Unit Strength Management Plan - Retention
Program
There are actions unit leaders can take through policies, procedures and processes that help them
meet strength objectives by reducing losses. These can be collectively grouped as the Unit
Retention Program.
The key players who influence the effectiveness of the Unit Retention Program are:
Commander Full Time Support Personnel
First Sergeant Unit Retention NCO
Platoon Sergeants Command Retention NCO
First Line Leaders Unit RRNCO
The minimum requirements for a successful Unit Retention Program are:
Extension interviews: The objective of these interviews is to assist soldiers in making sound
career decisions. Commanders are responsible to ensure 100% of all extension interviews occur
in a timely manner. Leaders must conduct the following interviews as scheduled (Comments
from all interviews will be entered on the Retention Data Card):
270 days from ETS Unit Retention NCO (Identify impediments)
180 days from ETS First Line Leader (Focus on team spirit)
90 days from ETS Platoon Sergeant (Advancing ARNG career)
60 days from ETS First Sergeant (Complete DA Form 4836)
30 days from ETS Commander (A thanks for staying or last effort to retain)
ETS Rosters: Units receive periodic ETS rosters through normal administrative channels listing
soldiers who are approaching their ETS date. They can use these to develop a suspense system
for interviews. The system is an absolute must to reach 100% of required interviews. In
addition, unit administrative personnel can develop rosters locally using the Unit Personnel
System (UPS).
Extension motives: Soldiers have their own motives for serving in the ARNG. Leaders in the
chain-of-command must uncover these influences and use their position of authority to meet or
exceed the soldiers expectations.
Things we should consider to help us retain qualified soldiers are:
ARNG features and benefits – see the Guard Benefits section of this guide.
Current retention incentives (bonuses) – see your RRNCO for current list and
qualifications.
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