Adjutant General's Corps Regimental Association

Sustainment Talent Management

The introduction of the Army Talent Alignment Process and Assignment Interactive Module 2 brought the Army’s talent management system into the 21st century. Officers and warrant officers are given every assignment option available to them during their movement window along with the ability to market themselves for potential, future assignments based off their own preferences for the first time ever. While the system is working and providing great results for both the individuals and the units, the III Armored Corps senior Sustainer, BG Ronald Ragin, Commander, 13th Expeditionary Sustainment Command, noticed sustainment talent was being pooled in specific units across Fort Hood while others were struggling to accomplish critical missions and maintain sustainment readiness.

Senior logisticians from III Corps G4, 13th Expeditionary Sustainment Command (ESC), 1st Cavalry Division, and other units across Fort Hood listen as COL March Callis, 13th ESC Chief of Staff, provides tiered assessments for officers in 13th ESC.

BG Ragin’s answer to filling these gaps across Fort Hood while also maintaining III Armored Corps as a people-centric organization was to create the Sustainment Talent Management Center (STMC). Starting in November 2020, O6s in the Adjutant General, Finance, Logistics, and Medical Services branches and sustainment CW5s across Fort Hood meet bi-annually to discuss the talent management of field grade officers and warrant officers in their respective branches. Separate conferences are held for each officer branch and chaired by these senior personnel who can impact change. Each conference is scheduled to fall in line with the Army movement cycles in order to influence requisitions and ensure critical positions are filled.

Deliberate and candid discussions regarding the performance and potential of each person results in a color-coded assessment of each field grade sustainer on Fort Hood.

Using color-coded visuals

Panel members walk into the STMC and for the first time have the ability to clearly see all field grade officers and warrant officers in their branch and what positions they hold. Large magnets that include Rank, Name, Branch, Year Group, YMAV, Key Developmental Time Status, Gender, and Race are aligned for officers by unit and for warrant officers by MOS. This visual concept allows panel members to easily point out areas of concern (i.e. high turnover, pooling of high/low performers, etc.) and ensure each unit is given a diverse selection of personnel. Each panel member speaks on behalf of their subordinates in their unit or branch and conducts tiered leader assessments using color-coded magnets with the following guidelines:

Tier 1— Individuals are officers and warrant officers who are performing on a level well above their peers and whose performance is indicative of those that have the potential to command at the battalion-level and above. The best predictor of future performance is past performance. Leaders on this track complete their key development jobs and then are recommended for further broadening opportunities within the larger sustainment enterprise (i.e. Chairman of the Joint Chiefs of Staff internship, fellowships or joint assignments).

Tier 2— Individuals are those officers and warrant officers who have the potential to perform at higher levels; however, they require additional developmental time and investment. This is accomplished through a diversity of assignments to gain experience, or through intensive coaching, teaching, and mentoring by the senior sustainers on the installation. The goal is to provide the leader with the tools necessary to enable a higher level of performance and a broad base of experience.

Tier 3— Individuals are those officers and warrant officers who are not performing at the levels indicative of their current grade and level of responsibility. They are the focus of intensive coaching, mentorship, and counseling. They will be given the opportunity to complete key developmental assignments for their grade and level, however, opportunities on the installation may be limited due to performance. Field grade officers identified as Tier 3 are encouraged to seek guidance and mentorship from the senior sustainer.

Chief Warrant Officers Five from across Fort Hood assemble to deliver candid and frank tiered assessments on field grade warrants’ performance and potential.

Following the panel assessments, the board evaluates the sustainment effects across the installation or operationally (i.e., low performance at a CTC rotation or excellent maintenance management) and the Senior Commander’s priorities. This assessment will ascertain whether or not we have an imbalance of talent within any formation. The color-coded evaluation allows for a quick, visual indicator of imbalances across the installation while the peer-regulated process prevents the pooling of talent. Panel members also discuss any recommended moves or swaps. Recommendations of field grade slate updates are then submitted to III Armored Corps G1 with concurrence from the losing and gaining units.

The color-coded evaluation allows for a quick, visual indicator of imbalances across the installation while the peer-regulated process prevents the pooling of talent.

Lastly, the panel then looks at the individual developmental needs of those lower performing officers and warrant officers utilizing the baseball card and Soldier Record Brief. The panel attempts to provide the assessed leaders with the right balance of experiences and broaden their knowledge bases through Fort Hood’s unique diversity of assignment opportunities. BG Ragin and the senior officer or warrant officer in each assessed category set up office calls to open communication with the lower performers and determine what they can do as senior leaders to assist that officer or warrant officer in moving towards becoming Tier 1.

Each discussion is privileged and the color-coding is sanitized at the conclusion of each board. One of the main goals of the STMC is to groom officers who are falling behind and coach them to Tier 1 through assignment placement and mentorship, ultimately getting the right person, in the right position, at the right time. Metrics and data-overloaded products can get commanders only so far. Senior leaders must be engaged in managing the individual talent of each leader they hire.

To date, 355 field grade officers and warrant officers have been individually assessed at the STMC, impacting every unit on Fort Hood, and ensuring People First.

This article was contributed by CW2 Donna M. Pegues, Strength Manager and PAS Chief for the 13th Expeditionary Sustainment Command

In Memoriam – Buddy Kelly

AG Community saddened by the loss of a great warrior and leader

Newport News, Virginia — On Sunday, March 28, 2021, we lost a great warrior of the Adjutant General’s Corps, and an even better comrade. Colonel (retired) James C. (Buddy) Kelly passed away at 75 years old in Newport News, Virginia.

Read more

Update, 9 August 2019

1. INVITATION TO CHANGE OF RESPONSIBILITY CEREMONY FOR CHIEF OF STAFF OF THE ARMY AND SERGEANT MAJOR OF THE ARMY. The Honorable Ryan D. McCarthy, Acting Secretary of the Army, will host a Change of Responsibility ceremony from GEN Mark A. Milley, 39th Chief of Staff of the Army, to GEN James C. McConville, 40th Chief of Staff of the Army, and from SMA Daniel A. Dailey, the 15th Sergeant Major of the Army, to CSM Michael A. Grinston, the 16th Sergeant Major of the Army, on Friday, 9 August, at 9:30 a.m. Eastern Daylight Time (EDT), at Summerall Field, Joint Base Myer Henderson Hall. This event is open to all Army personnel and Family members, and it will be live streamed. For Army personnel worldwide who would like to view the ceremony, the NIPRNet DVIDS Viewing URL is as follows.

2. MEDICAL OPERATION DATA SYSTEM (MODS) COMMAND MANAGEMENT SYSTEM (CMS) OFFLINE DATES AND IMPACT. From OTSG: NOTICE:  Users of CMS, IDES, and MRAT Modules in MODS. On 9 Aug 2019, the CMS in MODS will go off-line, to include the Medical Readiness Assessment Tool (MRAT) and Integrated Disability Evaluation System (IDES) dashboard.  The MRAT and the IDES information in the Commanders Portal will also become unavailable to users on 9 August.

3. SIMPLE TROUBLESHOOTING TIP FOR IPPS-A USERS. From the IPPS-A Help Desk: One of the first steps that users should try when troubleshooting IPPS-A access is to clear your cache and cookies. Graphic and instructions provided at the following link.

4. TACTICAL PERSONNEL SYSTEM (TPS) SUPPORT GROUP, JOINT PERSONNEL DATA (JPD) DISTRO. From HRC Personnel Accountability Branch: Due to AKO’s transition to AKO 2.0 we are no longer able to distribute the monthly JPD on AKO, Until notified otherwise, the TPS support group will forward  monthly JPD data files to requesting TPS authorized users vie ARMDEC. The Master, Service Master keys and Passphrases will continue to be distributed upon request.

5. iPERMS DOCUMENTS REQUIRED FOR FILING, A/O 7 AUG 19. From the iPERMS Team:  Posted at the following link is the new quarterly update of documents filed in iPERMS.

6. USARC OPORD 19-089, IPPS-A MILPAY FUNDAMENTALS TRAINING FOR HUMAN RESOURCES (HR) PERSONNEL. The implementation of IPPS-A Increment II, via releases 2 through 4, will drive a transfer of MilPay responsibilities within the USAR.  By release 4, IPPS-A will integrate personnel and pay functionality into one enterprise level system. HR professionals will assume full ownership of personnel and MilPay activities to include MilPay processing, customer service, reporting, metrics and audit readiness. This OPORD directs that, NLT 30 Sep 21, designated USAR HR professionals will complete MilPay Fundamentals Training (MFT) via Instructor Led Training (ILT) at designated installations or distance learning (DL) to prepare for new MilPay responsibilities for IPPS-A Release 4.

7. FY19 LTG ELLIS D. PARKER AWARD. The United States Army Aviation Center of Excellence (USAACE) is soliciting nominations for the FY19 LTG Ellis D. Parker Award. The Parker Award, a Department of the Army level award, recognizes excellence at the battalion level, the primary war fighting Army Aviation force. The award is open to Active, Reserve, and National Guard Aviation units. The period of achievement is 1 October 2018 to 30 September 2019. Visit the following link for specifics.

8. (NEW!!) ARMY RESERVE FLAG SNAPSHOT – JULY 2019. The Army Reserve Flag snapshot for the month of July is attached.  Commands can access their specific flag data in RCMS inside Rucksack under the Shared Reports option.

9. NEWLY PUBLISHED DD FORM 2808 (REVIEW OF MEDICAL EXAMINATION). From OTSG: Newly published DD Form 2808 (Review of Medical Examination) is available for download.

10. Army Reserve Pay Messages.

a. ARMY RESERVE PAY MESSAGE 19-20, (CORRECTED) FISCAL YEAR 2019 DRILL LIMITS. The purpose of this message is to remind units that with the end of FY 19 fast approaching Commanders must ensure that Soldiers are not permitted to perform Inactive Duty Training that would cause them to exceed FY limits. Drill limits for FY 19 are provided at the following link.

b. ARMY RESERVE PAY MESSAGE 19-21, JUL 2019 UNIT PAY REPORTS. The Jul 2019 Unit Commander’s Pay Management Report (UCPMR) and the Jul 2019 Master Military Pay Account (MMPA) 2405 reports are available in RLAS for downloading.

11. Recently published Army Directives (AD) and All Army Activity (ALARACT) messages. New ALARACTs and ADs are also posted on APD at the following link.

a. ARMY DIRECTIVE 2019-25, ESTABLISHMENT OF THE OFFICE OF THE CHIEF ARMY ENTERPRISE MARKETING, 1 AUG 19. On 30 May 2019, the Army Marketing and Research Group was redesignated as the Office of the Chief Army Enterprise Marketing and, effective 1 August 2019, it relocated from the National Capital Region and Fort Knox, Kentucky, to Chicago, Illinois. The Office of the Chief Army Enterprise Marketing will coordinate the Army’s national marketing and advertising strategy, develop and maintain relationships with the marketing and advertising industry, and develop marketing expertise and talent to support the Army.

b. ALARACT 054/2019, IMPENDING CHANGES TO AR 750-1, SINGLE VIEWER FOR ARMY’S INTERACTIVE ELECTRONIC TECHNICAL MANUALS (IETMS), DTG: R 021606Z AUG 19. The purpose of this message is to inform the Army community of the pending major revision to the Army Materiel Maintenance Policy (AR 750-1), which is expected to be published no later than December 2020. The expected change will mandate use of the Interactive Authoring and Display System (IADS) as the Army’s single viewer for all electronic manuals. The Electronic Maintenance System (EMS) viewer and other web-based viewer systems currently in use are expected to sunset no later than October 2023.

12. Recently published Military Personnel (MILPER) messages and Military Pay E-Messages.  All MILPER messages are available on the HRC MILPER web page at All Military Pay E-Messages are available on the DFAS website at

a. MILPER MESSAGE 19-241, GUIDANCE ON THE CREATION AND IMPLEMENTATION OF A NEW SUSPENSION OF FAVORABLE ACTION (FLAG) CODE, FLAG CODE “R” AND RETENTION WAIVERS FOR ADMINISTRATIVELY NON-DEPLOYABLE SOLDIERS, ISSUED: [8/6/2019 5:32:46 PM]. This MILPER provides interim guidance on the implementation and use of a new suspension of favorable actions (flag), flag code “R- Admin Non-Deployable Retention Policy for Administrative Non-Deployable Soldiers”, and also provides guidance on retention waivers for Soldiers who are non-deployable for administrative reasons (not medical or legal). This guidance applies to all Soldiers of the Regular Army, Army National Guard of the United States, and the U.S. Army Reserve. See the message for specifics.

b. MILPER MESSAGE 19-240, ACCEPTANCE AND WEAR OF THE NORTH ATLANTIC TREATY ORGANIZATION (NATO) MEDAL FOR NATO MISSION IRAQ, ISSUED: [8/6/2019 10:45:54 AM]. The Office of the Assistant Secretary of Defense (Manpower and Reserve Affairs) has announced the acceptance and wear of the North Atlantic Treaty Organization (NATO) Medal for NATO Mission Iraq, effective 4 June 2019.  The period of award is from 25 September 2018 to a date to be determined. Soldiers must have met NATO Medal eligibility criteria and been awarded the medal by NATO Headquarters or a NATO Theater Commander who has been delegated award authority.

c. MILPER MESSAGE 19-242, RELEASE OF THE FISCAL YEAR 2019 (FY19) RESERVE COMPONENT (RC), ARMY RESERVE ACTIVE GUARD RESERVE (AR AGR) AND ARMY RESERVE NON-ACTIVE GUARD RESERVE (AR NON-AGR) AND ARMY RESERVE NATIONAL GUARD OF THE UNITED STATES (ARNGUS) MAJOR (MAJ), ARMY MEDICAL DEPARTMENT (AMEDD), COMPETITIVE CATEGORIES, PROMOTION SELECTION BOARDS, ISSUED: [8/7/2019 2:38:46 PM]. This message announces the release of the FY19, Reserve Component, Major, Army Medical Department, Competitive Categories, Promotion Selection Boards. The Prepositioning Release date is 8 Aug 19.  This information is “CLOSE HOLD” until the official release date.  The official promotion lists will be released at 0730 hours EDT, 13 Aug 19.

13. S1NET MEMBER REQUESTS. The following requests for assistance have been made by S1NET members.  If you can help those requesting assistance, please do so.

a. JOINT EVALUATION TRACKING QUESTION. “I’m part of a joint office who needs to track evaluations from multiple services (Army, Navy, Air Force, Marines and Coast Guard).  Does anyone have any techiques, processes, or systems for doing this successfully?”


a. FORSCOM WIAS HIGH PRIORITY POSITIONS, UPDATED A/O 29 JUL 19. The positions at the following link are considered a priority fill above all of our other requirements due to their overdue status, and we will accommodate a minimum 30 day reporting window for all positions listed. IAW regulatory guidance, we may accept applicants outside of the grade requirements listed i.e. E4 for E5, O4 for O3, etc. Tour lengths may be negotiable depending on the mission (i.e. 365 broken down to 180) and theater concurrence.

15. ARNG/USAR POSITIONS/JOBS AVAILABLE.  S1NET members have posted the following RC position/job vacancy information.  For a listing of all USAR primary vacancies (updated weekly) visit Units/commands who wish to post vacancies on S1NET may do so by following the instructions posted on the front page of the Job Announcements topic at the following link. Those posts which are in the correct location and which are posted in accordance with the instructions provided will be included in a future S1NET Message Summary.