This Another approach we are stressing is the direct procurement of non-commissioned and petty officers in the Guard and Reserve. administrative procedure permits the enlistment of individuals, whose civilian acquired skills are compatible with military skill requirements, at a pay grade higher than would normally be allowed. Although recruiting efforts have been intensified and some favorable results have been obtained by using incentives now available, the results have not been sufficient to meet requirements. We are proceeding with the development of additional incentives which can be used as tools for recruiting and retention. Moreover, we have included in the FY 1973 Budget funds to strengthen both local and national recruiting efforts by providing recruiting materials, offsetting the out-of-pocket expense of the people involved, and providing training which will enhance the ability of key people to perform their recruiting task. Many of the incentive proposals we have selected as promising the greatest help for Guard and Reserve manning have been introduced in one form or another by members of the Congress. For the items which require legislative action we are in the process of getting our legislative proposals, as well as reports on legislation which has been submitted to us for comment, to the appropriate committees of the Congress. As one example, we have supported a bill to provide equity for Guardsmen and Reservists in the area of medical, dental and death benefits. Among the other significant incentives being considered are: A proposal to establish a variable enlistment and selective A proposal to extend Serviceman's Group Life Insurance (SGLI) 74-696 - 72 - pt.2 - 11 - A proposal to allow Guardsmen and Reservists with 25 A proposal to allow persons who have completed all Our intent is to design a program which can be implemented on a phased basis, so that we can evaluate each incentive or other action before adding the next in order to determine relative effectiveness of each item as an aid to recruiting and retention. The pay raise is now in effect. Recruiting effort is being intensified within existing funds. As soon as sufficient experience has been gained with these ongoing programs, we shall be in a position to determine the required scope of follow-on programs such as the variable re-enlistment bonus. Evaluation of such a next step would provide a basis for proposing an enlistment bonus if this were needed as a supplemental incentive. Other portions of the program would be designed to be applied at appropriate times as implementation of the program proceeds. We are concerned with the early indications of shortfalls in strength of the Selected Reserves of the Guard and Reserve Components (45,000 below statutory strength minimums at the end of Calendar Year 1971, as shown on the following table). If this trend is not halted by higher pay and accelerated recruiting, then it will become necessary either to request authority for bonuses to stimulate Guard and Reserve enlistments or, as a last resort, to develop legislation which will allow us to draft people into the Selected Reserves. We are hopeful that the impact of the November and January pay increases, coupled with intensive recruiting and retention efforts in all the Reserve Components, will produce a reversal of the current strength trend. However, if the shortfalls continue, we must initiate action in the April-June period of this year to present legislation to the Congress for authorization to use bonuses. At the same time, we would have to initiate the necessary reprogramming and supplemental funding for FY 1973 to accommodate such a bonus. The possible use of a draft for the Selected Reserve of the Guard and Reserve may, as noted, become a necessity, but it is not considered such today. I believe that, if the incentives we are developing go forward and are implemented, we can attract adequate men and women volunteers for the National Guard and Reserve. I do not want to press for a draft authorization unless that becomes absolutely essential, and I do not think that it is at this point. Solving the manning problem is an essential element of our efforts to improve reserve readiness. Equally important, however, are improvements in the training we provide to Reserve and Guard units. Some units, particularly in the Army National Guard and Army Reserve, are experiencing difficulty in obtaining accessible sites for weekend readiness training. But our mobilization capability is being enhanced by increased participation in realistic mission training and closer association with active force units. Army National Guard and Army Reserve During the past year, the Army has initiated a program to provide Reserve Component units access to modern equipment, current doctrine and training facilities through association with Active Army units. The Reserve Component unit will still need its full complement of combat serviceable equipment, but the Reserve/Active association will permit personnel to become familiar with newer and more up-to-date types of equipment that are not yet available to the Reserve Component unit. The Active Army also benefits by receiving maintenance support and services from Reserve Component units which would not otherwise be available. An example of this advantage is provided by three National Guard Transportation Aircraft Repair Shops (TARS) which perform maintenance on Army aircraft on a full-time basis, using technicians and other National Guard personnel. These shops repair and rebuild aircraft for both the Active Army and the Reserve Components, but receive their workload through Active Army channels. A high proportion of aircraft returning from overseas is rebuilt at these facilities. Another interesting approach is to integrate the Reserve Component unit with the Active unit. The practical application of this concept was implemented last year when three Army Guard tank and two Army Guard mechanized battalions were associated closely during their annual training with the 1st and 2nd Armored Divisions at Fort Hood, Texas. The experiment appears to have worked satisfactorily. This past summer the arrangement not only was repeated, but it was also expanded by having the 72nd Mechanized Infantry Brigade (Texas) train concurrently with the experimental 1st Cavalry (TRI-CAP). In addition to these efforts, we are also pursuing more limited forms of association. Units which have achieved company level readiness in Army training tests may participate in active Army exercises in order to measure their capabilities against those of active units. Moreover, the Continental Army Command has implemented a program in which company-size Reserve Component units conduct training with Army units at nearby active installations. The Army Materiel Command is pursuing a similar program for Reserve Component combat service support units. In May We are looking at other approaches to Reserve training. of last year, we directed that a comprehensive review of Reserve Component missions, programs, and manpower levels be made. A joint. Service study group completed the review on July 15, 1971. For the Army, thirty-three concepts were identified which showed promise as means of improving Army Reserve Component readiness and Total Force capability. The Army is in the process of developing the program, schedule, and related cost data for the concepts to be tested and evaluated. Naval Reserve and Marine Corps Reserve During the year, the Naval Reserve attack air squadrons completed their reorganization into two combat-oriented Reserve Air Wings. This past summer these units deployed as full wings aboard Active Navy aircraft carriers, logging more than 1,700 jet landings without accident and attaining, for the first time, measurable levels of combat readiness attested by operational readiness inspections. Naval Air Reserve anti-submarine warfare units also were reorganized into two ASW groups and 12 fleet-sized patrol squadrons. The ASW carrier groups, like the attack wings, conducted extensive operations during the summer, logging more than 2,000 carrier landings and receiving a fleet evaluation of "Excellent." Members of the patrol squadrons received both training and operational experience as a result of participation in Active Navy operations. One squadron deployed to Okinawa for two weeks in support of Western Pacific commitments. Others rotated crews to Rota, Spain, throughout the summer to furnish support for 6th Fleet surveillance efforts while accomplishing their two-week active duty for training. |