Community Member

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• Government Reform for Competition and Innovation Ideas

Ideas contributed by Community Member

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  Eliminate Unnecessary Calibration (and cost) of Army Equipment

  The Army National Guard spends Millions (at least) administering a program (Calibration/TMDE) which tests and calibrates special equipment which otherwise sits in storage. Calibration tests are recurring and range from every 6 months to once every two years. Damage to equipment occurs mainly when being transported to and from the calibration/test facility. Equipment is moved back and forth either by hand or insured ...more »

  The Army National Guard spends Millions (at least) administering a program (Calibration/TMDE) which tests and calibrates special equipment which otherwise sits in storage. Calibration tests are recurring and range from every 6 months to once every two years. Damage to equipment occurs mainly when being transported to and from the calibration/test facility. Equipment is moved back and forth either by hand or insured parcel post to in-state or out of state labs.

  I propose that the calibration on Army equipment (pressure gauges, torque wrenches, electronic measuring devices, etc) be reduced to: 1) a determined amount of equipment that is actually regularly used for training and recurring missions, 2) equipment that would be required for immediate use in disaster response (Chemical-Biological-Radiological-Nuclear, etc detection equipment).

  All other equipment should only be calibrated prior to a reserve unit being deployed with this equipment.

  This would reduce costs:

  -charged by one part of the government to another (US Army Anniston Alabama labs charge individual states for their services)

  -assocated multiple recurring shipping costs (often insured value over $10,000)

  -reduction of required full time work force performing "busy-work" testing equipment that is not used

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  Submitted by Community Member 2 years ago

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  Add Recurring Function Skills Tests for Reserve Military

  I propose that members of the Reserve military forces (National Guard/Reserves) be subject to recurring job specialty proficiency tests. This could be done either on a set time basis, or as part of the re-enlistment process. On initial entry or re-classification, each military member receives specialized training specific to the career field that they have chosen. Army schools (for example) provide the majority of this ...more »

  I propose that members of the Reserve military forces (National Guard/Reserves) be subject to recurring job specialty proficiency tests. This could be done either on a set time basis, or as part of the re-enlistment process.

  On initial entry or re-classification, each military member receives specialized training specific to the career field that they have chosen. Army schools (for example) provide the majority of this training, but also require “on-the-job” training to round-out the trainee’s knowledge.

  Without leadership and other co-workers staying up to date and proficient in their trade, this “on-the-job” training cannot be accomplished for the incoming employee. I therefore propose that each service member be required to take recurring tests to ensure that skills have been retained.

  Tests for the specific Military Occupational Specialty (“MOS” in the Army) that each employee is assigned should be updated regularly to include recent changes and procedures. This will ensure that long-time soldiers and leaders are keeping up-to-date with current equipment, procedures, etc.

  This will help keep our force (especially the Reserve Component) relevant. If a member cannot show that they can do their job, perhaps it is time for them to leave and clear the way for someone who can.

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  Submitted by Community Member 2 years ago

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  Military Publications Ordering - Add Checks & Balances

  Currently, National Guard organizations have almost unlimited access to order (offical government) publications (Equipment Technical Manuals, Training Manuals, Etc) in any quantity and with any frequency desired. This enables waste through duplicate ordering, and ordering publications not relevant to the unit's mission/equipment. Inexperienced publication system users are able to easily create erroneous massive ...more »

  Currently, National Guard organizations have almost unlimited access to order (offical government) publications (Equipment Technical Manuals, Training Manuals, Etc) in any quantity and with any frequency desired.

  This enables waste through duplicate ordering, and ordering publications not relevant to the unit's mission/equipment. Inexperienced publication system users are able to easily create erroneous massive orders which result in boxes upon boxes of irrelevant publications arriving on their doorstep.

  Many of these publications contain restricted information, and proper disposal becomes an additional cost.

  I suggest that the ordering of publications be reviewed and include visibility of order cost, as well as cross-checking publications ordered against equipment records to validate need and quantity.

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  2 comments for Idea: Military Publications Ordering - Add Checks & Balances

  Submitted by Community Member 2 years ago

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  Reduce Dual-Status Admin Job Employee Turnover Rate

  Many Military Technician (Federal Civil Service) “lower graded” jobs experience a high turnover rate. This high turnover increases training costs and reduces the organization’s productivity and continuity of operation. The main cause of turnover is due to the incumbent being hired to a greater paying position within the organization. I suggest removing the “Dual-Status” designation for these positions (mainly WG-05 through ...more »

  Many Military Technician (Federal Civil Service) “lower graded” jobs experience a high turnover rate. This high turnover increases training costs and reduces the organization’s productivity and continuity of operation.

  The main cause of turnover is due to the incumbent being hired to a greater paying position within the organization.

  I suggest removing the “Dual-Status” designation for these positions (mainly WG-05 through WG-07, GS-05 ), such as supply clerks, production controllers (in the equipment maintenance arena) to allow for dedicated civilians to apply for these positions. With a minimal amount of training, these positions can be filled by “off-the-street” civilians (with proper background checks, etc) who would not constantly be looking at higher graded positions within the system (since the other positions are all “Dual-Status” ).

  This will also provide for essential continuity when “Dual-Status” employees from the organization are deployed, away on military training, etc.

  Related Post:

  http://governmentreform.ideascale.com/a/dtd/120084-13060

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  Submitted by Community Member 2 years ago

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  Remove Annual Paid Military Leave for prior Mil Techs now AGR

  Army National Guard Military Technicians (Mil Techs) are members of the National Guard who work full-time in a Federal civil service capacity. Techs do not receive full active duty military pay and benefits. Mil Tech pay is based on the Wage-Grade (WG) and General Schedule (GS) federal pay scales. AGR (Active-Guard-Reserve) employees are military service members that belong to the reserve component, but work ...more »

  Army National Guard Military Technicians (Mil Techs) are members of the National Guard who work full-time in a Federal civil service capacity. Techs do not receive full active duty military pay and benefits. Mil Tech pay is based on the Wage-Grade (WG) and General Schedule (GS) federal pay scales.

  AGR (Active-Guard-Reserve) employees are military service members that belong to the reserve component, but work full time. They receive full active duty military pay and benefits.

  For Mil Techs, membership in the National Guard is a term of continuing employment. As this membership requirement exists, Mil Techs are provided 3 weeks paid vacation from work (120 hours military leave), in addition to regular leave, in order to meet their military obligations, which typically include a span of 2-3 weeks of continuous duty each year.

  In the instance of a Mil Tech voluntarily taking a AGR job, their Tech position (though vacant) is “held” for them for a period of time (5 years I believe.) During this (5 year) period, they still accrue and are paid for the 120 hours of military leave from the Tech pay system each year.

  I suggest removing this entitlement for employees who voluntarily take other full-time (AGR) positions. This equates to an average between $7500 - $20,000 per instance over the 5 year span. This money can be better used to help fund a “temporary” employee to fill the position that the employee voluntarily vacated (which otherwise remains unfilled until the 5 year period is complete.)

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  Submitted by Community Member 2 years ago

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  Stop Military Housing Allowance Overpayment

    AGR (Active-Guard-Reserve) employees are military service members that belong to the reserve component, but work full time.     Housing allowance (BAH) is paid, tax-free to these employees every month.  BAH is paid in addition to all othe r pay and allowances.  BAH payout is based on defined geographic areas (work location).     Many employees have actual housing costs that are much less than the payout.  In New York ...more »

    AGR (Active-Guard-Reserve) employees are military service members that

  belong to the reserve component, but work full time.

      Housing allowance (BAH) is paid, tax-free to these employees every

  month.  BAH is paid in addition to all othe r pay and allowances.  BAH payout

  is based on defined geographic areas (work location).

      Many employees have actual housing costs that are much less than the

  payout.  In New York City, employees are paid between an average of $2300 -

  $3200 PER MONTH, tax free, as housing allowance (in addition to basic

  salary).  Many of these employees live in another geographic area (commute to

  work), and pay less 50% of their allowance in costs, but collect the entire

  allowance.  This money is used as income, though it is not taxed.

      I suggest that BAH be paid on a voucher basis, requiring that payout be

  balanced against actual costs (mortgage payment receipts, rent receipts,

  etc).  Adding an additional 3 - 5 employees to monitor this system for each

  state's National Guard AGR force will easily save MILLIONS each year for EACH

  STATE and territory.

      This is not an attack at service-members benefits.  BAH is a housing

  allowance, not income for the employee.

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  2 comments for Idea: Stop Military Housing Allowance Overpayment

  Submitted by Community Member 2 years ago

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