TRADOC Pam 525-3-7-01 - TRADOC - U.S. Army

TRADOC Pam 525-3-7-01out individuals with unwanted attributes. In the future, this aspect will become more critical toour ability to staff the Army. Examples of current screening out tools include the ArmedServices Vocational Aptitude Battery testing,background checks, or verification of certainmedical conditions. Screening-in tools allowindividuals to enlist who typically do not meetinitial entry criteria, but show potential throughadditional testing. Current examples of this typeof screening in testing include assessment ofrecruit motivation and strength, assessment ofindividual motivation, and March 2 Success, apreparatory program to help improve test scorescomponent of the Tier Two Aptitude Study.These and other tools emerging from research andtesting will help the Army to overcome some of the socio-demographic factors introduced earlier.Many current screening tools reflect requirements and ideas from past recruiting needs andpolicies. It is clear that the Army must update these tools to reflect future needs.Adaptive and Alternate Training ProcessAn adaptive and alternate training process will assist the Army in meeting staffingrequirements. Adaptive training tailors to individuals with different developmental needs.Alternative training programs are those not in the normal institutional Army setting. Someexamples of these alternatives include attending civilian community college in lieu of IET,March 2 Success, Armed Services Vocational Aptitude Battery prep school, and physical fitnesstrainers in the Future Soldier Training Program. Programs like these develop individuals to meetinitial Army standards prior to accession onto active duty.Other OptionsIn order to accommodate an ever-changing society, the Army should consider tailoring itsincentive packages to a cafeteria-style approach. Offering a combination of monetary and nonmonetaryincentives where applicants can choose from bonuses, health care, sabbaticals, andtelecommuting opportunities that best fit their situation is a good human relations practice in thecivilian sector. Incentives that can assist families and that transfer to survivors will also beattractive alternatives.Refining traditional incentives to meet future needs will allow the Army to compete forqualified individuals. For example, initial enlistment bonuses channel individuals into the correctMOS, especially high demand and low density positions.Efforts to make enlistment an interactive process giving individuals greater control over theirchoices will continue to be an important tool for the future. Current initiatives include ArmyCareer Explorer, the SGT STAR avatar, 163 and the Future Soldier Remote Reservation System.Within five years, the Army hopes to develop a system that allows individuals to apply for Armyservice on line.155