deployed readiness training program and will be updated to include
MACOMS. additional Army Family Programs with emphasis on the
(b) Jan 06. The issue remains active. VCSA re- FRG and RDC training.
staffed the issue with DAS oversight to determine (b) CFSC will strongly recommend that TRADOC
whether FRGDA positions should be funded and man- integrate the updated POIs in the Advanced Individual
aged by IMA or the commands. Training (AIT), Primary Leadership Development Course
i. Estimated cost. In Dec 03, the Acting Secretary of (PLDC), Basic Non-commissioned Officers Course
the Army directed that $12.1M be directed to the (BNOC) and Command Sergeants Major (CSM) Acad-
MACOMs with deploying forces. USAREUR, emy training program.
FORSCOM, USARPAC, USASOC, ARNG and USAR (c) CFSC is also developing alternative strategies to
received these funds. An additional $450K was given to address FRG training. These strategies include an online
USASOC later in the year. No FY05 supplemental fund- certification training program for FRG Leaders using OP
ing received. READY materials as a baseline. A portion of the training
j. Lead agency. CFSC-FP will be developed specifically to address student needs at
k. Support agency. FORSCOM, USAREUR, USASOC, the different TRADOC service schools. Linking the FRG
USARPAC, USARC, ARNG online training to the TRADOC MyArmyLife website and
recommend the training be required as “pre-course work”
Issue 544: Family Readiness Group Training for Soldiers attending TRADOC schools.
a. Status. Active (d) In Jan 06, CFSC sent a memorandum to the
b. Entered. AFAP XX, Nov 03 DCS, G-3 requesting FRG TSPs be included in the total
c. Final action. No (Updated: Mar 06) Soldier Education System (NCOES, OES and other lead-
d. Subject area. Family Support ership training).
e. Scope. Standardized Family Readiness Group training (e) CFSC coordinated with HQDA DCS, G-37,
is not included in the curriculum of the Soldiers’ education DAMO-TRI and TRADOC DCSOPS&T POC to re-
system. Due to this, many Soldiers are unaware of the spond to the VCSA request to establish continual, stan-
benefits of an effective Family Readiness Group and its dardized FRG training in NCOES and OES. The G-3/5/7
impact on their mission. A standardized training regimen is working with TRADOC to determine how best to in-
for Soldiers will greatly increase the effectiveness of all corporate new FRG TSPs (60 min) into TRADOC levels
Family Readiness Groups. I,II,IV,VI of NCOES and OES. `
f. AFAP recommendation. Mandate standardized, de- (2) Recruiter training. Currently the US Army Re-
velopmental Family Readiness Group training throughout cruiting Command (USAREC) mandates AFTB Level I
a Soldier’s career beginning with Basic Training, and con- and II as a Delayed Entry Program (DEP)/ Delayed
tinuing through Non-Commissioned Officers’ Education Training Program (DPT) sustainment tool. Recruiters are
System, Officers’ Education System, and other leadership required to complete AFTB training online via the Net-
courses. Trainer. In turn, they present the AFTB training to DEP
g. Required action. Soldiers and their families during their transition from ci-
(1) Review TRADOC POI and revise as appropriate to vilians to members of the Army Team. This ensures that
include Family Readiness Group and Rear Detachment DEP Soldiers and their families are fully trained prior to
functions. attending Basic Training. AFTB Level I and II are being
(2) Review Explore USAREC DEP/DTP Training Tool updated to include more comprehensive information about
sustainment tool to include Family Readiness Group. FRGs and RDCs and will be deployed to the field
(3) Explore Cadet Command Leadership Training to in- 1QFY05 and 3QFY05. CFSC will also coordinate with
clude FRG functions. USAREC to incorporate FRG and RDC information as
(4) Develop and implement a marketing strategy to in- part of their Command Training Guidance
crease awareness of the FRGs and RDCs. (3) Cadet Command training. The US Army Cadet
(5) Explore the feasibility of developing and implement- Command currently provides AFTB Level I and II to the
ing an Operation READY (OPREADY) module as a ROTC Cadets and their families and/or significant others
standardized TRADOC Training/Leadership Develop- as a Leadership Development tool. CFSC will work to
ment POI. formalize a partnership with Cadet Command to expand
(6) Request DCS, G-3 mandate FRG training at all the training to include Family Readiness and Operation
NCOES and OES. Ready information in the current training program.
(7) TRADOC incorporates FRG training in all NCOES (4) Marketing. As part of the strategic communic ation
and OES. plan, FP will market through a variety of venues the im-
h. Progress. pact and significance of FRG and RDC functions and OP
READY training materials to increase community wide most half the chamber, 217 members, now signed up as
awareness. This initiative will be in parallel with the cur- co-sponsors.
rent FP focus of enhancing existing web-based programs (b) H.R. 994 was introduced into the 109th Congress
that have FRG, RDC and OP READY informa- on 1 Mar 05. On 17 May 05 the bill was forwarded by
tion/training materials designed for the general public. Subcommittee to Full Committee by unanimous consent.
(5) GOSC review. The Jan 06 GOSC declared this is- The bill has 307 co-sponsors (more than half of both
sue active while CFSC revises the AFTB TSPs to ad- chambers are now co-sponsors). H.R. 994 is currently
dress FRGs and to develop FRG TSPs for the other being considered in the second session of the 109th Con-
TRADOC levels of education. The VCSA instructed the gress.
G-3 and TRADOC to work this in coordination with (c) S.484 was introduced on 1 Mar 05. On 9 Mar
CFSC to establish continual, standardized FRG training in 05 the bill was referred to the Committee on Finance,
NCOES and OES.
i. Estimated cost. The cost to revise the TRADOC will where it remains.
be integrated into Family Program curriculum develop- i. Estimated cost. To be determined after a decision is
ment. made on whether to fund the program and what financial
j. Lead agency. CFSC-FP responsibility the agencies and/or OPM would have.
k. Support agency. TRADOC, G-1, Well-Being j. Lead agency. G-1, DAPE-CP-PPE
k. Support agency. Congressional Tax Committee, Con-
Issue 545: Federal Retiree Pre -Tax Health Insur- gressional Budget Office.
a. Status. Active Issue 546: Funding for Army-Wide Arts and Crafts
b. Entered. AFAP XX, Nov 03 Programs
c. Final action. No (Updated: Mar 06) a. Status. Active
d. Subject area. Employment b. Entered. AFAP XX, Nov 03
e. Scope. By law, federal retirees are not allowed to pay c. Final action. No (Updated: Mar 06)
their health insurance premium with pre-tax dollars as d. Subject area. Consumer Services
federal employees are authorized. Federal employees e. Scope. Sixteen arts and crafts facilities have closed
pay their health insurance premiums with pre-tax dollars since FY93 due to loss of funding. At the 65 remaining
through a program call Health Benefit Premium Conver- facilities, 15 arts and crafts programs have been elimi-
sion. To not allow Federal civilian and military retirees to nated and numerous others are projected for further re-
pay health insurance premiums on a pre-tax basis inflicts duction. The benefits of these programs are unique to
a financial burden on retirees’ income. military communities because they provide an installation-
f. AFAP recommendation. Authorize federal retirees to based, centralized location for the programs. The elimina-
pay health insurance premiums on a pre-tax basis. tion of these programs erodes the opportunity to develop
g. Required action. Bill referred to the Committee on skills as an outlet to express and resolve stressful situa-
Ways and Means and to the Committees on Government tions and deal with the realities of deployment and fre-
Reform and Armed Services, for a period to be subse- quent PCS moves.
quently determined by the Speaker, in each case for con- f. AFAP recommendation. Allocate funds specifically
sideration of such provisions as fall within the jurisdiction to re-establish and sustain Army-wide arts and crafts pro-
of the committee concerned. grams such as, but not limited to, framing, woodworking,
h. Progress. ceramics, photography, stained glass, engraving and bas-
(1) Validation. Section 125 of the Internal Revenue ket weaving.
Code allows an employer to provide a portion of an em- g. Required action.
ployee’s salary in benefits rather than in cash. Instead of (1) Conduct data call to identify project scope by instal-
being paid to the employee as taxable income, this amount lation.
is used to purchase benefits for the employee. The effect (2) Determine exact cost to reopen and sustain facili-
is that the employee’s taxable income is reduced. Under ties.
a health insurance premium conversion arrangement, an (3) Present requirement to fund as an Army-wide ini-
employee’s taxable income is reduced by the amount of tiative.
health insurance premiums withheld from pay. (4) Army approval of funding.
(2) Legislation. (5) Issue policy memorandum on reopening and restor-
(a) H.R. 1231, Federal Retirees and Military Per- ing funding to arts and crafts facilities.
sonnel Pre-Tax Health Care, was introduced into the h. Progress.
108th Congress on March 12, 2003. The bill seeks to al- (1) Validation. As a DOD Category B, community
low federal retirees, active duty military personnel and re- support activity, arts and crafts facilities are intended to
tirees to also benefit from the advantages of excluding operate with significant appropriated fund support. The
Federal Employee Health Benefit Plan (FEHBP) premi- AR 215-1, 4-1, b concludes that in no case may category
ums from their taxable income. By lowering the retiree’s B activities be sustained without substantial APF support.
overall federal tax liability, the amount of tax the em- Arts and crafts programs survive only at installations that
ployee must pay is reduced. The employee saves on have dedicated significant appropriated fund dollars to
Federal income tax, Social Security and Medicare tax manpower and operating expenses.
and, if applicable, State and local income taxes. Premi- (2) Data Collection. CFSC-CR developed a survey to
ums break proposal for retiree’s gains strength, with al- identify project requirements, with survey conducted July
through August 2004. Data call fielded Aug/Sept 04. (a) The Veterans’ Affairs committees of Congress
Completed surveys returned to CFSC in 1st and 2nd Qtr are the venue for SCRA legislation. As a result, the le g-
FY05. A financial model is being developed to calculate islation recommended in this issue cannot be pursued
project cost using survey input. through the usual Unified Legislation and Budgeting proc-
(3) Cost determination. CFSC will analyze survey ess.
data and provide sensing of magnitude of the closing of (b) The Veterans’ Affairs Committees in 04 indi-
Arts & Crafts programs – which installations closed and cated that they would only entertain minor technical
why. Survey data, closing rationale and BRAC list will amendments to the SCRA. They did not want to consider
be used to validate scope and cost of project. Cost de- additional protections until they could review the effect of
termination to be completed 3rd Qtr FY05. Funding re- the recent major revision. DoD efforts were focused on
quirement will be submitted as part of the CRD POM identifying areas of the SCRA that needed correcting in
submission on 10 Mar 06. order to achieve the results intended by the SCRA.
i. Estimated cost. To sustain program a one time cost of (c) A draft of the legislative proposal was for-
$7M is needed to raise Army Baseline Standards in existing warded to DoD Legal Policy. The other services indicate
support of the proposal. We are working with DoD to
Arts and Crafts programs from Red to Green. An addi- forward the proposal to the House and Senate Veterans’
tional $4.4M for annual operating costs is needed to main- Affairs Committees.
tain existing facilities at the green standard. Total cost es- (3) GOSC review. The Jun 04 GOSC was informed
timate to re-establish the program at seven sites would be $ that a sponsor was needed to advance this legislative pro-
42.4M. posal since it is outside the purview of DoD.
j. Lead agency. CFSC-CR i. Estimated cost. Implementation of this issue involves
k. Support agency. None negligible cost to the Army.
j. Lead agency. DAJA-LA
Issue 551: Mortgage Relief for Mobilized Reserve k. Support agency. None.
Component Service Members
a. Status. Active Issue 552: Reserve Component Dental Readiness
b. Entered. AFAP XX, Nov 03 a. Status. Active
c. Final action. No (Updated: Mar 06) b. Entered. AFAP XX, Nov 03
d. Subject area. Entitlements c. Final action. No (Updated: Jun 06)
e. Scope. The Soldiers and Sailors Civil Relief Act does d. Subject area. Dental
not address the disparity between mortgage payments and e. Scope. Up to one-third of mobilized Reserve Compo-
the Basic Allowance for Housing provided to the Reserve nent (RC) Soldiers are non-deployable due to dental
Component service member. Approximately one-third of readiness. There is no Army policy to address the factors
mobilized RC service members suffer a significant de- (i.e. insurance status, individual economic factors, patient
crease in compensation when they are mobilized. The behavior, lack of compliance) that contribute to dental
loss of income impacts the service member’s ability to non-deployability. As a result, this increases required
meet monthly mortgage payment obligations. dental treatment at the mobilization site, overburdening al-
f. AFAP recommendation. Amend the Soldiers’ and ready limited dental resources, and adversely affecting
Sailors’ Civil Relief Act to allow RC service members to readiness.
defer the existing mortgage payment on the family’s pri- f. AFAP recommendation.
mary residence in excess of the Basic Allowance for (1) Develop an Army policy that addresses the factors
Housing for the duration of mobilization and/or deploy- that contribute to dental non-deployability.
ment. (2) Give RC Commanders adequate resources (i.e.
g. Required action. funding, education, and manpower) to ensure compliance
(1) Draft legislation. for dental deployability of RC Soldiers.
(2) Forward draft legislation through OCLL to DoD for g. Required action.
coordination with the Veterans’ Affairs committee. (1) ARNG.
(3) Locate a legislative sponsor. (a) DoD and DA implementing guidance for
(4) Monitor progress of this legislative proposal. NDAA04, sec 701.
(5) Forward legislative proposal through DoD to the (b) Publish implementation guidance for sec 701,
Veterans Affairs Committees. NDAA04.
(6) Monitor progress of this legislative proposal. (c) Submit statutory language to align authority for
h. Progress. dental care with 6 year sourcing cycle.
(1) Background. In 2003, Congress completed a total (d) Defend in POM
revision of the old SSCRA. The President signed this le g- (e) Obtain current year funds for ongoing mobiliza-
islation on 19 December 2003, establishing the new Ser- tions.
vicemembers Civil Relief Act (SCRA). Except for minor (2) RC.
changes in 1942, 1991 and 2002, this represents the first (a) Develop and implement for NDAA04, Sections
major revision of the SSCRA in over 60 years. While the 701 and 703.
SCRA made significant improvements over the former (b) Obtain adequate funding for dental examinations
SSCRA, it did not address the substance of this issue. and treatment for all deploying soldiers for the remainder
(2) Legislative initiative. of FY05.
(c) Continue to provide timely, convenient, quality dental services from a nationwide network of health care
dental care to RC soldiers through the FEDS_HEAL pro- providers contracted by FOH. These services, required
gram. to meet readiness standards, include physical examina-
(d) Request adequate funding for dental service to tions, dental examinations and treatments, immunizations,
RC soldiers in future budget years. miscellaneous examinations and laboratory tests, and the
(e) Submit legislation authorizing funding to provide documentation of these services in appropriate paper and
year-round Dental Class 3 treatment to SELRES Soldiers electronic records.
independent of alert status. (d) The numbers of soldiers arriving at the mobiliza-
h. Progress. tion station needing dental screening or care was signifi-
(1) OSD policy directs that all Soldiers have an annual cantly reduced due to FEDS_HEAL. Several activities
dental exam and x-rays. Limited funding has been pro- are underway to improve the overall functioning and cost-
vided for screening (30 percent of requirement for the effectiveness of this program. FEDS_HEAL, if ade-
National Guard). Dental readiness is not improved by an quately funded, provides the tools necessary in order to
annual dental exam alone because the screening identifies significantly improve the dental readiness of all Army Re-
current dental health; only Soldiers on alert status receive serve soldiers.
treatment. The National Guard estimates that 15 percent (e) Funding for medical and dental readiness for
and the USAR estimates that 22 percent of Soldiers re- FY06-FY11 Program Objective Memorandum (POM)
quire dental treatment upon arrival at the mobilization cycle was approved at approximately 80% of validated
(MOB) site. requirements.
(2) There are no demobilization (DEMOB) dental ex- (f) Congressional authorization and appropriation for
aminations. Returning Soldiers are automatically placed the SELRES to achieve a year-round 95 % Dental Class
in Class 4 status, skewing dental readiness posture. Un- 1 or 2 independent of alert status will greatly decrease the
der Army Force Generation (ARFORGEN), if efforts are training time lost when Soldiers report to the mobilization
focused on the ready and available pool, it is anticipated station with a Dental Class 3 condition. Army Dental
that more treatment can be accomplished. Command statistics indicate it takes an average of 2.75
(3) ARNG. hours to convert a Class 3 Soldier to a Class 1 or 2 status.
(a) Dental readiness in the RCs has improved from Since 9/11, 4,203 training days have been lost at the mobi-
approximately 20 percent in Dec 03 to over 45 percent in lization station to Class 3 treatment. Twenty-seven per-
Jul 05. While this is a dramatic improvement, it is not cent of Class 3 Soldiers need one or more extractions and
adequate for an Army at war and improvements need to require 24-72 hours of recuperative non-duty time. This
be accelerated. is an additional loss of 67,532 training days at the mobili-
(b) ARNG has published a comprehensive policy to zation station.
implement a robust dental readiness program, including (5) GOSC review. The Jun 06 GOSC requested the is-
the appointment of a State Dental officer to oversee den- sue remain open. VCSA wants dental readiness to be the
tal readiness in each State, guidance and funding to ac- first task of the new OTSG dental officer. Accurate data
complish dental screening and a dental health promotion is critical to making informed judgement calls.
program. In FY04, DA was supportive of providing i. Estimated cost.
GWOT funding to the ARNG to improve their dental de- (1) ARNG. To fully fund RC dental readiness (screen-
ployability. It is essential this be continued in FY05. ing and restoration) would require funding a UFR of $85
(c) The Surgeon General is considering a pilot pro- million in the first year and $25M in subsequent years. It
gram to dentally reset the entire force (accomplish dental would require $14.8M in 2020 funds to provide just the
examinations prior to REFRAD). dental restoration for the 62K the ARNG anticipates mo-
(4) RC. bilizing in FY05.
(a) The NDAA FY 04, Section 701, authorized (2) RC. Funding requirements for medical and dental
medical or dental screening or care at no cost for Ready screening and care in FY05 have been established at
Reserve members as a permanent authorization. Section $48.8M, representing 99.79% of critical funding require-
703 authorized an earlier eligibility date for TRICARE ments and 81% of validated funding requirements.
benefits, to include the TRICARE Dental Program, at ac- j. Lead agency. NGB-ARS and AFRC-MD
tive duty premium rates for member of the Reserve Com- k. Support agency. OTSG, OSD-RA
ponents up to 60 days prior to the mobilization date. This
provision expires 31 December 2004. No additional Con- Issue 553: Survivor Benefit Plan (SBP) and De-
gressional appropriations were allowed to cover the costs pendency Indemnity Compensation (DIC) Offset
of these provisions. In FY04, the three Army compo- a. Status. Active
nents funded the cost of these provisions. b. Entered. AFAP XX, Nov 03
(b) Funding rates for medical and dental screening c. Final action. No (Updated: Mar 06)
and care increased by 47% in FY05. This does not cover d. Subject area. Entitlements
the cost of ensuring and maintaining the readiness of the e. Scope. Spouses or children of active duty Soldiers are
entire force. provided Survivor Benefit Plan (SBP) annuity (55% of re-
(c) The Federal Strategic Health Alliance tired pay entitlement) upon a service-connected death.
(FEDS_HEAL) continues to be a ‘good news’ story for Dependency and Indemnity Compensation (DIC) (current
the Army Reserve. Based upon a Memorandum of rate of $948/month) is payable in all service-connected
Agreement between the Army Reserve and Federal Oc- deaths. SBP to the surviving spouse is offset dollar for
cupational Health (FOH), soldiers receive medical and dollar by receipt of DIC. Survivors of a deceased Soldier
deserve full survivor benefits from the military service c. Final action. No (Updated: Mar 06)
and the VA. d. Subject area. Medical
f. AFAP recommendation. Eliminate the SBP/DIC off- e. Scope. TRICARE covers required school physicals
set and award full SBP and DIC for service-connected for ages 5 thru 11, but does not cover physicals for pre-
deaths. school children and family members 12 and over. Re-
g. Required action. That the Army closely monitor pro- quired school enrollment physicals for family members
posed legislation H.R. 1726, that would eliminate the may be available in the military treatment facility (MTF).
DIC/SBP offset. Families choosing to use civilian providers or who live in
h. Progress. remote areas incur a fee for this service. These families
(a) Validation. incur the cost of the physicals for school age children,
(1) A current legislation initiative, H. R. 1726, would creating a financial disadvantage.
eliminate the DIC offset of SBP (i.e., DIC offsets SBP f. AFAP recommendation. Provide TRICARE cover-
dollar-for-dollar). SBP for military retirees is an elective age for all school enrollment physicals from preschool
program that allows a retiring Soldier to elect to receive through 12th grade.
reduced retired pay during their lifetime (i.e., pay SBP g. Required action.
premiums) in order to continue a portion of their retired (1) Request that the TRICARE Management Activity
pay to eligible survivors upon their death. If the surviving (TMA) pursue change in policy to support expansion of
spouse of a participating military retiree qualifies to re- the school physical examination benefit to ages 12 – 17.
ceive DIC also, due to service-connected death, the (2) Request that TMA implement program to educate
spouse is refunded the SBP premium amount that repre- beneficiaries on the existing physical exam benefit.
sents the SBP annuity amount offset by DIC. (3) Pursue a 2nd cost estimate for the requested benefit
(2) If the proposed legislation is enacted, surviving change targeted toward TRICARE Prime/TRICARE
spouses of military retirees who are already in receipt of Prime Remote enrollees.
SBP, and who have received a refund of SBP premiums, (4) Monitor status of TMA’s implementation policy
would be required to repay the refund. Since active duty change to expand physical exam coverage.
Soldiers do not pay SBP premiums, surviving spouses in (5) Submit formal request to TMA to implement a rule
active duty deaths are not paid a premium refund, and so change for TRICARE Prime to expand physicals to chil-
are not subject to repayment of such. If enacted, H.R. dren 12 years of age and older.
1726 would meet the AFAP goal of eliminating the h. Progress.
DIC/SBP offset. (1) Validation.
(b) Legislation. (a) Most MTF based PCMs provide required school
(1) H.R. 1726 would eliminate the DIC/SBP offset, physicals for enrolled patients, regardless of age.
effective on date of enactment but was not included in ei- TRICARE Prime for Active Duty Family Members
ther the House or the Senate versions of the FY 05 (TPRADFM) enrolled beneficiaries over the age of
NDAA. eleven do not receive a benefit comparable to their MTF
(2) Legislative initiatives S.11 and S.185, introduced Prime enrolled peers.
in the 109th Congress, propose elimination of the (b) TRICARE policy specifically provides for school
DIC/SBP offset for the qualified survivors of Soldiers physicals for beneficiaries ages 5 through 11, but does not
who die on active duty. The legislation also eliminates the provide the same for students age 12 or above.
DIC/RC SBP (RCSBP) offset for qualified survivors of (2) Benefit Expansion.
reservists who have 20 years of service creditable for re- (a) Since much of the medical care required to meet
tirement, who have not been notified or are within the 90- registration requirements for public schools is now cov-
day period of notification; and reserve component Soldiers ered through existing claims billing/payment procedures,
who do not have 20 years of creditable service for a re- the cost of expanding the school physical benefit should
serve component retirement and who die of an injury or be less than that associated with an entirely new benefit.
illness incurred or aggravated in the line of duty during in- By using already available healthcare benefits, benefic iar-
active duty for training (IADT). On 24 Jan 05, S.11 was ies in remote areas can provide the documentation to sat-
referred to the Committee on Finance; and on 26 Jan 05 isfy enrollment requirements in public schools. In spite of
S.185 was referred to the Committee on Armed Services. this, actual and perceived equity can only be provided by
None were enacted into law. They remain active through changing the policy to cover beneficiaries ages 12 through
the second session of the 109th Congress. If no action is 17. The administrative burden and inequity of benefits
taken, they will be closed at the end of the 109th Con- imposed on active duty (AD) personnel in remote areas
gress. warrants a policy change to make the benefit the same
i. Estimated cost. The DOD Office of the Actuary pro- for all AD family members. This change should be ac-
jects the cost of full concurrent receipt of SBP and DIC complished at a minimal increase in government costs and
at $6.09 Billion over ten years. it would help decrease the hassle factor of tracking com-
i. Lead agency. DAPE-RSO plex procedures to get school physical requirements met.
j. Support agency. None TRICARE Prime Remote is now available for family
members of AD sponsors who live with their sponsors in
Issue 556: TRICARE Coverage for School Re- a remote location.
quired Enrollment Physicals (b) The Army’s Deputy Surgeon General for-
a. Status. Active warded to TMA on 14 Jun 04 a signed memorandum re-
b. Entered. AFAP XX, Nov 03 questing a change in policy to support the recommended
expansion of the TRICARE school physical examination
coverage. Issue 558: TRICARE Prime Travel Cost Reim-
(c) In Sep 04, TMA announced consideration was bursement for Specialty Referrals
being given to the expansion of school physical coverage a. Status. Active
per Army’s request. The next step in the benefit change b. Entered. AFAP XX, Nov 03
approval process requires submission of the change to the c. Final action. No (Updated: Mar 06)
TMA Requirements Review Board. Although initially d. Subject area. Medical
scheduled on the Requirements Review Board Agenda e. Scope. The TRICARE Prime travel reimbursement
for the March, September and October, 2005, Board benefit is distance based and not cost based. Reim-
meetings, intervening interim decisions resulted in the bursement is available for non-Active Duty TRICARE
agenda item being deferred until a later time. Prime enrollees and TRICARE Prime Remote beneficia r-
(d) In Jun 05, the TMA reported that the TMA re- ies when they are referred for specialty care more than
assessment of the Government cost estimate for the 100 miles from the primary care manager location. The
benefit change was for all of the MHS eligible population. current benefit does not take into account the impact of
TMA recommended limiting the scope of the benefit ex- multiple trips of shorter distance. Beneficiary travel costs
pansion to TRICARE Prime/TPR enrollees. for care provided by specialty providers results in signifi-
(e) TMA also initiated a second cost-estimate to tar- cant costs to beneficiaries. This is especially true when
get the TRICARE Prime/TPR enrolled populations. At care requires multiple trips to the provider.
this time, TMA was unwilling to share their estimate f. AFAP recommendation. Reimburse TRICARE
and/or methodology. The requirement for the second cost Prime and TRICARE Prime Remote enrollees actual
estimate delayed consideration of the proposal until the cumulative travel costs for specialty provider care.
Fall 05. Subsequent to completion of this second esti- g. Required action.
mate, a decision was made that additional TMA review (1) Request that TRICARE Management Activity
was needed. On 27 Jan 06, TMA’s Clinical Services Di- (TMA) pursue a change to travel claim processing proce-
vision indicated that the TRICARE benefit is limited to dures that will bring claims processing costs more in line
those services that are medically or psychologically nec- with industry norms.
essary. A school physical exam is not medically neces- (2) Request that TMA pursue a change to the Defense
sary, nor is it a service recognized as having any utility in Travel System’s plan for an automated system to include
prevention or screening as recognized by the US Preven- processing of Prime Travel Benefit reimbursement
tive Services Task Force (USPSTF). In the case of the claims.
select preventive medicine services covered, they either (3) Monitor status of TMA’s response to TSG’s re-
prevent disease or permit the early detection of disease. quest.
TMA relies primarily on the recommendations of the (4) Forward legislative proposal to amend Title 10,
USPSTF to support its determination of what preventive United States Code, 1074i, to authorize a change to the
services should be covered under the TRICARE Prime TRICARE policy on travel cost reimbursement in order to
preventive services benefit. Also, the code for school reimburse TRICARE Prime and TRICARE Prime Re-
physicals is the same as used for sports physicals. Nei- mote enrollees reasonable cumulative travel costs for spe-
ther TMA nor the AMEDD endorses inclusion of sports cialty provider care for distances greater than 100 miles.
physicals as a TRICARE benefit. The school physical h. Progress.
requirement can be accommodated to some extent within (1) Validation.
the standard TRICARE Health Promotion benefit but the (a) The TRICARE Prime travel benefit is available
administrative detail to ensure payment for these services to non-Active Duty (AD) TRICARE Prime and
is tedious. TRICARE Prime Remote family member enrollees when
(f) Later, in Jan 06, the Army received an inquiry referred for specialty care more than 100 miles from a
from the TRICARE Area Office (TAO)-Europe regard- primary care manager’s location. Reimbursements under
ing our initiative to increase the scope of the TRICARE the Prime travel legislation include hotel expenses, meals,
benefit for school physicals to include the 12-17 year olds. gas/oil, tolls, parking, and tickets for public transportation
The TAO’s interest is on behalf of those Service Mem- (airplane, train, bus, etc.).
bers and their families who are on remote location and (b) The proposed solution includes reimbursing family
cannot access any military treatment facility. The issue members enrolled in TRICARE Prime Remote when
has arisen from all the Services. MEDCOM is awaiting their cumulative travel expenses reach or exceed $37.50.
more detailed information on the scope of impact to these This amount is based on the current Defense Finance and
Service members the limitation in school physical benefit Accounting Service mileage rate of .375 x 100 miles. This
imposes but will submit a formal request to TMA to im- would not include cumulative travel expenses incurred by
plement a proposed rule to expand the TRICARE benefit non-medical attendants for travel less than 100 miles.
to include school physicals also for children 12 years of (2) Travel Benefit. Eligible beneficiaries traveling under
age and older. 100 miles cannot be reimbursed under the TRICARE
i. Estimated cost. Per an Army cost estimate, the annual travel benefit, even though they may incur greater costs
cost for the recommended expansion of the school physi- due to frequent trips of shorter distances. Reimburse-
cal examination benefit would total from about $426K to ments for cumulative costs may result in increases in ac-
over $1.4M. tual benefit costs and may require elimination or under-
j. Lead agency. MCHO-CL-M funding of other TRICARE benefits/programs.
k. Support agency. TRICARE Management Activity
Army, TSG will forward to TMA a request that the (Battalion and higher) to lose authorizations for Chaplains
current non-AD travel benefit be amended to reflect the and Chaplain assistants. Other units, i.e., USAREC and
recommended change. Specifically, that TMA implement some Initial Entry Training (IET) Battalions, have never
a policy change to reimburse eligible beneficiaries when had requirements recognized. The Army Research Insti-
their cumulative travel expenses reach or exceed $37.50, tute (ARI), in 1999, indicated Army Chaplains are pre-
based on a mileage rate of $.375 x 100 miles. ferred caregivers in supporting Soldiers and family mem-
(3) Administrative Cost. While staffing this action, it bers in relational issues. The current lack of pastoral
surfaced that the administrative costs of the benefit in- care, intervention and counseling adversely affects the
cluded processing fees of $32.56 per claim. These claims well-being of Soldiers and families.
costs were deemed unacceptable. It was decided that f. AFAP recommendation. Mandate budgeted end
further expansion of the TRICARE travel benefit cannot strength increase for Chaplains and Chaplain Assistants
be considered until these claims processing costs are sub- to assign a Unit Ministry Team (UMT) at each Battalion
stantially reduced. level unit and higher throughout the Army.
(a) OTSG, in coordination with TMA, will review g. Required action.
ways administrative costs for claims processing can be (1) MACOM (TDA) identifies need for organizational
reduced. The Defense Travel System (DTS) Program change through manpower surveys, Schedule X’s, desk
Manager has been briefed on this specialty travel benefit audits, and other methods for determining workloads.
request. This issue will have to be handled as a Systems (2) MACOM (TDA) develops Concept Plan to support
Change Request, (SCR) which requires both timely ap- required changes based on studies and submits to HQDA
proval and implementation processes. Command Manager.
(b) DTS is developing an automated review, ap- (3) Concept Plan integrated into the FY07 Command
proval and processing system for the DD Form 1610, DD Plan and changes to force structure, if approved, imple-
Form 1351-2 and SF 1164, which should drastically re- mented in FY07.
duce costs associated with the processing of these forms (4) Plan and vet through TAA 13.
(basically, from >$32 down to <$2). Unfortunately, the (5) Survey Army Command, ASCC, and DRU Staff
current design does not allow for non-military or non-GS Chaplains to determine awareness of this initiative and
beneficiary claims processing. A SCR is needed to proc- actions being taken by their Commands to identify and au-
ess TRICARE Prime travel benefit reimbursement thorize requirements.
claims. Almost all Prime travel users are non-AD mili- h. Progress.
tary/non-GS military beneficiaries. OTSG will request (1) Validation.
that TMA pursue a SCR to support the processing of (a) Army chaplains provide Constitutionally valid,
Prime travel benefit claims under the planned automated historically proven service in support of soldiers, family
system. members and authorized civilians. Army Chaplains rep-
(4) Legislation. OTSG also forwarded a legislative resent less than ¼ of one percent of the COMPO 1 force,
proposal to amend Title 10, United States Code, 1074i, to yet serve a disproportionately critical role in supporting
authorize a change to the TRICARE policy on travel cost the Army’s mission. Several studies indicate soldiers de-
reimbursement in order to reimburse TRICARE Prime pend on Army chaplains as their most preferred “trusted
and TRICARE Prime Remote enrollees reasonable cu- agents,” following family and close friends, in responding
mulative travel costs for specialty provider care for dis- to personal concerns.
tances greater than 100 miles. OTSG approved the legis- (b) An initiative proposing military-to-civilian con-
lative proposal and it was forwarded to the Assistant Sec- versions of religious support threatens to cripple, and in
retary of the Army (Manpower and Reserve Affairs) for some cases destroy, this unique core capability. Though
review and submission to the OCLL for review/action. private-sector performance of religious support within the
OTSG is awaiting OCLL’s response. Army appears to be an inviting mechanism for producing
i. Estimated cost. It is estimated that there are 3.375M “efficiencies,” it is a concept that Army leadership must
non-Active Duty TRICARE Prime and TRICARE Prime not embrace for Career Military Field (CMF) 56 (Chap-
Remote enrollees. If one percent of these enrollees use lains and Chaplain Assistants).
this benefit only once a year, the cost would be approxi- (c) Corrections to force structure must be imple-
mately $2.5 million annually; 5% use equates to $12.3 mil- mented by the respective MACOMs in the Command
lion; and 10% use would be $24.6 million per year. Each Planning process and vetted through the Command in the
estimate includes the current claims processing cost of Force Development Process. The Chief of Chaplains
$32.50 per claim. does not own force structure to meet new requirements.
j. Lead agency. DASG-HSZ If the command provides the required force structure, the
k. Support agency. TRICARE Management Activity Chief of Chaplains will fill the requirements.
(d) The General Counsel, OSD ruled on 6 Jul 05
Issue 559: Unit Ministry Team Force Structure that military chaplains are inherently governmental based
a. Status. Active on the 2d Circuit Court decision in Katcof v Marsh, 1985
b. Entered. AFAP XX, Nov 03 and therefore, may not be contracted. Army chaplains
c. Final action. No (Updated: Mar 06) provide Constitutionally valid, historically proven service in
d. Subject area. Medical support of soldiers, family members and authorized civil-
e. Scope. The shortage of Chaplain force structure nega- ians.
tively impacts Soldiers and families. In the past decade, (2) Mil-to-Civ Initiative. The mil-to-civ initiative pro-
reductions in force structure have caused several units poses to harvest chaplains (numbers range from 28 to
267) and 334 chaplain assistants from the Installation eral, USACFSC, Director, Army National Guard and
Management Agency alone. These UMTs provide pro- Chief, Army Reserve to form a tiger team to develop a
fessional support to soldiers and family members in pre- concept for a Multi-Component Family Support Network
deployment, deployment and post-deployment counseling. to best serve the Active, Guard and Reserve Force.
This includes pastoral care related to Building Strong and (2) Family Support Network.
Ready Families, family separation, depression, grief, anger (a) Tiger Team met in Dec 03 to discuss recom-
management, family violence, suicide awareness and mendation and develop outline. CFSC/ARNG and
combat-related trauma, to include post-traumatic stress USARC staffs developed briefing in Dec 03 and briefed
intervention. the VCSA on 23 Dec 03. CFSC/ARNG/USARC staffs
(3) Force Structure. The Chief of Chaplains does not met to revise briefing based on VCSA guidance Jan 04.
own force structure to meet new requirements. If the CFSC staff developed the first draft of the concept paper
command provides the required bill payers for the new and presented to Tiger Team on 20 Feb 04 and requested
force structure, the Chief of Chaplains will fill the re- Tiger Team to provide recommendations to concept paper
quirements. The G3 approves all Force Structure. PPDT to CFSC-FP by 5 March 04. CFSC conducted field visits
continues to work with DAMO-FMP and with the with Reserve Component families to determine their
MACOMs in the FY07 Command Plan and TAA proc- needs. CFSC staffed final concept paper with Army staff
ess. in May 04.
i. Estimated cost. It will be determined once require- (b) USACFSC conducted MCFSN pilots (Jun–Sep
ments are defined. 05) to develop organizational and procedural approaches
j. Lead agency. DACH-PPDT in four Installation Management Agency (IMA) regions
k. Support agency. Army G-3 (Northwest, Southwest, Southeast, and Pacific Area).
Each region utilized a different approach as a basis for
Issue 562: Multi Component Family Support Net- conducting their pilot. From each of these approaches,
work “best practices” can be determined to develop an effec-
a. Status. Active tive and functional MCFSN to implement.
b. Entered. AFAP XX, Nov 03 (c) In Jan 06, the MCFSN concept was briefed to
c. Final action. No (Updated: Mar 06) the AFAP GOSC and the VCSA gave the approval to
d. Subject area. Family Support continue to Phase II implementation of the MCFSN.
e. Scope. Inter-component cooperation (Active, Guard The MCFSN strategy will help the Army understand
and Reserve) and current organizational structures are when and how to best deliver services, times and areas of
not optimized for efficient delivery of family programs and greatest need and impact, facilitate unit collaboration and
services, creating overlapping lines of authority, inconsis- how to leverage state and local resources. The actions
tent messages about priorities and standards. Each com- are targeted in three key areas: working with families,
ponent currently functions entirely independent of one an- working with units and working with the community. The
other in the delivery of family programs. Services are MCFSN will also be implemented as a major element into
available, but are not designed to meet the needs of geo- the ACS Strategic Plan.
graphically dispersed families. Service gaps exist in Mo- (d) Jan 06, the MCFSN concept was briefed to the
bilization and Deployment services, Exceptional Family Army Reserve Forces Policy Committee and in a report
Member Program, Financial Readiness, Spouse Employ- out, briefed to the Secretary of the Army. As a result of
ment, Army sponsored affordable child care, Youth Out- this briefing, the ACSIM and USACFSC were tasked
reach Services, and School Transition Support. This plan with developing a strategy, commensurate with SA’s vi-
supports the family readiness needs of an expeditionary sion, for expanding Family Support Programs in the Re-
force and provides consistent family services during ex- serve Component and focusing on providing geographic
tended deployments to Active, Guard and Reserve fami- support rather than support by unit or component. On 24
lies regardless of their component or location. Apr 06, at the request of the Army Reserve Forces Pol-
f. AFAP recommendation. Develop a Multi-Component icy Committee, CFSC will provide an update on the pro-
Family Support Network that is a seamless array of fam- gress of developing a plan for Family Readiness Program
ily support services that can be easily accessed by the support to the USAR/ARNG.
Soldier and family - Active, Guard and Reserve - regard- (3) GOSC review. The Jan 06 GOSC declared the is-
less of physical location. sue active. Four pilot models, each structured differently,
g. Required action. were tested between Jun and Sep 05. The best practices
(1) Tiger Team meets to discuss recommendation. are being evaluated, but preliminary data suggests
(2) Develop and staff concept paper. MCFSN is doable and has the potential to exponentially
(3) Brief selected Senior Army Leaders and VCSA. expand Family Programs and Child & Youth Services ca-
(4) Established MCFSN Advisory Group. pability to reach families where they live. Army will con-
(5) Implement MCFSN Pilots. tinue to work this with the funding received in the 06 sup-
(6) Brief senior Army leadership on pilot results. plemenetal from OSD.
(7) Implement MCFSN as directed. i. Estimated cost. FY04 OSD funding ($2.2M) for Pilot
(8) Continue Phase II. Program and FY06 supplemental funding ($3.4M) for
(9) Update Army Reserve Forces Policy Committee. Phase II implementation of the MCFSN. Child & Youth
h. Progress. Services (CYS) actions related to MCFSN can be
(1) Validation. On 18 November 2003, the VCSA, tracked in AFAP Issue 513 “Lack of Available Child
during the AFAP GOSC directed the Commanding Gen- Care for Geographically Isolated Active Duty Soldiers
(Recruiters, Guard, Reserve, and Cadets)” and AFAP Is- and the sister services do not concur with this suggestion.
sue 569 “Expansion of Army Sponsored Community (5) Alternate approach.
Based Child Care Program (ASCBCP)”. (a) Most housing overseas was built in the same era
i. Lead agency. CFSC-FP and built using similar architectural requirements. There-
j. Support agency. HQ, IMA, ARNG, USARC fore, a Soldier may be qualified for FSSA in a lower cost
city in Europe and not be eligible in a high cost city. An
Issue 564: Calculation of Family Subsistence Sup- average OHA calculation would provide a more fair
plemental Allowance (FSSA) FSSA calculation for eligibles overseas.
a. Status. Active (b) A recommendation will go forward to the Per
b. Entered. AFAP XXI, Nov 04 Diem Travel and Transportation Allowance Committee
c. Final action. No (Updated: Mar 06) (PDTATAC) to create an average OHA rate for the pur-
d. Subject area. Entitlements pose of FSSA calculation on the value of on post housing
e. Scope. The federally mandated requirements to in- overseas.
clude Basic Allowance for Housing (BAH) or Overseas (6) GOSC review. The May 05 GOSC was informed
Housing Allowance (OHA) in the calculation of total in- that the other services do not support eliminating housing
come negatively impacts Soldiers. The current calcula- allowances from FSSA calculations. Army will submit a
tion shows BAH and OHA as additional income without request to use an average OHA in the calculation of
showing related family expenses. Potentially eligible FSSA overseas
families suffer financial hardship due to loss of FSSA. i. Estimated cost. The Army spends $1.5M for FSSA
f. AFAP recommendation. Eliminate housing and utility and changing this policy could cost the Army approxi-
allowances from income calculations for FSSA. mately $3.5M.
g. Required actions. j. Lead agency. DAPE-PRC
(1) Meet with OSD and other Services on change for k. Support agency. None
both OCONUS and CONUS.
(2) Request average OHA be used OCONUS. Issue 566: Childcare Fee Categories
(3) Submit request to change legislation thru ULB. a. Status. Active
h. Progress. b. Entered. AFAP XXI, Nov 04
(1) Issue history. In Mar 05, Issue 564, “Calculation of c. Final action. No (Updated: Mar 06)
CONUS Family Subsistence Supplemental Allowance d. Subject area. Child Care
(FSSA)” was combined with this issue to create an issue e. Scope. There are 6 total family income categories and
that addressed FSSA calculation regardless of location. 6 fee ranges. Families with significant income differ-
(2) Food stamp program eligibility. ences are paying the same fee within each category. The
(a) When the Food Stamp program was first imple- limited number of categories results in a $6,000 to $15,000
mented all applicants had to include the value of their variance within categories of the fee schedule. This vari-
Government-provided low-income housing as income. ance is inequitable and causes a financia l burden.
This removed many individuals that needed the program f. AFAP recommendations.
from Food Stamp eligibility. Congress changed this re- (1) Increase the number of categories to reduce the fi-
quirement allowing low-income housing to be exempt nancial variance.
from the Food Stamp eligibility calculation. (2) Increase the number of fee ranges with new fee
(b) Hence most Soldiers living on post are eligible categories while maintaining the existing fee range pa-
for the Food Stamp program whereas a Soldier in their rameters.
same identical situation off-post are not eligible for Food g. Required action.
Stamps. (1) Submit request to DoD to increase number of in-
(3) FSSA eligibility. come categories and expand the ranges within those cate-
(a) The sole purpose of Family Supplemental Subsis- gories.
tence Allowance (FSSA) is to remove a Soldier from (2) Review the financial impact of increasing the num-
food stamp eligibility. The allowance is not to exceed ber of income categories and increasing the number of
$500 per month. fee ranges in those categories both for Army CYS and
(b) When Congress created the FSSA legislation CYS patrons.
they purposely required the value of on post housing to be (3) Incorporate approved DoD SY06-07 Fee Policy
counted as income, thereby eliminating the variance in eli- Guidance into Army SY06-07 Child Care Fee Policy.
gibility that exists with the food stamp program. This lev- h. Progress.
eled the playing field between off post and on post Sol- (1) Conducted feasibility analysis on the recommended
diers. actions as proposed by AFAP issue. Proposal would de-
(4) Housing allowance. crease NAF revenue requiring increase in APF support.
(a) Changing legislation to eliminate BAH in the cal- (2) Requested DoD review and provide approval to in-
culation for FSSA will not help the off post Soldier as crease the number of income categories and fee ranges.
most are ineligible for Food Stamps and therefore would DoD Fee Council meetings occurred Sep 05 – Jan 06.
be ineligible for FSSA. Eliminating the BAH calculation Other Services/DoD supported increasing an additional
for on post housing would continue the inequity between category (six to seven) and adjusting income ranges for
on post and off post Soldiers. higher income patrons to include raising the cap from
(b) Army sought OSD position on whether BAH $70K to $90K.
should be eliminated from the FSSA calculation. OSD (3) DoD Fee policy pending approval for SY06-
07.Upon receipt of approved SY06-07 DoD Fee Policy, (AC), and Rear Detachment Commanders actions.
Army will implement in Aug 06 – Sep 06. These tasks, which are located in Annex A, will be per-
i. Estimated cost. DoD conducted CYS Program meet- formed at Home Station for spouses and families of Sol-
ings Sep 05 – Jan 06 to review fee guidance and defini- diers and DA civilians, and for select care providers with
tion of total family income. Cost benefit analysis com- whom Army families will interact. Most of these tasks
pleted Jan 06. will occur while the Soldier or DA civilian is still deployed.
j. Lead agency. CFSC-CYS Commanders are held accountable to ensure that these
k. Support agency. OSD-P&R DCS task are made available to all family members.
(3) The staffing and editing of the DCS Directive are
Issue 567: Completion of the Deployment Cycle completed. The DCS Directive will be forwarded to the
Support Program (DCSP) by Individual Returnees Secretary of the Army for approval to be released to the
a. Status. Active field via an ALARACT message. The Directive has a
b. Entered. AFAP XXI, Nov 04 projected release date to the field of 24 APR 06.
c. Final action. No (Updated: Mar 06) i. Estimated cost. DCSP already in place and operating
d. Subject area. Force Support therefore no additional cost to ensure this occurs.
e. Scope. Individual Soldiers and DA Civilians returning j. Lead agency. DAPE-HR
from an operational deployment and their family members k. Support agency. OTSG, OCCH, IMA, CFSC, NGB,
are not consistently completing DCSP. The current DA OCAR
program captures whole units, but does not always cap-
ture individual returnees (e.g., Individual Ready Reserve Issue 568: Dental Services for Retirees Overseas
(IRR), Individual Mobilization Augmentee (IMA), US a. Status. Active
Army Intelligence and Security Command (INSCOM)) b. Entered. AFAP XXI, Nov 04
and/or family members. Lessons learned with respect to c. Final action. No (Mar 06)
domestic violence, suicide awareness and marital issues d. Subject area. Dental
indicate non-completion of the DCSP jeopardizes the e. Scope. Retirees are unable to receive routine dental
safety and well-being of the “Total Army Family.” services at overseas military installations. Federally spon-
f. AFAP recommendation. sored dental insurance is not available outside of U.S. and
(1) Modify the DCS Concept Plan to require com- its territories and possessions. Retirees and families,
manders to be responsible and accountable for individual therefore, must absorb 100% of the dental cost.
returnees completing the DCSP. f. AFAP recommendation. Expand TRICARE Retiree
(2) Modify the DCS Concept Plan to require com- Dental Plan (TRDP) to overseas locations.
manders to be responsible and accountable for making the g. Required action.
DCSP available to family members of individual return- (1) OTSG will consult with TMA on Recommendation,
ees. including request for cost estimate.
g. Required action. (2) OTSG will obtain Navy/Air Force positions.
(1) Change DCS policy to address issue above. (3) OTSG will monitor status of TMA’s position on im-
(2) Gain approval of Director HR for staffing. plementation.
(3) Make changes and gain approval of Army G-1. h. Progress.
(4) Signature Army COS/Sec Army for issue to field. (1) Validation. Retiree dental care oversees is cur-
(5) Conduct follow-up visits to ensure compliance. rently not available OCONUS. The Army Dental Care
(6) DCS Directive updated to address issues. System supports OCONUS retiree access to the TRDP
(7) Staff DCS Directive through OTJAG for legal re- as long as it is not at the expense of the AD population.
view. Since TRDP is TMA/Tri-Service program, any problems
(8) Forward to IRPD, Chief; HRP, Director; Army G- associated with it can only be addressed at the TMA/Tri-
1; and Secretary of the Army for approval. service level. It is uncertain at this time whether there is
(9) Forward DCS Directive via ALARAC to the field much support for this issue at the TMA level. An expan-
h. Progress. sion of the TRDP OCONUS would undoubtedly result in
(1) Validation. The intent of the Army’s Leadership a substantial increase in the premiums that may be unac-
as outlined in the DCS Directive states that all le vels of ceptable to most enrollees.
the chain of command must be involved to ensure DCS (2) Issue History. This was an OCONUS direct sub-
requirements are accomplished and documented for all mit issue to the 04 GOSC. OCONUS MACOMs stated
affected Soldiers, including Soldiers deployed with other that this is an equity issue for retirees overseas, with es-
services. For Soldiers who redeploy as early returns, timates of about 870 retirees in Korea and 15,000 retirees
emergency leaves, or medical evacuations, units will en- in USAREUR.
sure that Rear Detachment Commanders (to include (3) Current OCONUS Retiree Dental Plan. Dental
State and Territory Joint Forces Headquarters Com- insurance is offered through Delta Dental for CONUS re-
manders and Regional Support Commanders) are pro- tirees, with beneficiaries paying 100% of premiums. No
vided contact information and completed DCS tasks. equivalent dental insurance exists for retirees overseas.
Commanders will certify that their units have completed (a) The Assistant Secretary of Defense (Health
DCS tasks to the first Lieutenant Colonel in the chain of Affairs) (ASD(HA))/TMA administers the TRDP. Per
command prior to arrival at DEMOB or Home Station. United States Code, Title 10, Chapter 55, Section 1076c,
(2) The DCS Directive outlines Redeployment Phase TRDP premiums are paid by enrolled beneficiaries, with-
Tasks for Demobilization Station (RC), Home Station out a government subsidy. Coverage is limited to
CONUS, Puerto Rico, Guam, the US Virgin Islands, the e-Learning Program contract in place with the Office
American Samoa, Canada and the Northern Mariana Is- of the General Counsel.
lands. If the TRDP were extended OCONUS, premium (2) Establish an Integrated Product Team to determine
costs would probably increase for all TRDP enrollees. optional methods of funding and HQDA policy and pro-
(b) Retirees/families are authorized (not entitled) to cedures for family members to access Army e-Learning
dental care subject to the availability of space/facilities. program.
The ASD(HA) policy #97-045 defines space-available (3) Meet with AKO, AHRC, and NAF contracting to
(Space-A) care. Retirees have access to Space-A dental explore potential modification of eArmyU contract to al-
care when the AD dental readiness rate is at/over 95%. low family members to pay for site license.
(c) DENCOM has a mechanism in place to provide h. Progress.
Space-A care in military medical facilities to OCONUS (1) Validation. Support of military family members’
family members, retirees, and civilians based on a priority access to e-Learning opportunities will enhance the well-
of care system. being of the Army family by increasing individual career
1. In many places this includes maintenance of a skills for employability as they transfer from post to post.
list of patients who can report to a dental clinic on very This action will facilitate family member learning and will
short notice and allows non-AD patients to be on stand-by reduce the financial and emotional stress created by mili-
in the clinic to receive care if open treatment times occur. tary moves.
2. Local initiatives may be carried out by dental (2) Action. The use of appropriated funds to support
clinics depending upon the location. For example, in Ko- Army e-Learning access for family members is prohibited
rea, due to a lack of resources, only emergency dental by law. Alternate methods are being researched to ac-
care is available for retirees/family members. complish the recommendation. The Army currently of-
(d) Per TMA, due to the extent of the modification fers online training to family members through the AFTB
required to expand the TRDP contract to cover retir- Program and the Air Force offers a desktop license to
ees/families OCONUS, a recommendation to include family members through family support centers. Explore
OCONUS sites under the program cannot be considered the possibility of adopting Air Force model for the Army.
until the next contract rebid cycle, estimated to be in 07. i. Estimated cost. A full unlimited license costs $550 per
(e) OTSG has contacted TMA about the possibility year; a limited license for desktop applications costs $35
of expanding TRDP to OCONUS locations such as Ger- per year.
many and Korea. Solicitation procedures are estimated to j. Lead agency. SAIS-EIH
begin this year through 2008. It is not clear at this time k. Support agency. PEO EIS
whether TMA will obtain an initial cost estimate for ex-
tending the program OCONUS. Issue 572: Family Member Eyeglass Coverage
i. Estimated cost. Request for a cost estimate has been a. Status. Active
forwarded to the Dental Section at TMA. b. Entered. AFAP XXI, Nov 04
j. Lead agency. DASG-HS-DC, Army OTSG c. Final action. No (Updated: Mar 06)
k. Support agency. TMA d. Subject area. Medical
e. Scope. There is currently no eyeglass coverage under
Issue 571: Family Member Access to Army Ele c- TRICARE for family members of active duty service
tronic Learning Programs members and military retirees. The Frame of Choice
a. Status. Active Program is not available to family members. One pair of
b. Entered. AFAP XXI, Nov 04 eyeglasses costs approximately $100-$400. There are
c. Final action. No (Updated: Mar 06) families with several members who require eyeglasses,
d. Subject area. Family Support thus multiplying the expense. Eyeglasses are a necessity
e. Scope. The military life style of frequent moves, long and this expense adversely impacts the family budget.
separations, and deployments is not conductive to family f. AFAP recommendation.
members acquiring marketable skills for develop- (1) Fund a portion of the cost of eyeglasses under
ing/sustaining a career. Existing Employment Readiness TRICARE.
Programs (ERP) are not funded to provide the required (2) Outsource eyeglass fabrication through contracted
skills, training, or re-certification courses. Active duty vendors at a reduced price.
Soldiers, Army National Guard, US Army Reserve, and (3) Provide Frame of Choice Program at cost from the
Department of the Army (DA) civilians are authorized Military Lab.
access to 1,500 courses in the Army electronic -learning g. Required action.
(e-learning) programs at no cost to the individual. Provid- (1) Develop/forward to the TRICARE Management
ing family members access to Army e-learning increases Activity (TMA) a legislative proposal to cover a
their marketability, career mobility, and employment goals, TRICARE eye glass benefit for family members of Ac-
enhancing the family’s financial security. tive Duty Service Members/military retirees.
f. AFAP recommendation. Expand access to the Army (2) Continue to study, with TMA, costs associated with
electronic –learning (e-learning) programs through the funding of eyeglasses through outsourcing.
Army Knowledge Online (AKO) system to include family (3) Determine capabilities of the Optical Fabrication
members. Enterprise (OFE).
g. Required action. h. Progress.
(1) Pursue legal considerations regarding the use of (1) Funding eyeglasses under TRICARE.
Appropriated funds to allow family members access to
(a) TRICARE does not cover eyeglasses for family government cost of providing eyeglass coverage to non-
members of Active Duty Soldiers and retirees. Retirees Active Duty TRICARE eligibles would be about $201
are eligible to receive free standard military brown eye- million annually.
glasses which are provided directly to retirees from DOD j. Lead agency. DASG-HS-O
optical fabrication laboratories. A legislative change is k. Support agency. TRICARE Management Agency.
required to add an eyeglass benefit to the TRICARE mili-
tary health program. Issue 574: Funding for Reserve Component (RC)
(b) In May 05, OTSG forwarded to TMA a request Reunion and Marriage Enrichme nt Classes
for proposed legislation for a TRICARE family member a. Status. Active
eyeglass benefit. This legislation would be required be- b. Entered. AFAP XXI, Nov 04
fore Recommendations 2 or 3 could be implemented un- c. Final action. No (Updated: Mar 06)
der TRICARE. TMA returned the action on 07 Jul 05 d. Subject area. Family Support
without support due to an estimated annual cost of e. Scope. Funding is not available to provide the Preven-
$201M. A viable funding offset would be required to tion and Relationship Enhancement Program (PREP)
support this benefit expansion. training required by the Deployment Cycle Support Plan
(c) OTSG has also forwarded to the Assistant Sec- (DCSP) for RC Soldiers and their families in contrast to
retary of Army (Manpower and Reserve Affairs) for the Active Component. Soldier’s pay and allowances,
submission through OCLL a preliminary legislative pro- spouse travel, child care, supplies, materials, and facilities
posal for a TRICARE eyeglass benefit through the FY07 are not funded to support PREP training. Funding this
legislative cycle. This action is still under review. program, will enhance relationships, reduce the risk for
(2) Outsourcing Optical Fabrication. abuse and divorce, increase readiness and retention and
(a) AAFES already contracts optical services bring the RC into full compliance with this phase of the
through eight private companies and has the capacity to DCSP.
take on additional work. AAFES currently has an ex- f. AFAP recommendation. Fund PREP for the Army
tremely affordable selection of eyeglasses. The average National Guard and the US Army Reserve.
price paid for glasses at AAFES is $116, which is 33% g. Required action.
less than the US reported average of $173. (1) Army National Guard (ARNG)
(b) Other large companies, to include many names (a) Fund the requirement from re-prioritized re-
such as Sears, LensCrafters, Pearle Vision and Target, sources for FY05.
offer corporate vision plans with discounts averaging 40% (b) Request funding in the FY07-11 Presidential
off their retail eyeglass prices. A similar plan could be (c) Budget Decision Update as a new requirement.
developed for the military family, but some local research (d) Create the StrongBonds.Org website for regis-
found that the savings are not substantial. Most also offer tration and collection of metrics.
“military discounts” in the same discount range, which (e) Administer surveys before and after seminars to
according to local vendors can be easily beaten by other measure the effectiveness.
discount offers and promotions. (f) Obtain funding for PREP Training from re-
(3) Frame of Choice. prioritized resources for FY-06.
(a) The current mission of the DoD Optical Fabric a- (g) Continue to monitor data collection
tion Enterprise is to provide glasses for Service Members (2) United States Army Reserve (USAR)
to ensure they are vision ready to deploy at all times. (a) Submit Unresourced Requirement (URR) for
Army and Navy optical fabrication laboratories deploy $12M to complete FY05 training.
with Service Members in all major contingencies. The (b) Submit $12M URR for FY06 and place the
DoD Optical Fabrication Enterprise does not have the funding in POM 08-13.
necessary resources or capacity to provide a frame-of- h. Progress.
choice at cost for Active Duty family members and re- (1) USAR actions.
tiree family members. The current retiree workload for (a) The CAR, in the Warrior Citizen Message, 13
the standard brown military frame for retirees is now Jan 05, authorized and directed the implementation of
100,000 pairs. Resource limitations would only allow an- DCS Task 3.4.7(One day Marriage Workshop Training).
other 100,000 pairs of glasses to be produced for a total Interim guidance was issued to conduct the training with-
of 200,000, which is only 11% of the family member eye- out additional funding (using current training funds).
glass requirement. Army Reserve submitted an URR for $12M; however, it
(b) Outsourcing optical fabrication was also exten- was no approved into the FY05 Supplemental.
sively studied by the DOD Optical Fabrication Enterprise (b) Costs associated with this program are consid-
with an independent DOD contractor, Grant-Thornton, in ered reconstitution expenses for contingency operations
2003-2004. It was determined that the outsourcing of op- (CONOPS) Enduring Freedom (OEF) and Iraqi Freedom
tical fabrication is not cost effective. Thus, due to capac- (OIF). Guidance for funding demobilization activities re-
ity limitations and excessive costs involved with outsourc- mains the same as mobilization: use available resources,
ing, use of military laboratories for fabricating family capture the expenditures in the appropriate categories in
member eyeglasses is not feasible, thus this recommenda- the accounting system and await reimbursement for in-
tion is unattainable. cremental costs. MSC G8s are to work closely with the
(4) GOSC review. The May 05 GOSC was briefed on Command Chaplain’s office to assist with funding in sup-
various strategies being explored to resolve this issue. port of this training.
i. Estimated cost. TMA estimates that the total annual
(c) Marriage workshops should be planned in areas c. Final action. No (Updated: Mar 06)
that have the highest concentration of family members d. Subject area. Entitlements
within the region of the RRC/DRC to make it as easy as e. Scope. Increased mission requirements leave little op-
possible for Soldiers and spouses to attend. In FY05, the portunity for Soldiers to use accrued leave. U.S. Code 10
Army Reserve conducted ninety-five events toward a limits accrued leave to 60 days at the end of the fiscal
goal of 240 events in FY05/06. year. Leave and short periods of rest from duty enhance
(d) On 9 Aug 05, contacted OCAR Human Re- morale and motivation, which are essential to maintaining
sources to get assistance obtaining information from Di- maximum Soldier effectiveness. When Soldiers are un-
rector of the Army Budget Office. In Dec of 05, OSD able to use earned leave, the loss of entitlement is per-
validated the $7.6M that was submitted in 2nd Qtr FY05 ceived as an injustice.
for FY06 - $4M is currently available. FY07 remains un- f. AFAP recommendation. Allow Soldiers to accumu-
funded. late 90 days leave until termination of service.
(2) ARNG actions. g. Required action.
(a) Office of the Chaplain received funding for (1) Obtain support from all Services for Special Leave
PREP training for nationwide Chaplain Staff, and Family Accrual (SLA) up to 90 days at the Secretary’s discre-
Program Office received $5.4 M for logistics tion.
support for the operation of the seminars. State Family (2) Submit legislative change to modify 10 USC, section
Program Directors (SFPD) and State Chaplains, received 701(f)(1) to the pre-FY04 NDAA eligibility requirements
guidance on all necessary requirements to conduct Mar- for retention of accumulated leave in excess of 60 days.
riage Enrichment Seminars with funding limitations. (3) Obtain support from all Services for accumulating
(b) Joint Force Headquarters (JFHQ) SFPD is up to 90 days of Ordinary Leave. Obtain support from all
working directly with the JFHQ Chief of Chaplains to Services to support legislative authority to modify existing
schedule Marriage Enrichment Seminars. The Family law.
Program Office and the Office of the Chaplain will en- (4) Submit a request for change in legislation in the
sure that the event is within the states allocation of events FY08 ULB cycle.
and that the Chaplain training is supportable by a trained h. Progress.
instructor. (1) 90 days SLA.
(c) The Chaplain instructor will administer a survey (a) Phase I involves changing the wording for incor-
assessment tool before and after the seminar to measure porating up to 90 days of leave for SLA. This involves a
the effectiveness of the seminar on improving communi- change to 10 USC, section 701(f)(1) to the pre-NDAA 04
cation, stress management, and the expectation of reun- format, and leaves it to the Secretary’s discretion. This
ion. Data collection is ongoing for historical purpose. The proposal received unanimous support across the services,
SFPD will be responsible for logistics support, to include and has been forwarded to Congress as a ULB item.
hotel procurement, meeting room negotiations, informa- The concerns the service Secretaries had, even in light of
tional materials, Invitational Travel Orders for spouses, the approval, included hording leave in order to take it at
and budget management. retirement, and the negative impacts from lack of suffi-
(d) A Marriage Enrichment Class is designed to train cient leave taken.
100 people (50 couples). There are cost constraints per (b) Discussions with the other Services and OSD
event that we cannot exceed. Each event has been cost are ongoing to make the 90-day Special Leave Accrual
analyzed and to not exceed $17,500 dollars for weekends (SLA) provisions permanent entitlement for ordinary
and $4K for materials for each weekend. Service mem- leave, increase career leave sell back and increase reten-
ber pay and allowance has been the responsibility of the tion of SLA from 3 to 5 years. These actions will require
state. $5.4 million was received by the ARNG to fund a change in legislation through the ULB process and a
spouses travel, supplies, materials and facilities at 25%. positive consensus by the Services and OSD.
(e) The Active Duty, USAR and ARNG Chaplains (2) 90 days Ordinary Leave. Phase II involves ex-
Components have all partnered with the ARNG Family panding the accumulation of up to 90 days of SLA to be a
Program to work on the StrongBond.org website that will permanent entitlement for ordinary leave. While Con-
allow registration and collection of metrics from service gress is pondering whether or not to change the wording
members and families when they access the website for from “an assignment in support of a contingency opera-
information on Marriage Enrichment seminars and other tion” to “other designated duty,” we have begun work on
events. making this happen. To do so requires another ULB item,
(3) GOSC review. At the May 05 GOSC, the VCSA a positive consensus across OSD, and a change in legisla-
said that this is an important issue addressing the health of tion.
the force and asked for feedback on the funding of mar- (3) Stats. FY03 and FY04 statistics indicate that the
riage enrichment for the Reserve Components. average median lost leave was around 4.5 days; in FY04
i. Estimated cost. ARNG: $21.6M (one-year); USAR: and FY05 it climbed to 5.5 days .
$12M (one-year). (4) GOSC review. The May 05 GOSC was informed
j. Lead agency. NGB-J1-FP; AFRC-CH that Soldiers currently are authorized to accrue up to 120
k. Support agency. None days of leave when deployed in theater. Per recent DoD
Directive, service members use the first leave accrued.
Issue 575: Leave Accrual This allows a Soldier who has been deployed to carry
a. Status. Active forward up to 120 days for 3 years, reducing the likeli-
b. Entered. AFAP XXI, Nov 04 hood that Soldiers will lose accrued leave.
i. Estimated cost. There is no cost in retaining 90 days of (b) Require the soldier produce a copy of any court
leave as SLA since current budgets were based on the order impacting the FCP.
prior criteria for SLA, and this position only seeks to re- (c) Encourage Soldiers identified as having potential
store those previously existing criteria. The cost in accru- problems to contact a Legal Assistance Attorney.
ing 90 days of leave until termination of service does not (d) Establish a waiver form by which a natural par-
specifically translate to a dollar amount since the sell-back ent could consent to a third party exercising custody un-
of 60 days of leave over a career would not change. der the terms of the FCP.
Rather, soldiers will be on a day of leave rather than los- (e) Warn Soldiers that the Family Care Plan cannot
ing it. substitute for a natural parent’s right to assert a claim to
Lead agency. DAPE-PRC custody of a child.
j. Support agency. None. (5) GOSC review. The Jan 06 GOSC declared this
issue active pending the revision to AR 600-20, Army
Issue 576: Legality of the Family Care Plan (FCP) Command Policy. The AR will incorporate better educa-
a. Status. Active tion processes into FCP preparation procedures and will
b. Entered. AFAP XXI, Nov 04 require a better screening process to identify those with
c. Final action. No (Updated: Mar 06) potential FCP problems.
d. Subject area. Family Support i. Estimated cost. Implementation of this issue involves
e. Scope. Many Soldiers and commanders are unaware negligible cost to the Army.
that the FCP is not a legal document but simply a recom- j. Lead agency. DAJA-LA
mendation for the Soldier’s desire for guardianship. The k. Support agency. None
current FCP checklist and annual review do not identify
“At-Risk” Soldiers. Some deployed Soldiers are discov- Issue 577: Non-Chargeable Leave for Deployed
ering that the other natural parent of the child(ren) is/are Soldiers
challenging the terms of the FCP and are gaining custody a. Status. Active
of the child(ren). These challenges cause distraction b. Entered. AFAP XXI, Nov 04
from the mission, decreased mental stability, financial c. Final action. No (Updated: Mar 06)
hardship, and retention problems, before, during, and after d. Subject area. Force Support
deployment. e. Scope. Commanders do not have the option to author-
f. AFAP recommendation. ize non-chargeable leave as a reward to deployed Sol-
(1) Educate Soldiers and Senior Leadership that the diers. Commanders are able to grant a pass, accrued,
FCP is not a legal document. advanced or excess leave. Deployed Soldiers are not
(2) Identify “At-Risk” Soldiers by implementing a provided sufficient non-chargeable leave due to increased
modified checklist as well as requiring a semi annual re- mission requirements. Increased Command prerogative
view of documents. to authorize non-chargeable leave further enhances the
(3) Require Soldiers identified with unresolved FCP is- ability of the commander to manage his/her leave pro-
sues to obtain legal assistance. gram.
g. Required action. f. AFAP recommendation. Authorize the Commander
(1) Draft proposed modification to Chapter 5, AR 600- to award 7-15 days of non-chargeable leave to Soldiers
20. deployed for a minimum of 6 consecutive months to be
(2) Forward proposed changes to G-1. used during Rest and Relaxation or within 120 days post-
h. Progress. deployment.
(1) Validation. Some deployed Soldiers are discover- g. Required action.
ing that their child’s other natural parent is challenging the (1) Gain the concurrence of the Per Diem Travel and
terms of the FCP. In many of these situations, the other transportation Allowance Committee (PDTATAC) in
natural parent is gaining custody of the child over the cus- support of a ULB item.
todian named in the FCP. Many Soldiers and command- (2) G-1 request OSD to change DoDI 1327.6, Leave
ers believe that the FCP is a binding legal custody deter- and Liberty Procedures, to provide a period of non-
mination. The FCP cannot negate a natural parent’s su- chargeable to the deployed Soldiers leave account.
perior legal right to the custody of their child. h. Progress.
(2) Background. The requirements of a FCP are (1) Validation. This proposal requires a change in the
contained within Chapter 5, AR 600-20, Army Command very way that we define leave. Commanders would have
Policy. The proponent for AR 600-20 is G-1. the leeway to grant Soldiers who are returning from a
(3) Action. The Legal Assistance Policy Division has Hazardous Duty Pay situations more flexibility in their
been working with the other services and the Family Law leave schedules, and the opportunity to take leave, without
Section of the American Bar Association to address the impacting accrued leave, if needed or deserved. The
problems raised by this issue. Army leave program is designed to allow soldiers to use
(4) Proposed Modifications. Changes to the family their authorized leave to the maximum extent possible.
care plan portions of AR 600-20 have been drafted and Experience has shown the vacations and short periods of
forwarded to G-1: rest from duty provide benefits to morale and motivation
(a) Establish a checklist to educate Soldiers about that are essential to maintaining maximum Soldier effec-
child custody issues and identify those Soldiers whose tiveness. The leave program is also designed to encour-
family situation creates the potential for FCP problems. age the use of leave as it accrues, rather than to accumu-
late a large leave balance.
(2) Authorization. Soldiers on active duty earn 30 an important time for the child and father to bond. Per-
days of leave a year with pay and allowances at the rate missive TDY would allow fathers time to do this without
of 2 ½ days per month. Leave is only lost after the Sol- taking ordinary leave.
dier has accumulated over the maximum 60 days of ac- (2) The Marines no longer allow permissive TDY for
crued leave at the end of a particular fiscal year and did paternity leave.
not use all of the current year’s 30 days of annually ac- (3) OSD Avenue.
crued leave. Additionally, current Army policy authorizes (a) A request to allow PTDY to be used for pater-
Special Leave Accrual (SLA) to deployed Soldiers, which nity leave was submitted to OSD.
allows them to retain annual leave days in excess of 60 (b) DoDI 1326.5, Leave and Liberty Procedures,
days that normally would be lost at the end of a fiscal dated April 22, 2005, paragraph 184.108.40.206, specifically
year. states that “administrative leave/permissive leave cannot
(3) Change to DoDI. be used following the birth or adoption of a child. Ordi-
(a) G-1 submitted a request (April 20, 2005) to OSD nary leave must be used.”
to change the DoDI 1327.6, Leave and Liberty Proce- (c) OSD is working on a change to DoDI 1327.5,
dures, to make the R&R leave period non-chargeable to DoD Policy on Leave and Liberty to reflect the change to
the Soldiers leave account or to provide a period of non- Title 10, USC when a military member makes an adop-
chargeable post deployment leave to those Soldiers unable tion. This will result in a change to AR 600-8-10, Leave
to utilize the R&R program during their deployment. and Passes permitting leave for adoption.
OSD (Principle Deputy OSD P&R) denied the DCS, G-1 (4) Legislation.
request on 27 Jun 05. (a) Although this change to Title 10, USC does not
(b) Further discussions were conducted to determine provide authority for leave on the birth of a child. A new
the feasibility of implementing a period of non-chargeable request will be submitted to OSD.
leave for first term Soldiers only to preclude a negative (b) The NDAA -2006, SEC. 593. provides adoption
leave balance when Soldiers take leave after AIT, then leave for members of the armed forces adopting children
two weeks R&R, then Block leave on redeployment. by amending Section 701 of Title 10, United States Code,
This approach was not supported either since it was felt by adding at the end the following new subsection: ‘‘Un-
that this would cause an inequity between Soldiers that der regulations prescribed by the Secretary of Defense, a
manage their leave/did not utilize all leave and Soldiers member of the armed forces adopting a child in a qualify-
that used it. Since DODI 1327.6 and AR 600-8-10 allows ing child adoption is allowed up to 21 days of leave in a
granting Soldiers “advance leave” before its actual ac- calendar year to be used in connection with the adoption.”
crual, Soldiers wanting leave after deployment could be i. Estimated cost. Estimated cost for 10 days is $34.6M
supported without creating an equity between Soldiers. ($1347 x 25,700).
i. Estimated cost. Potential cost is $2020 for 15 days of j. Lead agency. DAPE-PRC
leave per Soldier. Approximate cost if all or deployed k. Support agency. None
Soldiers in support of OEF and OIF is: 300,000+ Soldiers
have taken R&R X $2020 = $606M. Issue 582: Windfall Elimination Provision (WEP)
j. Lead agency. DAPE-PRC a. Status. Active
k. Support agency. None. b. Entered. AFAP XXI, Nov 04
c. Final action. No (Updated: Mar 06)
Issue 578: Paternity Permissive Temporary Duty d. Subject area. Employment
(TDY) e. Scope. The WEP prevents Civil Service Retirement
a. Status. Active System (CSRS) and CSRS Offset annuity recipients from
b. Entered. AFAP XXI, Nov 04 receiving their full retirement annuity benefits. The WEP
c. Final action. No (Updated: Mar 06) decreases annuities by a formula tied to Social Security
d. Subject area. Force Support benefits that results in diminished annuities/retirement in-
e. Scope. There is no Army policy allowing the use of come for over 500,000 civil servants retirees, and future
permissive TDY for fathers upon the birth of a child. The CSRS and CSRS Offset retirees. This provision deprives
Marine Corps policy 5000.12D, paragraph 7 authorizes the retirees of their rightful annuities.
the use up to 10 days for this purpose. Army Command- f. AFAP recommendation. Abolish the WEP.
ers do not have the same authority. If accrued leave is g. Required action.
not available, unnecessary stress is created when a Sol- (1) Garner support from Title II of Social Security Act
dier goes into negative leave balance. to eliminate or restrict the application of the WEP.
f. AFAP recommendation. Amend AR 600-8-10 to au- (2) Continue to monitor the status of pending bill.
thorize the use of permissive TDY for fathers upon the h. Progress.
birth of a child. (1) Validation. The WEP applies to most individuals
g. Required action. who become 62 (or disabled) after 1985 and also become
(1) Identify other Services’ policy on paternity leave for eligible for a government annuity after 1985. Social Secu-
fathers. rity benefits can be reduced by 50% or more.
(2) Take initiative to the OSD Leave Board. (2) Legislation. H.R. 147 Social Security Fairness
(3) Update AR 600-8-10 with change. Act of 05 was introduced on 4 Jan 05 by Rep Howard
h. Progress. “Buck” McKeon (R-CA) with 122 original cosponsors.
(1) Validation. Fathers are an integral component of a This bill was referred to the House Committee on Ways
child’s development. The time immediately after birth is and Means. S.619 was introduced into the 109th Con-
gress on 14 Mar 05 by Sen. Diane Feinstein. On 16 Jun cations or have a reduced population. In urban areas
05 this bill was referred to the Committee on Finance, across the US, the local community sets the standard
where it remains. Both bills continue to gain support in based on geography, availability, etc.
the House of Representative and the Senate. (4) In FY05, there were 80 cardiac arrest responses on
i. Estimated cost. Elimination of WEP would have a 10 Army installations. Cardiac arrests need a defibrillation
year cost of $29.7B. The long-range cost is estimated to response within four minutes or survival rate is negligible.
be 0.06 percent of taxable payroll. The group is finding that it may be more important to have
j. Lead agency. DAPE-CP-PPD automatic external defibrillator (AED) devices at places
k. Support agency. Social Security Administration Soldiers congregate (gyms, PX, commissary, etc) so lay
persons have the ability to defibrillate a person
Issue 583: Advanced Life Support Services on (5) DOD is contemplating establishment of a 10 minute
CONUS Army Installations standard. Army is considering implementing three stan-
a. Status. Active dards: an 8 minute, 59 second standard/90 percent of the
b. Entered. AFAP XXII, Jan 06 time and also a rural and a remote standard
c. Final action. No (Updated: Jun 06) (6) GOSC review. The Jun 06 GOSC requested the
d. Subject area. Medical issue remain active.
e. Scope. The Department of the Army does not require i. Estimated cost. The data call to all CONUS installa-
Advanced Life Support (ALS) services on CONUS tions is expected to provide information to allow estima-
Army installations. The Army provides Basic Life Sup- tion of the cost to provide ALS on all installations within
port (BLS) services; however, timely ALS services are the proposed 8-minute response time.
not provided on all CONUS Army installations. In accor- j. Lead agency. DASG-HSZ
dance with the applicable National Fire Protection Asso- k. Support agency. IMA
ciation (NFPA) guideline for ALS services, an 8-minute
response time to 90% of the incidents is the accepted Issue 584: Alternate Local Caregiver for the Fam-
standard. Lack of ALS services increases response time ily Care Plan (FCP)
which jeopardizes the health and safety of the CONUS a. Status. Active
Army Family. b. Entered. AFAP XXII, Jan 06
f. AFAP recommendation. Mandate that all CONUS c. Final action. No (Updated: Mar 06)
Army installations to include Alaska and Hawaii provide d. Subject area. Family Support
Advanced Life Support services on or near the installation e. Scope. No policy exists to address who should take
in accordance with the National Fire Protection Associa- care of the dependents if the designated caregiver is un-
tion standard. available due to unforeseen circumstances. Since no
g. Required action. FCP temporary alternate local caregiver is required by
(1) Form Work Group to address EMS standards. the current policy, dependents could be subject to legal
(2) Conduct data call to CONUS installations on EMS action, including becoming wards of the state. The results
operations. of such action could evolve into a long-term crisis for the
(3) Analyze data and draft EMS standards to include Soldier and family, thus interfering with the Soldier’s abil-
standard on ALS response time. ity to fulfill the mission.
(4) Staff and propagate EMS standards. f. AFAP recommendation. Require Soldiers to provide
h. Progress. a primary and an alternate interim/temporary local care-
(1) Validation. Emergency Medical Services are cur- giver in their Family Care Plan.
rently available on all CONUS Army installations, either g. Required action.
through MTF, garrison, or local community assets. There (1) Staff proposed changes to AR 600-20.
is no single Army entity or office that has overall respon- (2) Publish a Rapid Action Revision (RAR) of AR 600-
sibility for regulating or resourcing EMS operations. 20.
There is no Army-wide standard for ALS response time. h. Progress.
The NFPA “8 minute” standard represents the opinion of (1) Validation. As of Jan 06, the Army had a total of
many subject matter experts, but recent evidence indi- 57,432 soldiers eligible for a FCP. There were approxi-
cates that responses within that period have little effect mately 915 Soldiers with various deficiencies in their FCP
on the survival rate of most patients. leading to a non-deployable status, or an average of
(2) On 6 Oct 05, MEDCOM published standards for 1.59% deficient FCPs. The 1.59% is a snapshot of all
EMS programs operated by Army MTFs, though these non-compliant FCP; many deficiencies are resolved in a
standards do not mandate response times. The standards matter of days or weeks prior to deployment. Requiring
require that the programs, at a minimum, meet the state all 57,432 Soldiers with valid FCPs to add an alternate lo-
and local standards of the surrounding community. cal caregiver creates an added administrative burden for
Commanders may request exceptions or variances from Soldiers and commanders. Existing services can assist
other portions of the standards, based upon local circum- Solders with deficient FCP and are provided by the Army
stances. Child & Youth Services which offers Extended Hours
(3) On 9 Mar 06, IMA and MEDCOM met in a work Care for deployed Soldiers, including “Round-the-Clock”
group to devise standards for all Army EMS operations 24-hour Care, for up to 60 days through their Army Fam-
and to determine a way ahead. Data shows that 74 per- ily Child Care Homes. The 60 days can be extended for
cent of Army installations meet this standard. Most in- up to a year with Commander’s approval.
stallations that do not meet the standard are in remote lo-
(2) Progress. Changes to the family care plan por- crease pain and increase function. This benefit ensures
tions of RAR of AR 600-20 have been drafted. equitable access to chiropractic treatment options for all
i. Estimated cost. Additional man-hours for legal assis- beneficiaries.
tance, Soldiers and commanders. f. AFAP recommendation. Authorize chiropractic ser-
j. Lead agency. DAPE-HR-IR vices for all TRICARE beneficiaries.
k. Support agency. None g. Required action. Request the TRICARE Manage-
ment Activity (TMA) pursue a legislative change to sup-
Issue 585: Casualty Assistance for Families of RC port the Recommendation.
Soldiers in Inactive Status h. Progress.
a. Status. Active (1) Validation.
b. Entered. AFAP XXII, Jan 06 (a) As defined by the Association of Chiropractic
c. Final action. No (Updated: Jun 06) Colleges, Chiropractic is “a healthcare discipline, which
d. Subject area. Family Support emphasizes the inherent recuperative power of the body
e. Scope. Families of Army Reserve component Soldiers to heal itself without the use of drugs or surgery.” The
are not eligible for casualty assistance unless in an Active practice of chiropractic focuses on the relationship be-
Duty/USC Title 10 status at the time of death. Army tween structure (primarily the spine) and function (as co-
Regulation (AR) 600-8-1, Casualty Operations, only as- ordinated by the nervous system) and how that relation-
signs a Casualty Assistance Officer (CAO) when the ship affects the preservation and restoration of health. In
Soldier dies on Active Duty/USC Title 10 status. Families addition, Doctors of Chiropractic recognize the value and
of these Soldiers are eligible for certain death benefits. responsibility of working in cooperation with other health
Without the assignment of a CAO, families may be un- care practitioners when in the best interest of the patient.
aware of their rightful entitlements and benefits. (b) Though there is no study that validates a medi-
f. AFAP recommendation. Activate Army Reserve Sol- cal need for chiropractic services, the Department of De-
diers to serve as CAOs for familie s of Army Reserve fense Chiropractic Health Care Demonstration Program
component Soldiers who die in an inactive status. concluded that chiropractic services appeared “to have
g. Required action. complemented and augmented traditional medical care.”
(1) Define Problem (c) This is an issue of choice for beneficiaries. Re-
(2) Gather data search shows that approximately 7% - 10% of Americans
(3) COA Development seek chiropractic services. Approximately 2% of Active
(4) COA Staffing Duty (AD) service members with access to chiropractic
(5) Final Recommendation services at Army MTFs actually seek chiropractic ser-
h. Progress. vices.
(1) Validation. (2) Legislation.
(a) Per AR 600-8-1, Casualty Operations, a CAO is (a) In the FY95 NDAA, Congress directed the
assigned only when a Soldier dies on Active Duty/US Secretary of Defense to evaluate the feasibility and ad-
Code Title 10 status. visability of offering chiropractic services at MTFs. As a
(b) The expansion of casualty assistance to families result, the DoD conducted a Chiropractic Health Care
of Army RC Soldiers is being staffed for comment at the Demonstration Program from Aug 95 to Sep 99.
organizations commanding and or managing the population (b) During the demonstration, chiropractic services
of Soldiers in question: the National Guard Bureau, were available to non-pregnant military beneficiaries over
United States Army Reserve Command, and the Army the age of 17 at thirteen MTFs. The Army supported five
Human Resources Command—St Louis to determine the demonstration sites: Forts Benning, Carson, Jackson, Sill,
workload and the resources that would be necessary. and Walter Reed.
(2) GOSC review. The Jun 06 GOSC requested the (c) The Final Report to Congress on the Chiroprac-
issue remain active. tic Health Care Demonstration Program (Feb 01) stated
i. Estimated cost. None available. that although implementing chiropractic services within
j. Lead agency. HRC-PEC the DoD was feasible, it was not advisable. Full imple-
k. Support agency. NGB and USARC mentation of chiropractic services for military beneficia r-
ies would ”most likely require reducing or eliminating ex-
Issue 586: Chiropractic Services for All TRICARE isting medical programs that are already competing for
Beneficiaries limited Defense Health Program Dollars.”
a. Status. Active (d) In the FY01 NDAA, Congress directed the
b. Entered. AFAP XXII, Jan 06 Secretary of Defense to provide chiropractic services at
c. Final action. No (Updated: Mar 06) designated MTFs for AD service members. Today, the
d. Subject area. Medical DoD provides chiropractic services at 42 MTFs, 17 of
e. Scope. Chiropractic services are not available to all which are Army (Forts Benning, Carson, Jackson, Sill,
TRICARE beneficiaries, which include retirees, service Drum, Meade, Bragg, Stewart, Gordon, Knox, Leonard
members and their families. The National Defense Au- Wood, Hood, Bliss, Lewis, Walter Reed and Schofield
thorization Act of FY01 directed the Secretary of De- Barracks).
fense to provide permanent chiropractic services at des- (e) Since the FY01 NDAA, Congress has proposed
ignated Military Treatment Facilities only for active duty bills in 2003 and 2005 to expand the chiropractic benefit to
members. Chiropractic service provides non- all TRICARE beneficiaries, not just AD Service Mem-
pharmaceutical and non-surgical treatment options to de- bers. Both years, the expanded benefit was not included
in the NDAA. e. Scope. Service members’ spouses are automatically
i. Estimated cost. The net cost is estimated at $115M enrolled in Family Service Member’s Group Life Insur-
annually (FY04 dollars) based on an assumed cost offset ance (FSGLI). Some members who are not enrolled as a
of $60M. This assumes non-AD beneficiaries decreased spouse in DEERS, like dual military, are not automatically
their visits to other services, such as physical therapy. charged monthly premiums by the Defense Finance and
j. Lead agency. DASG-HSZ Accounting Service (DFAS). When the error is detected,
k. Support agency. TMA these service members are retroactively charged premi-
ums from the date of eligibility. Families incur a large,
Issue 587: Employment Opportunities for Military unexpected debt through no fault of their own.
Affiliated Teens f. AFAP recommendation. Identify service members af-
a. Status. Active fected by FSGLI automatic enrollment and initiate auto-
b. Entered. AFAP XXII, Jan 06 matic deduction of premiums; approve blanket reim-
c. Final action. No (Updated: Mar 06) bursement of back premiums paid by the service member
d. Subject area. Youth or waiver of retroactive FSGLI premiums for affected
e. Scope. A significant number of military affiliated teens service members; mandate a continuous educational proc-
are unable to secure employment within installations and ess which addresses FSGLI automatic enrollment.
surrounding communities. Employment opportunities such g. Required action.
as MWR summer positions, Commissary baggers, Student (1) Obtain legal opinion on viable options available to
Temporary Employment Program (STEP), and AAFES Army Leadership.
food vendors, which are eligible to be filled by teens are (2) Obtain Army Leadership’s decision to waive back
filled by other demographics. Employment Preference Premiums/Require Soldier’s to pay.
for teens would initiate a work history/experience and al- (3) Develop plan to implement Army decision.
low for exploration of career options and future employ- h. Progress.
ment; making teens competitive with their civilian coun- (1) Validation. This issue must be addressed because
terparts. it is not only an Army issue but an issue across DOD.
f. AFAP recommendation. Establish a Military Teen As soon as the Army Leadership decides on a viable op-
Employment Preference Program. tion, aggressive action will be taken to execute this deci-
g. Required action. sion.
(1) Continue research to identify potential employment (2) Progress. Action is currently with OTJAG pend-
sources for military affiliated teens. ing legal review. Latest coordination with OTJAG in Mar
(2) Partner with Army Community Services, Family 06 was legal review is almost complete.
Member Employment Assistance Program (FMEAP) i. Estimated cost. Assuming blanket forgiveness is op-
which includes counseling services for teens. tion selected by Army Leadership, estimated cost to
h. Progress. Army may approach $15 million.
(1) Validation. DoD affords teens family member j. Lead agency. DAPE-PRC
preference for employment overseas to include an over- k. Support agency. None
seas Summer Employment Program for youths 14-23
years of age. Legislation would be required to afford Issue 589: Funding for Barracks Sustainment, Res-
family members the same preference as military spouses. toration, and Modernization
Any changes must remain consistent with basic merit a. Status. Active
principles of 5 U.S.C. and comply with veteran’s prefer- b. Entered. AFAP XXII, Jan 06
ence requirements, affirmative action principles and di- c. Final action. No (Updated: Mar 06)
versity objectives. d. Subject area Housing.
(2) Progress.. e. Scope. There is no committed funding under Sustain-
(a) Researching Federal employment opportunities ment, Restoration and Modernization (SRM) for Bar-
for military affiliated teens. racks. Once HQDA apportions the funds to
(1) Volunteer Opportunities IMA/MACOMS, Garrison Commanders prioritize facili-
(2) Expanded posting of student job opportuni- ties maintenance sustainment based on the current condi-
ties on the Military Teen Website tion of the entire garrison’s real property inventory against
(b) Researching legislative requirements and coor- the amount of funds approved for the installation. This
dinating with sister components. leads to a percentage of barracks receiving a lower allo-
i. Estimated cost. Accomplishing recommendation will cation of SRM funding. Due to insufficient SRM funding
require one man-year cost. levels, Soldiers are forced to live in barracks that are not
j. Lead agency. DAPE-CP-PPE meeting basic living conditions.
k. Support agency. None f. AFAP recommendation. Fence the appropriated
SRM funding for barracks.
Issue 588: Family Servicemembers’ Group Life In- g. Required action. HQDA must direct and monitor a
surance Premiums for Dual Military stringent focused funding strategy for barracks to ensure
a. Status. Active funding programmed for barracks SRM is spent on bar-
b. Entered. AFAP XXII, Jan 06 racks.
c. Final action. No (Updated: Mar 06) h. Progress. In Jan 05, The Secretary of the Army ap-
d. Subject area. Entitlements proved the Holistic Barracks Strategy that directed strin-
gent oversight for focused facility sustainment funding for
barracks to begin in fiscal year 2006. This strategy also Those resources are better used for screening and caring
established the common living standard for barracks to for Soldiers.
ensure Commanders do not require Soldiers to live in bar- (b) In 2002, the Armed Forces Epidemiological
racks that do not meet health, life and safety require- Board (AFEB) highlighted that routine physical examina-
ments. In FY06, Accounting Program Element (APE) tions for persons without symptoms has never proven to
codes were established to track SRM expenditures on extend life or decrease illness or discomfort. Medical evi-
barracks facilities. In FY07, it is anticipated SRM funds dence supports health screening and the provision of tar-
for all categories will be fenced. geted clinical preventive services as more beneficial in
i. Estimated cost. The FY06 funding requirement for improving and maintaining health. There are numerous
UPH SRM (90% of requirement) is $438.4M. screens and programs already implemented which are
j. Lead agency. DAIM-FD-UPH working well to detect and treat Soldiers with physical or
k. Support agency. IMA psychological complaints.
Issue 590: Health Processing of Demobilizing (a) The Army is committed to ensuring all returning
Army Reserve Component Soldiers veterans receive the physical and behavioral healthcare
a. Status. Active they need. An extensive array of mental health ser-
b. Entered. AFAP XXII, Jan 06 vices has long been available. Since 9/11, the Army has
c. Final action. No (Updated: Jun 06) augmented behavioral health services and post-traumatic
d. Subject area. Medical/Command stress disorder (PTSD) counseling, especially at the
e. Scope. Army Reserve Component (RC) Soldiers de- PPPs. We anticipate a continued high demand for ser-
mobilizing through a Power Projection Platform (PPP) vices, and we are committed to providing the necessary
are not required to have a comprehensive physical or resources to respond.
psychological examination. The RC Soldier only com- (b) On March 10, 2005, the ASD(HA) directed an
pletes a screening questionnaire of physical and psycho- extension of the current Post-Deployment Health As-
logical health, followed by an interview and assessment sessment Program to provide a Post-Deployment Health
by a medical professional; therefore, physical and psycho- Reassessment (PDHRA) of global health with a specific
logical problems are missed at the PPP. Military re- emphasis on mental health. The PDHRA screening pro-
sources available after release from active duty are often gram is in the implementation phase Army-wide for Ac-
inaccessible, limited, and may not address symptoms tive Component (AC) and RC Soldiers deployed to a
missed at the PPP, which unfairly places the burden of combat zone 90 to 180 days post-deployment.
care on the Soldier and family, and negatively impacts a (c) In October 2005, the OASD(HA) published pol-
Soldier and family’s reintegration. icy guidance on separation physical examinations. This
f. AFAP recommendation. Mandate comprehensive DoD guidance mandates a separation physical examina-
physical and psychological examination of demobilizing tion and assessment (to include demobilizing RC Soldiers)
RC Soldiers at the PPP accompanied by appropriate fol- that is individualized to address any identified health is-
low-up care. sues, is gender- and age-specific, and incorporates the
g. Required action. U.S. Preventive Service Task Force (USPSTF) recom-
(1) Develop and staff Army implementation plan for mendations for appropriate clinical preventive services.
Post-Deployment Health Re-Assessment. OTSG is presently staffing implementing guidance for the
(2) Implement Post-Deployment Health Re- Army. The PDHRA provides screening for global and
Assessment Program. behavioral health issues.
(3) Disseminate Assistant Secretary of Defense (d) The DD Form 2796, Post Deployment Health
(Health Affairs) (ASD(HA)) policy guidance on separa- Assessment, is currently in use to screen for physical
tion physical examinations and assessments. complaints, PTSD, major depression, concerns about fam-
(4) Monitor referral rates for behavioral health and ily issues, and concerns about drug and alcohol abuse.
physical health conditions. The primary care provider reviews the form, interviews
h. Progress. the Soldier as required, determines the need for a physical
(1) Validation. Army is currently working in various examination, and refers the Soldier to a behavioral health-
venues to address these concerns and healthcare re- care provider or specialty providers as required. The pri-
quirements. The Post-Deployment Health Assessment mary care provider may make referrals to on-site coun-
has been in place since early in the war. The Post- selors or to military treatment facilities. Current data
Deployment Health Re-Assessment (PDHRA) is a new shows that 24% of returning Service Members receive
program to address both physical and psychological needs referrals for mental health concerns.
of Soldiers after demobilization. (e) There is a robust combat and operational stress
(a) With these programs and others discussed be- control presence in theater, with over 200 deployed be-
low, US Army Soldiers are currently receiving screening havioral health providers. Mental health assessment team
and evaluation in an unprecedented manner. To mandate reports have demonstrated the success of these efforts.
another comprehensive psychological and physical (f) As part of the reintegration process, Soldiers are
evaluation in the absence of any symptoms is not good briefed on what stressors to expect on homecoming; the
medicine. There would be too many false positive find- common symptoms of post-deployment hyper-arousal and
ings, which would lead to unnecessary and intrusive inter- friction; ways to ameliorate these symptoms; how to rec-
ventions. Also, it would be extremely resource intensive. ognize when further professional help is needed; and how
to access treatment services. Each demobilization site
has care managers who manage the behavioral health as- Code, Chapter 33, Subchapter I- Examination, Certific a-
pect of care and ensure behavioral health referrals are tion, and Appointment does not restrict Federal agencies
made. from using Military Spouse Preference in their hiring
(g) Surveys of Soldiers deployed during Operation practices. Expanding the use of MSP to other Federal
Iraqi Freedom indicate that approximately 15-17 percent agencies increases employment opportunities for military
will report symptoms of PTSD and nearly 23 percent will spouses. Employment throughout the Federal agencies
experience other behavioral health problems. All Soldiers would enable military spouses to maintain a career and
redeploying from overseas are required to complete the promote family and financial stability.
Post Deployment Health Assessment (DD Form 2796) f. AFAP recommendation. Require all Federal agencies
before leaving theater. to utilize Military Spouse Preference in their hiring prac-
(h) The Transition Assistance Management Pro- tices.
gram (TAMP) is available and provides 180 days of g. Required action. Legislation initiated.
TRICARE coverage (including cost shares) for RC h. Progress.
members the same as for Active Duty family members. (1) Validation. All Federal agencies have the author-
This coverage applies when the member’s Active Duty ity to hire Military Spouses through Merit Promotion Pro-
service was in support of a contingency operation for cedures; currently, DoD is the only agency that mandates
more than 30 days. the use of MSP. To mandate the use of MSP across all
(i) The PPPs have been augmented with care man- Federal agencies, an Executive Order (E.O.) and/or other
agers who are assigned to our military treatment facilities. legislation would have to be issued.
The care managers support other healthcare providers in (2) Legislation.
offering counseling to our Soldiers and family members. (a) Legislation was enacted on 12 July 05 (TITLE
(j) The Army Surgeon General’s (TSG’s) concept 10, Subtitle A, PART II, CHAPTER 88, SUBCHAPTER
of Mental Health Reset builds upon the Combat and Op- I, 1784 (e), Employment opportunities for military
erational Stress Control (COSC) Program in theater, as spouses) which requires that the Secretary of Defense
well as current behavioral health education, outreach, and shall work with the Director of the OPM and the heads of
treatment at CONUS facilities. It operates in conjunction other Federal departments and agencies to expand and
with the Deployment Cycle Support (DCS) Program and facilitate the use of existing Federal programs and re-
the Army’s Suicide Prevention Program. The three sources in support of military spouse employment.
phases of behavioral health reset include Decompression, (b) Civilian Personnel Management Service at DoD
Re-integration, and Readiness Reset. is currently working with the Human Capital Division at
(k) The Military One-Source program offers OPM addressing the expansion of the MSP program
24/7/365 telephonic support and availability of referrals throughout the Federal government.
for six or more no-cost confidential counseling sessions (c) Pursuing a new E.O. and/or Legislation requiring
for Soldiers and their family members. MSP be mandated across all Federal agencies. Coordi-
(l) Psychological support to wounded Soldiers and nating with sister components for concurrence on draft
families at the Community Based Health Care Organiza- legislation.
tions (CBHCOs) has been expanded, to include screening (3) GOSC review. The Jun 06 GOSC requested the
for PTSD. issue remain active.
(m) OTSG will monitor referral rates as implementa- i. Estimated cost. All Federal agencies would have the
tion of PDHRA continues. OTSG will also monitor im- responsibility of tracking the MSP program. Office of
plementation of the individualized physical examination Personnel Management (OPM) would be responsible for
guidance, per ASD(HA) policy. oversight of the MSP program by identifying the training,
(3) GOSC review. The Jun 06 GOSC requested the reporting and audit requirements. The associated cost
issue remain open. VCSA stressed value of having be- with any automation requirements will be determined at a
havorial science and combat stress teams downrange and later date.
the necessity for leaders to look for signs so we can fix j. Lead agency. DAPE-CP-PPE
them. k. Support agency. None
i. Estimated cost. The Army has requested $44M in the
Global War on Terrorism (GWOT) Defense Health Pro- Issue 592: Post Secondary Visitation for OCONUS
gram (DHP) Supplemental to cover PDHRA implemen- Students
tation for all Army Components. a. Status. Active
j. Lead agency. USAR, ARNG, DASG-HSZ b. Entered. AFAP XXII, Jan 06
k. Support agency. None c. Final action. No (Updated: Mar 06)
d. Subject area. Education
Issue 591: Military Spouse Preference Across All e. Scope. OCONUS high school students incur greater
Federal Agencies travel expenses to visit post secondary schools than
a. Status. Active CONUS based students. Although many informational re-
b. Entered. AFAP XXII, Jan 06 sources are available, on-site visits afford students the
c. Final action. No (Updated: Jun 06) opportunity to make the most informed decision. Upon ar-
d. Subject area. Employment rival at the CONUS point of entry, OCONUS families
e. Scope. The Department of Defense is the only Fed- will assume comparable travel expenses to those of
eral agency required to utilize Military Spouse Preference CONUS families. Minimizing the disparity in travel ex-
(MSP) in their hiring practices. Title 5, United States
penses will decrease the financial burden to OCONUS pets under the authority/statute for the transportation of
families. household goods and OTJAG opined that there was no
f. AFAP recommendation. Authorize a one-time round authority in statute to classify pets on PCS orders like a
trip airfare to a CONUS point of entry for OCONUS stu- dependent. Additionally, discussions with the other Ser-
dents, who have been accepted to a post secondary vice representatives to the Per Diem Travel and Trans-
school, and one guardian. portation Allowance Committee on pet shipment reim-
g. Required action. Proposed change to the JFTR and bursement garnered no support.
US Code to support this initiative will be sent to the Mili- (2) Progress.
tary Advisory Members (MAP) of the Per Diem, Travel (a) A review of applicable regulatory publications
and Transportation Allowance Committee for review and on Soldier PCS entitlements indicates that there are no
comment before any legislative action on the initiative is references to pet transportation/shipment reimbursement
taken through the ULB process. in any United States Code, Department of Defense Di-
h. Progress. rective/Instruction (DODD/DODI) or Army Regulation.
(1) Validation. There are extensive amounts of in- (b) A request will be submitted to OSD, 3rd Quarter
formation/pictures/virtual tours and resources online FY06 to determine whether a one-time reimbursement
through the Internet for parents and students to use to can be implemented to ship one pet from OCONUS as a
assess prospective dormitory schools, colleges, result of BRAC and/or IGPBS.
universities and vocational schools. Additionally, i. Estimated cost. Approximately $100-$200 per pet for
OCONUS DODDS high school councilors/ administrators pets (average breed) traveling as checked baggage with
have extensive resources at their disposal on CONUS the Soldier on Delta Airlines to/from Europe. Assume
colleges etc. that can assist students/parents in selecting a other US airlines pet shipment costs are similar. Large
prospective college for their children. breeds (Great Dane, etc) or shipment via cargo aircraft
(2) Legislation. Implementation of this initiative would unescorted would be higher.
require a change in law after gaining support from the j. Lead agency. DAPE-PRC
other Services, OSD and Congress. k. Support agency. G-4, OCLL, OTJAG, M&RA
i. Estimated cost. Approximate cost based on the num-
ber of high school seniors enrolled in OCONUS DODDS Issue 594: TRICARE Dental Program (TDP) En-
schools (Europe-1853, Pacific -965) 2818 x 2 (stu- rollment Requirements for the RC
dent/parent) = 5,636 and air fare costs ($1000 per person a. Status. Active
to East or West Coast) = $5,636,000. b. Entered. AFAP XXII, Jan 06
j. Lead agency. DAPE-PRC c. Final action. No (Updated: Mar 06)
k. Support agency. None d. Subject area. Dental
e. Scope. Reserve Components called to Active Duty in
Issue 593: Relocation of Pets from OCONUS support of military contingency operations who enroll their
a. Status. Active family in the TRICARE Dental Program (TDP) after
b. Entered. AFAP XXII, Jan 06 thirty days of the Active Duty start date, cannot terminate
c. Final action. No (Updated: Mar 06) coverage until they meet the twelve-month enrollment pe-
d. Subject area. Relocation riod. In accordance with 32 CFR 199.13, upon the ser-
e. Scope. The cost of transporting a pet from OCONUS vice member’s release from active duty, the Department
is often a factor in the decision to ship the pet during a of Defense stops their 60% contribution, which obligates
Permanent Change of Station (PCS). As a result of Base the service member to pay the full premium. The change
Realignment and Closure (BRAC) and the Integrated in status results in an unplanned financial burden to the
Global Presence and Basing Strategy (IGPBS) (the resta- service member and the family for the remainder of the
tioning of Soldiers and families from OCONUS), there twelve-month enrollment period.
are a significant number of Soldiers and families with pets f. AFAP recommendation. Eliminate the 30-day window
returning from OCONUS. Pets are often a vital part of for enrollment and allow the option to disenroll or pay the
military families and being put in the position of having to Reserve rate upon release from active duty.
make the decision to keep a pet because of a PCS im- g. Required action.
pacts quality of life. Abandoning pets in an OCONUS lo- (1) Consult with TRICARE Management Activity
cation reflects poorly on the American military. (TMA) on recommendations; confirm current TDP con-
f. AFAP recommendation. Authorize a one-time reim- tract status.
bursement to ship one pet from OCONUS as a result of (2) Request that TMA pursue a legislative change to
BRAC and/or IGPBS. eliminate the 30-day enrollment requirement.
g. Required action. h. Progress.
(1) Submit request to OSD for a review of DLA enti- (1) Validation. The current enrollment requirement is
tlements to determine whether pet shipment costs can be set by regulation 32 CFR 199.13. upon release from Ac-
included as a reimbursable expense. tive Duty (AD). The AD family members pay a reduced
(2) Submit a ULB in Sep06 requesting one-time reim- premium rate. This rate is significantly less than the Re-
bursement be implemented to ship one pet from serve rate.) Presently, all members of the Selected Re-
OCONUS as a result of BRAC and/or IGPBS initiatives. serve (SELRES) and Individual Ready Reserve (IRR)
h. Progress. are required to be briefed by their units regarding enroll-
(1) Validation. Comptroller General of the United ment requirements and options. Soldie rs are made aware
States opined that there was no authority to ship animal that enrollment is voluntary, and that they must enroll in
the TRICARE Dental Program within the first 30 days of CONUS. Rear Detachments have limited involvement in
activation in order to have the option to disenroll and not the current system. The lack of timely and accurate in-
to be contractually obligated to keep the policy for at least formation causes undue stress on both family members
12 months. They also understand that if they accept the and Soldiers.
TDP or were already enrolled prior to activation, once f. AFAP recommendation. Appoint a trained rear de-
they are released from Active Duty, the premium rates tachment person as a local point of contact for families of
they will pay will be that of a Reserve member. wounded Soldiers, and create a staffed toll-free number
(2) Progress. for tracking and updating information on the Soldiers’
(a) The current enrollment requirement is set by status from war zone to CONUS.
regulation, 32 CFR 199.13. Enrollment in the TDP is vol- g. Required action.
untary. Members of the SELRES IRR are not required (1) The Casualty and Mortuary Affairs Operations
to enroll in the TDP nor are they required to enroll their Center (CMAOC) now communicates with rear detach-
family members. Once a Reservist is called or ordered to ments directly after coordinating with the Casualty Assis-
Active Duty for more than 30 days, he/she is no longer tance Center.
eligible for the TDP. If the Reservist is not eligible, he is (2) CMAOC amended AR 600-8-1, Casualty Opera-
still not obligated to enroll his family members in the pro- tions, to reduce the time that unit rear detachments have
gram. Per TMA, in order to change 32 CFR 199.13, to make notification of a wounded in action Soldier from 4
there would have to be a change in statute. hours to 2 hours.
(b) To be eligible for the TDP, the Sponsor must (3) By having CMAOC coordinate directly with the
have at least 12 remaining months (single status or unin- rear detachments and reducing the allowable notification
terrupted combination of Active Duty) on his service time frame, the time frame that families must wait for di-
commitment upon enrollment. But if he meets all of the rect contact with CMAOC has been minimized.
requirements, he can voluntarily enroll his family in the (4) Require unit rear detachments that make notific ation
program for a 12-month minimum enrollment requirement. to pass the CMAOC WIA toll-free number to the family.
If the Sponsor enrolls his family in the TDP within the h. Progress.
first 30 days of activation for certain contingency opera- (1) Validation. This action is a valid concern, requires
tions, the 12 month minimum enrollment may be waived minimum additional resourcing, and will have a positive
once released from AD. If the sponsor enrolls in the effect on Army families of wounded Soldiers, if imple-
TDP after the first 30 days, he understands that he is mented.
making a 12 month commitment to the TDP regardless of (2) Progress. CMAOC was in the process of revising
status (Active/Reserve) and is responsible for the pay- AR 600-8-1.
ment of the monthly fees. (3) GOSC Review. The Jun 06 GOSC requested the
(c) If a Sponsor and his family are enrolled in the issue remain active to identify the system that tracks
TDP prior to his being called or ordered to Active Duty, wounded Soldiers and how information about their condi-
the Sponsor will be disenrolled and the family will convert tion and location is passed to family members. GOSC
to the Active Duty family rates until the completion of the members noted that there should be a clearing house to
Active Duty service. Once released from Active Duty, track Soldiers as they move from battlefield through the
the Sponsor will be re-enrolled in TDP and will revert medical system.
back to paying the Reserve member fees for the Sponsor i. Estimated cost. None.
and the family members. j. Lead agency. AHRC-PEC
(d) The current TDP provides benefit advisors that k. Support agency. None
will travel to various locations and provide briefings and
written information on the current benefits to eligible
beneficiaries. Staffs can contact the regional office of
United Concordia Companies, Inc. (The TDP contractor)
to arrange for sessions to educate unit liaisons to help
provide necessary and adequate information to Soldiers to
ensure awareness of the benefits to which they and their
families are entitled.
i. Estimated cost. A cost analysis is not available at this
j. Lead agency. DASG-DC, Army OTSG
k. Support agency. TMA
Issue 595: Wounded Soldier Updates
a. Status. Active
b. Entered. AFAP XXII, Jan 06
c. Final action. No (Updated: Jun 06)
d. Subject area.Family Support
e. Scope. Army families are experiencing difficulty ob-
taining timely and accurate updates on their wounded Sol-
diers. Communication breakdowns and information de-
lays occur between the time of injury and arrival in