Wolfpack News

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WOLFPACK NEWS Vol. 4, No. 2 U.S. Army Recruiting Battalion Milwaukee 2Q, 2012 Bowl Propels Local COIs Into Action PHOTO BY 3RD RECRUITING BRIGADE Col. Michael Hauser, 3rd Army Recruiting Brigade commander; and Lt. Col. Joe Martin, U.S. Army Golden Knights commander, motivate Kevin Herrling, Appleton North High School athletic activities director, as he prepares for a tandem jump 14,000 feet above San Antonio. Herrling participated in activities leading upto the U.S. Army All American Bowl Jan. 7, 2012. by Jorge Gomez Public Affairs Specialist Radio show host Earl Ingram has a new partner in his campaign to improve the lives of young men and women in Milwaukee. He used to say “the Army builds men” and not much more. That was before his experience at the U.S. Army All American Bowl in January. Activities director Kevin Herrling, Appleton North High School, once thought the Army was a fall back option for youth only after exhausting college offers. He didn’t know the Army also has a rigorous admissions process. That was before he met with Army brass at the nation’s premier high school football game in San Antonio. Ingram and Herrling were nominated by the Milwaukee Recruiting Battalion to attend the All American Bowl and participate in activities leading to the game. One of those was jumping out of an airplane with the Golden Knights. “It was outstanding. One of the coolest experiences I’ve had. It was far out of my comfort range and it brought me a sense of accomplishment,” Herrling said. Ingram has invited the Golden Knights to his show on Milwaukee’s 1290 WMCS Radio AM in the summer. He said he wants to communicate the message to young men and women that the Army is a way to realize one’s dream. Ingram’s interactions with Recruiting Command’s deputy commanding general and other senior leaders at the All American Bowl led him to see the Army in a different light. “Seeing a (black) man and woman who have risen to that level of success shows diversity in the Army. That doesn’t exist as much in the private sector. The Army represents the human family. The military can say that more than any other (institution) in this country,” Ingram said. Herrling is also able to say things about the Army he had not imagined. “The Army is a lot more selective. (The requirement) to pass the ASVAB leaves very few qualified individuals,” Herrling said. He knew the Army would help Soldiers pay for college once they leave the service, but he wasn’t aware of the Army’s lifelong commitment to professionally develop Soldiers. Continuous military training and academic education are basic to Soldiers who make the Army a career. As a result of his Army experience, Herrling said he is going to work on changing school officials’ outdated attitudes toward the Army. “We tend to push kids to college almost exclusively,” Herrling said. “The Army is one of many good options to kids and we do them a disservice if we don’t offer them a broad array of options. I have no qualms about steering kids in that direction based upon what I saw and what I learned there (in San Antonio).” The All American Bowl allowed the U.S. Army to enhance its connection with America, specifically teachers, students, parents and coaches, said Lt. Col. Frank P. O’Donnell, Milwaukee Recruiting Battalion commander. “The positive results of sending leaders like Ingram and Herrling to the All American Bowl confirm the importance we placed on sending the right individuals to this Army event,” O’Donnell said. “We trust that the knowledge and experience they gained about the Army will make them not only informed leaders, but active partners in our mission to extend opportunities to young men and women.” Editor’s note: The U.S. Army All American Bowl offers an opportunity for center commanders to win the support of community leaders. Now is the time to survey communities to identify uncommitted key leaders to nominate for the 2013 U.S. Army All American Bowl. The call for nominations starts in late summer.

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Wolfpack News informs the recruiters, leaders, civilian staff and family members of the Milwaukee Recruiting Battalion of its quarterly activities and upcoming events. It provides Army-wide news and family-readiness news; and publishes quarterly recognitions. Senior recruiters and leaders provide contributing articles for the professional development of Soldiers.

Transcript of Wolfpack News

Wolfpack NeWs Vol. 4, No. 2 U.S. Army Recruiting Battalion Milwaukee 2Q, 2012

Bowl Propels Local COIs Into Action

Photo by 3rd recruiting brigadeCol. Michael Hauser, 3rd Army Recruiting Brigade commander; and Lt. Col. Joe Martin, U.S. Army Golden Knights commander, motivate Kevin Herrling, Appleton North High School athletic activities director, as he prepares for a tandem jump 14,000 feet above San Antonio. Herrling participated in activities leading upto the U.S. Army All American Bowl Jan. 7, 2012.

by Jorge gomezPublic Affairs Specialist

Radio show host Earl Ingram has a new partner in his campaign to improve the lives of young men and women in Milwaukee. He used to say “the Army builds men” and not much more. That was before his experience at the U.S. Army All American Bowl in January.

Activities director Kevin Herrling, Appleton North High School, once thought the Army was a fall back option for youth only after exhausting college offers. He didn’t know the Army also has a rigorous admissions process. That was before he met with Army brass at the nation’s premier high school football game in San Antonio.

Ingram and Herrling were nominated by the Milwaukee Recruiting Battalion to attend the All American Bowl and participate in activities leading to the game. One of those was jumping out of an airplane with the Golden Knights.

“It was outstanding. One of the coolest experiences I’ve had. It was far out of my comfort range and it brought me a sense of accomplishment,” Herrling said.

Ingram has invited the Golden Knights to his show on Milwaukee’s 1290 WMCS Radio AM in the summer. He said he wants to communicate the message to young men and women that the Army is a way to realize one’s dream.

Ingram’s interactions with Recruiting Command’s deputy commanding general and other senior leaders at the All American Bowl led him to see the Army in a different light.

“Seeing a (black) man and woman who have risen to that level of success shows diversity in the Army. That doesn’t exist as much in the private sector. The Army represents the human family. The military can say that more than any other (institution) in this country,” Ingram said.

Herrling is also able to say things about the Army he had not imagined.

“The Army is a lot more selective. (The requirement) to pass the ASVAB leaves very few qualified individuals,” Herrling said.

He knew the Army would help Soldiers pay for college

once they leave the service, but he wasn’t aware of the Army’s lifelong commitment to professionally develop Soldiers. Continuous military training and academic education are basic to Soldiers who make the Army a career.

As a result of his Army experience, Herrling said he is going to work on changing school officials’ outdated attitudes toward the Army.

“We tend to push kids to college almost exclusively,” Herrling said. “The Army is one of many good options to kids and we do them a disservice if we don’t offer them a broad array of options. I have no qualms about steering kids in that direction based upon what I saw and what I learned there (in San Antonio).”

The All American Bowl allowed the U.S. Army to enhance its connection with America, specifically teachers, students, parents and coaches, said Lt. Col. Frank P. O’Donnell, Milwaukee Recruiting Battalion commander.

“The positive results of sending leaders like Ingram and Herrling to the All American Bowl confirm the importance we placed on sending the right individuals to this Army event,” O’Donnell said. “We trust that the knowledge and experience they gained about the Army will make them not only informed leaders, but active partners in our mission to extend opportunities to young men and women.”

Editor’s note: The U.S. Army All American Bowl offers an opportunity for center commanders to win the support of community leaders. Now is the time to survey communities to identify uncommitted key leaders to nominate for the 2013 U.S. Army All American Bowl. The call for nominations starts in late summer.

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Wolfpack News is an authorized publication for members of the United States Army Recruiting Battalion Milwaukee.

Commander: Lt. Col. Frank P. O’DonnellChief, A&PA: Pat GrobschmidtEditor: Jorge Gomez Circulation of publication is 250.

Contents of Wolfpack News are not necessarily the official views of, or endorsed by, the U.S. Government, or the Department of the Army.

The editorial content of this publication is the responsibility of the U.S. Army Recruiting Battalion Milwaukee public affairs officer.

Mailing address:

U.S. Army Recruiting Battalion MilwaukeeAdvertising & Public Affairs 11100 W. Liberty Dr., Suite 200 Milwaukee, WI 53224

(414) 577-2521e-mail: [email protected]

by Lt. col. Frank P. o’donnellCommander

First of all I want to thank the Soldiers and civilians of the Wolfpack Battalion for being year-to-date through second quarter for both Army Reserve and Regular Army enlistments. Great job!

We overcame challenges with mission adjustments and implementation of Live Scan as we transitioned to small

unit recruiting and integrated a large number of new Soldiers into the Wolfpack. This is a testament to our ability to adapt and accomplish the missions we are assigned.

For the remainder of the year we need to focus on our potential, not on an assigned mission number. We cannot lose momentum as summer approaches. In fact, it is time to exceed our mission objectives. This starts with enforcing prospecting requirements. Keep the funnel full.

We will continue transformation and implement SUR. With this transformation, we are consolidating some of our smaller facilities into larger centers and reorganizing personnel and functions. SUR

requires creative approaches to problem solving and adjustments to the way we execute recruiting operations. SUR still embraces the team concept and the ability to leverage individual Soldier talents to accomplish the station mission. Ask for referrals from applicants, Future Soldiers, troop program units and centers of influence. Increased referral activity will help us meet mission as we consolidate.

This is our last chance to engage faculty and influencers and to get after high school seniors before they graduate. Our actions will shape operations for the remainder of the school year and set us on a strong start when students return in September. Coordinate now to deliver large presentation checks (RPI 908) to Future Soldiers at award banquets or school assemblies. Contact schools to increase participation in the U.S. Army Reserve National Scholar Athlete Award program. Do not let this opportunity pass. All of us must be scripted and rehearsed to send the right message, especially with parents and faculty – they will be our long-term influencers when we do this right.

The Wolfpack Battalion continues to improve its performance for fiscal year 2012 and we will continue to adapt through a flexible and agile mindset. Our Army depends on us to do so. Do the right thing – always. Reserve first. Take 5 for safety. Thanks again for all you do. I will see you at the top!

Last chance to optimize School contacts

NCOs Strive for Excellence, Not Mediocrityby command Sgt. Maj. anthony bowersCommand Sergeant Major

As second quarter ends, Milwaukee Recruiting Battalion has gone through its share of growing pains but we have persevered. The battalion has steadied the course in spite of a significant turnover of personnel. We are currently year to date for the Army and Army Reserve. The battalion commander and I

know that these accomplishments are due to the hard work every Soldier and civilian puts forth.

Small unit recruiting is one of the biggest changes that Milwaukee Battalion has undergone so far this fiscal year. We have done a great job as a collective group overcoming the obstacles that have surfaced as we continue transforming.

We still have a lot of room for improvement. The battalion continues to recruit to our mission — that infamous number on the wall, rather than to our potential. We have the ability to overproduce each month but our work ethic shows otherwise. We seem content just to make mission. Some even seem to be OK not to achieve the mission. Although this is not a common sentiment among our Soldiers, it is disturbing that any Soldier would think in that manner.

Every Soldier is responsible for contributing to mission

success. Noncommissioned officers are responsible to fulfill not only their individual duties but also to ensure their teams and units are successful. We need to exert maximum effort to provide the strength of the U.S. Army.

As NCOs, we are accountable for our actions toward our fellow Soldiers, leaders, our unit and the U.S. Army. We hold ourselves accountable to the basic tenets of the NCO creed. We can never forget that being an NCO is all about selfless service and understanding that your needs are secondary to those you lead.

Being an NCO also means we are accountable and responsible for our Soldiers’ welfare, their conduct and their abilities. Our Soldiers will become more confident through training, motivation and direction. We are a proud corps and we should always act as such.

Below is an excerpt from “The Year of the NCO” campaign:Today’s NCO must lead by example, train from experience,

maintain and enforce standards, take care of Soldiers and adapt to a changing world.

Today’s NCOs are accomplished military professionals who have combined civilian and military educational opportunities to become the Army’s preeminent body of leadership. NCOs are known as the “backbone of the American Army” and are the standard keepers for the military - training, leading, coaching and mentoring Soldiers.

Remember our two basic responsibilities are the accomplishment of the mission and the welfare of our Soldiers.

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how to Prospect When School is outby 1st Sgt. Jason ProvensMilwaukee Recruiting Company

The arrival of summer brings more than just fair weather, it signals the need to adjust our prospecting plans on how we enlist tomorrow’s Army. Instead of focusing on a specific college, high school or other fixed location, we are now reaching for a moving target.

High school seniors or graduates are occupying themselves with work, vacations, or simply enjoying Wisconsin’s many summer events. Despite the challenge this presents for prospecting, our ability to reach them is not lost. The main difference is where we reach them and what approach we use.

As with every prospecting plan, market intelligence plays a vital role in developing an effective summer prospecting plan. A poorly researched plan can turn a potentially fun and exciting summer recruiting effort into a frustrating disappointment with a low return on investment.

I have known station commanders who assumed to know when, where and how to summer prospect in their area, based on previous years of experience. These same station commanders experienced drops in market share while their military counterparts maintained or increased theirs. That is why current and accurate market intelligence should be considered when developing a prospecting plan.

Less youth at home equates to more youth seeking diversions. That amounts to recruiters increasing their face-to-face prospecting and working summer events. But a lack of planning, inaccurate guidance or misdirection can widen the margin of error and reach the point of diminishing results for even the most motivated engagement teams.

To ensure success, use the three readily accessible resources: Future Soldiers, Advertising and Public Affairs, and Recruiting ProNet.

As a detailed recruiter, and even as station commander, I found that incorporating Future Soldiers in daily face-to-face prospecting expanded my coverage in finding hot spots and prospects. Think about it. When attempting to contact people outside of their home or school, who would be better than our Future Soldiers to offer valuable and unique insight into which areas and events to target? It’s similar to networking but in real-time. Not only can they provide their own plans for the summer, but paint a larger picture of the market’s interests and activities.

Another valuable resource is A&PA. While developing prospecting plans, center commanders dedicate significant time to analyzing reports but often overlook the After Action Reports of past events. Reviewing AAR’s may appear time

consuming but they help to determine which recurring events to support. They can reveal if an event has the potential for a higher ROI if worked and supported differently. They can also help avoid making the same mistakes during the event.

The third resource I suggest using is Recruiting ProNet. With Recruiting Command’s transformation to Small Unit Recruiting and the current emphasis on fiscal austerity, applying some ingenuity is crucial for obtaining funding or making something happen regardless of funding. You may believe you’ve mastered all the angles to prospecting, but why reinvent the wheel when it may already be available. Posting something as simple as the question, “Does anyone have ideas on summer prospecting?” can generate a wealth of shared knowledge. The system will provide proven tactics, techniques and procedures on summer prospecting in similar recruiting environments (rural, metro or otherwise). This can streamline the process and provide hard to find references, thus saving you time.

By combining and refining this information, engagement teams will receive the most accurate analysis and direction on current market trends and will be able to maximize their prospecting efforts — read, enlistments. Summer prospecting doesn’t have to be complex or intimidating, but it does take preparation, coordination and a winning attitude. Who knows? You just might have a little fun while you’re doing it as well. Good luck.

Future Soldiers can provide insightful information on where to prospect face-to-face during the summer, according to 1st Sgt. Jason Provens, Milwaukee Recruiting Company.

FiLe Photo

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uSarec cg imparts Vision to Wolfpack

PhotoS by a&PaRadio host Earl Ingram interviews Maj. Gen. David L. Mann (left), U.S. Army Recruiting Command commanding general, Feb. 1, 2012. Ingram is the host of Milwaukee’s “The Evening Rush” on WMCS 1290 AM. Command Sgt. Anthony Bowers (center) and Lt. Col. Frank P. O’Donnell (right), Milwaukee Recruiting Battalion leadership, address questions from local level from area radio listeners.

Maj. Gen. David L. Mann, U.S. Army Recruiting Command commanding general, sits down for a conversation with Soldiers at Madison East Recruiting Station.

by Jorge gomezPublic Affairs Specialist

No other job in the career of a noncommissioned of-ficer will have greater strategic impact in the Army than that of recruiting, said Maj. Gen. David L.

Mann, U.S. Army Recruiting Command commanding general. The USAREC commander visited with Soldiers,

leaders and civilians of the U.S. Army Recruiting Battalion Milwaukee to share his recruiting priorities and address any command-level questions Feb. 1 - 2.

“If you are at all concerned with the vitality of the Army, if you love the Army, then what you are doing here (in Recruiting Command) is essential,” Mann said.

The general did not wish to minimize the importance of what others outside of USAREC do for the Army but to raise awareness among recruiters of their role.

“It bothers me when folks don’t appreciate what you’re doing,” Mann said.

Recruiters serve on a different kind of frontline. They keep unqualified people from joining the Army.

“Some folks are just not cut out to be in the Army. It is an honor and privilege to wear the uniform. Don’t disparage it,” Mann said.

The Army is now more selective in who joins the ranks. In fiscal year 2011, the Army recruited the highest number of young men and women in terms of qualifications since 1992.

“You have to aspire to come into the Army. It is no longer a last resort to going to college,” Mann said.

The general emphasized how outdated perceptions of Army recruiters are

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Staff Sgt. Christopher Middleton, Madison East Recruiting Center, meets Maj. Gen. David L. Mann, U.S. Army Recruiting Command commanding general.

hurting the Army’s relationship with the American public. To counter those misperceptions, Mann told recruiters that his priority is to establish sound and enduring relationships with high schools.

“Go to the high schools and tell them, ‘I want to work with you to keep that young man or woman in school regardless of whether he joins the Army.’” he said. “That’s the Army giving back to America.”

Building relationships with counselors and teachers so they come to believe that recruiters want what is best for students is the way to change long-held misperceptions, Mann said.

After sharing his vision with the Soldiers, Mann addressed questions about the implementation of Small Unit Recruiting. For Milwaukee Recruiting Battalion, the changes are a slight adjustment from Team Recruiting. Nonetheless, the general emphasized how the new approach empowers center commanders with greater leadership.

“A center commander is not just a technical expert on recruiting, he leads the organization, resources talents, and develops the team,” said Mann.

For Sgt. 1st Class Stephen Lawlor that means he can expect a greater challenge at his next assignment. The battalion master trainer said he remembers a time when station commanders were considered more like top sales people, not so much great NCOs.

“As a center commander, I’ll have to know my Soldiers, their individual strengths and weakness, and combine their efforts to make mission,” Lawlor said.

Other Soldiers were not so much concerned with the transition to SUR but were pleased to have the commanding general reach out to meet with them. Staff Sgt. Melissa Murphy, Madison West Recruiting Station, met a USAREC commander for the first time since she started recruiting in 2008.

“It was beneficial to hear genuine accolades from him about what we are doing. The hard work one puts into this job often goes unnoticed,” Murphy said.

She also appreciated learning how the Army will become more selective about who gets to stay in the Army.

“The Army only gets better because of it (increasing performance standards for retention). If you are not meeting height and weight standards, if you are undisciplined, or have disciplinary action against you, then someone else should take over your responsibility,” Murphy said. “We (as recruiters) are charged to find excellent ambassadors of this country and Army.”

Maj. Gen. David L. Mann, U.S. Army Recruiting Command commanding general, shares his outlook on recruiting in light of more stringent standards for retention and enlistment with Soldiers of the Milwaukee Recruiting Battalion in February.

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by c. todd LopezArmy News Service

During the next five years, the Army plans to reduce the active-duty force from 570,000 to 490,000 by taking a look at who should stay and who should go. Soldiers who wish to remain in the Army will need to be committed and flexible.

To implement those cuts in personnel, the Army will recruit less, retain fewer Soldiers and reduce the force through retention and early retirement.

“We’re going to cut as many Soldiers as we need to meet the Army’s end strength,” said Sgt. Maj. of the Army Raymond F. Chandler III. “For those people currently serving, there will be a tougher future to try to stay in the service. We’re going to look at our retirement-eligible population, and some of those Soldiers are going to be asked to leave before their mandatory retirement date.”

Higher Retention StandardsRetention control points allow the

Army to stipulate how long a Soldier can serve in a particular rank. The tougher restrictions implemented in June 2011 weren’t put in place as a part of the drawdown. Rather, they were enacted to set higher standards and help quality Soldiers progress in their career, Chandler said.

The new retention control points are 13 years for sergeant and 15 years for staff sergeant. These retention control points affect only those who are up for re-enlistment; they do not include Soldiers who already have a retirement date.

Though tougher restrictions are being implemented for sergeants and staff sergeants, the Army plans to decrease the numbers in all its ranks, Chandler said.

Axing Brigades, Not SoldiersNo plan has been put forth about

what the future force will look like in regard to which military occupational specialties will be in demand or which

Army Retains Quality During Drawdownbrigades will be deactivated, Chandler said.

The Army will continue to retain qualified, competent and proficient Soldiers, Chandler said. But it will enforce standards more strictly, and those Soldiers with disciplinary problems will be removed.

“Service is a privilege,” Chandler said. “You’ve got to continuously work hard to posture yourself as someone who is among the best, and those ways that we determine who are among the best are all common knowledge for those who are in the Army.”

The criteria for qualified Soldiers, for their promotions and for their potential among their peers won’t change, Chandler said. But the Army is going to go back to focusing on the whole Soldier.

“We focus a lot on competence in our Army — how well you shoot your weapon, how well you do on [physical training], how many awards you have, your civilian education, your military education — those are all very important criteria,” Chandler said.

NCOs Counseling RolesCommanders and their NCOs will

have the biggest impact in deciding who will stay and who will go, Chandler said. The Army G-1 has decided that commanders, mostly colonels, will determine which Soldiers have the greatest potential and ability to meet the needs of the Army.

Brigade commanders and above will be given a retention mission, which includes a specific number of how many re-enlistments are authorized based on the strength and balance of particular military occupational specialties. Commanders will not retain more than the number of Soldiers allotted to them by Army G-1.

However, they will have some flexibility to retain quality Soldiers in over-strength MOSs by allowing their qualified Soldiers to retrain to other MOSs. Part of this process includes reviewing those Soldiers’ evaluation reports and counseling statements.

Soldiers who want to stay in the Army need to be prepared to answer two questions, Chandler said. Do they still want to serve? And are they willing to change their MOS?

“If a Soldier can’t answer both of those questions — ‘Yes, I am willing to serve’ and ‘Yes, I’m willing to serve at the needs of the Army’ — it’s going to be very difficult, if not impossible, for them to stay in the Army,” Chandler said.

Managing the DrawdownThe drawdown will be managed

through retention, recruiting and retirement.

The smaller Army will be a more professional one, Chandler said, as the Army seeks to purge its less-than-professional Soldiers from the ranks and mentors Soldiers with the potential to be tomorrow’s leaders.

“A lot of people talk about the drawdown and think it’s going to be a gigantic challenge for the Army,” Chandler said.

“In some ways it is, we’re fighting a war, we’re deploying Soldiers, we have incredible strain on our force. But this is an opportunity for us to seek out and retain the best-qualified people for our Army and for the nation.”

Sgt. Maj. of the Army Raymond F. Chandler III emphasizes the quality of Soldiers the Army will retain as it downsizes the next few years.

courteSy Photo

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At the last Senior Spouse Family Readiness Group Executive Steering Committee meeting, some of the members addressed issues with many spouses experiencing a difficulty with finding employment assistance and resources.

The Military Spouse Career Advancement Accounts Program (MyCAA), a component of the Department of Defense’s Spouse Education and Career Opportunities program, is a career development and employment assistance program. MyCAA helps military spouses pursue licenses, certificates, certifications or associate’s degrees (excluding associate’s degrees in general studies, liberal arts, and interdisciplinary studies that do not have a concentration) necessary for gainful employment in high demand, high growth portable career fields and occupations.

Camp is an opportunity to make new friends, gain independence, learn new skills, experience the out of the ordinary, and make memories that will last a lifetime. All camp activities are conducted and supervised by trained counselors, chaperones and camp naturalists.

Military Family Life Consultants will be onsite to support youth through things like homesickness or any challenges adjusting.

Operation Military Kids offers four camp programs in Wisconsin:

Wisconsin Adventure Camp — April 27 - 29, at Upham Woods, Wisconsin Dells, for students in grades seventh - 12th, includes outdoor survival skills, archery and introduction to bizarre reptiles. Registration fee is $10.

Forensics Adventure Day Camp — June 25 - 29, 9 a.m. - 3 p.m., at UW-Extension Building, Green Bay, for youth ages 10 - 14, includes secret missions, investigations, DNA testing and video technology. Registration fee is $10.

Adventure Abound Camp — Aug. 19 - 22, at Upham Woods, Wisconsin Dells, for youth ages 15 - 18, includes rafting, rock climbing, horseback riding and camping. This program is limited to 15 participants. Registration fee is $10.

Summer Camp Spectacular — Aug. 19 - 22, at Upham Woods, Wisconsin Dells, for students in grades third - ninth, includes canoeing, swimming, campfires and hiking. Registration fee is $10.

More information and registration forms are available at www.uwex.edu/ces/4h/omk. Contact Laura Pettersen at (608) 487-1966 or e-mail at [email protected].

The National Military Family Association is now accepting applications for Operation Purple Summer Camps.

This free summer camp program was developed by the association to support military children ages 7-17 who are dealing with the stress of war.

In this ninth summer of the program, 1,400 children will attend an Operation Purple camp at one of the 16 locations in 14 states: Alaska, California, Connecticut, Florida, Hawaii, Indiana, North Carolina, New York, Oregon, Pennsylvania, Tennessee, Texas, Washington, and West Virginia. Find a camp near you and submit your application online.

Operation Purple Camp Applications are now available through the link below.

This camp is open to children of Soldiers who have returned from deployment prior to being assigned to USAREC. Slots are limited.

Priority will be given to families with children who meet the deployment criteria and have never attended an Operation Purple camp.

For details, visit www.militaryfamily.org.

MetLife will become the dental carrier for the TRICARE Dental Program May 1. MetLife will begin providing dental coverage to more than 2 million family members of uniformed service active duty personnel, members of the Selected Reserve and Individual Ready Reserve, their eligible family members, and survivors.

Beneficiaries will have access to MetLife’s network with more than 161,000 dentist access points, and this number continues to grow.

Changes to the TDP will include enhanced dental coverage at a lower premium share than before. MetLife will distribute program information, provider network details beginning in first quarter 2012.

Highlights to the benefits and enhancements are listed below:

• Coverage of posterior resin (tooth colored/white) fillings• Increase in the annual maximum to $1,300 per enrollee• Increase in the lifetime orthodontic maximum to $1,750• $1,200 per year for services related to dental treatment

due to an accident as defined in the TDP handbook• No cost shares for scaling and root planing (deep

cleaning) for diabetics• Expansion of the survivor benefits to surviving spouse

and child(ren)To check if a dentist is already part of the MetLife network,

visit www.metlife.com/TRICARE/index.html#welcome, click “Find a Dentist” at the upper right-hand side of the Web page and search for a DPPO provider.

Claims will continue to be processed as they are now. Changes in the mailing address and claims processing will be forthcoming.

Employment Resources

Operation Purple Camp

Online Tax Preparation

Operation Military Kids

TRICARE Dental Changes

If you are eligible under the Military OneSource program, you can complete, save, and file your 2011 federal and up to three state returns online for free with the H&R Block At Home tool.

For details, visit www.militaryonesourceeap.org.

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Wolfpack Soldier Tops NCO Listby Jorge gomezPublic Affairs Office

A Soldier assigned to the Hudson Forward Engagement Center, Fort McCoy Recruiting Company, was selected for meritorious promotion to sergeant first class by the U.S. Army Recruiting Command Jan. 23.

Sgt. 1st Class Samuel Lopez, a Reserve recruiter, was pinned by Brig. Gen. Alton G. Berry, 70th Training Division commanding general, during a Recruiting Partnership Council Feb. 25 at Fort McCoy.

Only five AGR noncommissioned officers were selected across USAREC for meritorious promotion to sergeant first class.

First Sgt. Thomas McEwen, Fort McCoy Recruiting Company, filed a packet recommending Lopez for the

promotion even though he had only been with the unit since the summer.

“Lopez easily adapted into team recruiting from his previous experience in legacy recruiting (with the San Antonio Battalion),” wrote McEwen in his recommendation. “He has quickly become one of Fort McCoy Company’s subject matter experts in Small Unit Recruiting as we begin our transition into our new roles.”

During his previous rated period with San Antonio under legacy, Lopez achieved 140 percent of his assigned Army Reserve mission and shipped 100 percent of his Future Soldiers.

“It makes me feel really proud of what I have been able to accomplish here in USAREC,” Lopez said. “I hope that it opens up some leadership positions for me and helps me for future considerations for promotion.”

Brig. Gen. Alton G. Berry, 70th Training Division commanding general, pins the rank of sergeant first class on Sgt. 1st Class Samuel Lopez, Hudson Forward Engagement Center, during a Recruiting Partnership Council at Fort McCoy Feb. 25.

Wolfpack NCOs Compete for Elite Distinction

(TOP) Soldiers nominated by their first sergeants receive a briefing at the start of the Milwaukee Recruiting Battalion Sergeant Audie Murphy Club board: standing from the left are Sgt. 1st Class Nathan Guzman, Dekalb Forward Engagement Center; Staff Sgt. Melissa Murphy, Madison West Recruiting Station; Staff Sgt. Robert Singley, Rockford Recruiting Center; Staff Sgt. Nicholas Otto, Waukesha Recruiting Center; Staff Sgt. Jack Main, Plover Recruiting Center; Staff Sgt. Thomas Miller, Green Bay Recruiting Center. (LEFT) Command Sgt. Maj. Anthony Bowers, Milwaukee Recruiting Battalion, congratulates Singley for winning a battalion SAMC nomination.

Three noncommissioned officers advanced to the 3rd Recruiting Brigade board for an opportunity to be inducted into the Sergeant Audie Murphy Club. Sgt. 1st Class Nathan Guzman, Dekalb Forward Engagement Center; Staff Sgt. Nicholas Otto, Waukesha Recruiting Center; and Staff Sgt. Robert Singley, Rockford Recruiting Center, stood out from their Wolfpack peers at the battalion board March 7. Guzman, Otto and Singley will now prepare for a brigade board at Fort Knox, Ky., April 3 - 5.

Photo by Jorge goMez

PhotoS by Jorge goMez