A culture shift driven by the new threat environment, along with improvements in medical readiness, reductions in the number of nondep
Deploying with a force that included active-duty, Army National Guard and Army Reserve soldiers highlighted the “continued strength and mutual dependency” of the total Army, a senior Army leader said.
“It was such a joy to be able to integrate [them] into our force structure, and to have our soldiers and units that are normally assigned to us learn from their example,” said Col. Patrick Sullivan, commander of the 20th Engineer Brigade, during a recent media roundtable at the Pentagon.
The Army should focus on deploying smaller National Guard and Army Reserve units, which are quicker and easier to train, alongside active-duty troops if the service is called upon to quickly mobilize for a major conflict overseas.
A recent RAND Corp. report found it would take too much time to get larger reserve component formations—such as brigade combat teams or combat aviation brigades—properly mobilized and trained during the earlier periods of a conflict or contingency.
The Army is likely to continue a pilot program that pairs active-duty and reserve component units to build readiness and strengthen unit cohesion across the force, the new director of the Army National Guard said.
The Associated Units Program, launched in 2016, was designed to test whether combining units across the components would increase readiness and improve relationships and unit cohesion.
The pilot program was to run for three years, with senior Army leaders set to decide on the program by Sept. 30.
Why do so many command team and leadership vacancies exist in the U.S.
The Association of the U.S. Army is supporting legislation that would give tax credits to the employers of National Guard and Reserve members.
Under the Reserve Component Employer Incentive, Compensation and Relief Act, an employer would get a $1,000 tax credit for each employee who is a member of the Guard or Reserve, plus an additional credit of up to $10,000 for any employee who is activated for 30 days or longer in a tax year. The maximum credit would apply for activations of 180 days or longer.
Being ready to fight is part of the Army Reserve’s mission but relying on civilian employers to share their workforce talent requires balance—and possibly fiscal incentives, the Reserve’s top commander said.
“There should be a conversation out there about whether or not there are ways we can think about it as a matter of tax policy,” Lt. Gen. Charles D. Luckey, chief of Army Reserve and commanding general of the U.S. Army Reserve Command, said in remarks at an April 23 breakfast hosted by the Association of the U.S. Army’s Institute of Land Warfare.
The Association of the U.S. Army has joined six other organizations to get congressional support for the reserve component, including expanded health care coverage, eliminating equipment shortfalls and an increase in full-time personnel support.
Army Reserve soldiers, families and civilians will soon be able to stay up to date on all things Reserve with the touch of a finger.
The “Double Eagle” app, the Reserve’s first, will be released later this month during a “Yellow Ribbon Reintegration Program” two-day event for soldiers and their families in Boston.
Targeted programs and incentives have helped the U.S. Army Reserve get on track to meet this year’s recruiting goal, and retention is “better than we’ve done in years,” said Lt. Gen. Charles D. Luckey, chief of the Army Reserve and commander of the U.S. Army Reserve Command.
At just under 190,000 soldiers, the U.S. Army Reserve is below its authorized strength of 199,500, but “doing better than we were four or five months ago,” he said, and “about right on the mark” with efforts to recruit new soldiers.