Date: To: From: Subject:

Month, Date, Year Primary Audiences Name Students Name Proposal to Improve the Training Record Review Process in the Joint Service Environment

Are you and your troops ready to go to war? We could all benefit from being the beneficiary of a quality training program and having our professional needs met. In a multi-service environment, the training requirements of each service member are not always readily identifiable if their training manager is not of the same military service. In a high operations tempo environment, sometimes things like training documentation and tracking become hard to monitor, but nonetheless, such documentation is necessary for efficient and effective planning. Finding an appropriate process or adjustments to the existing process is worth our time. With the approval of this proposal, I plan to research and develop a training review process that would benefit the readiness of assigned service members and the command itself. Background Currently, there is only one Air Force and one Army Training Manager assigned to handle the training needs of over 1,600 personnel in a command area of responsibility covering 91 countries. Personnel from the Army, Navy, Air Force, and Marine Corps make up the joint command presented in this report. Assigned personnel are not located in one centralized area, work centers are spread out within the installation. With the high number of officer and enlisted personnel assigned, occasionally training needs are lost track of due to differences in monitoring and documentation. Each military service has its own method of training their personnel and tracking completed or upcoming training requirements. The command has seven assigned directorates, each with its own assigned subsections. Implementation of a standardized process across the command does not currently exist. Assignment of additional duty training monitors using a standardized system would increase the commands readiness and the meet service members requirements by ensuring better accountability and visibility of training needs helping to eliminate any problems. Problem We need a more effective review process in place to identify and manage training needs. It is the training managers responsibility to ensure unit commanders have a viable training program in place for all assigned service members. Commanders rely on their training managers to ensure the assigned mission is accomplished and the highest possible state of readiness maintained. In

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turn, training managers rely on leaders, supervisors, and trainees at all levels to be proactive and assist with the identification of their needs. These people are in the best position to identify their own needs and upcoming requirements. The problem is that without a standardized method of training record review, critical training requirements are overlooked. Currently, assigned directorates do not effectively communicate their training needs for all assigned personnel. This makes it difficult for the training section to properly plan and document training. No plan is in place at this time to ensure individual training requirements and job tasks have been completed, planned, or scheduled. A training record review process would help maintain the continuity of training effectiveness during the changeover of assigned personnel. Assigned training managers are most familiar with the needs of their particular service. Without the assignment and cooperation of section training monitors and the implementation of a review process, two training managers cannot effectively monitor and increase the state of readiness for all assigned personnel. I request your permission to research the problem more deeply so as to find a feasible solution to our process needs. Feasibility Given proper guidance and on-the-job training, this process can easily be implemented command-wide, with minimal impact to normal operations. Instructions, standard operating procedures, and other guidance is available to guide appointed personnel in ensuring member needs are met on time. Documentation devices and tracking databases can easily be created to monitor the training status and identify task completion of assigned members. Mission accomplishment can be enhanced by providing leaders a better view of personnel readiness when selecting service members for tasking. The positive effects of this initiative will help senior leadership support and enforce implementation of this program into their work centers. Audiences Below are the audiences who have vested interests in this projects success. [Students, be sure to explain each of the audiences vested interests; the reader wants to see that you have considered the various interests so that you can provide reading benefits tailored to these needs. The author of this proposal did not do so.] Primary Audience: Lieutenant Colonel Houston, Headquarters Commandant Command Sergeant Major McKeller, Senior Enlisted Leader Sergeant First Class Lefear Foeman, Operations Sergeant

Secondary Audience: The Senior Enlisted Leaders of the 7 directorates this plan, if implemented would affect. Gatekeeper: Ms. Joy Martin, Instructor, Friends University

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Topics to Investigate It is my hope that investigation of the following topics will prove the workability of this proposal: 1. Do work centers have tracking systems currently in place to account for all personnel? 2. Do work centers have a training monitor assigned? a. Are monitors scheduling personnel for required and recurring training? b. Do monitors have a training plan in place for assigned personnel? c. Are monitors tracking completed and overdue requirements? 3. Are training monitors aware of requirements for all services? a. Is service specific guidance available in the form of operation plans, instructions, manuals, etc? Methods I plan to research the applicable written guidance (Instructions, Manuals, Directives, etc.) of each service for specific training program requirements. Additionally, I will ascertain from unit leaders what programs they currently have in place to determine trends, reporting effectiveness, and best practices. Training websites will be reviewed to assess the availability of current review methods in place at other locations to help ensure implementation of a plan that works. I will also use the knowledge and training I have gained as a training manager and instructor. The information acquired from these methods will better help me design and further justify a training review process that will benefit all users and increase cooperation towards completion of a common goal of the highest state of readiness. Qualifications I have worked as an Education and Training Manager for four years in both unit and headquarters level positions. For the past 22 months, I have worked in a joint service environment consisting of Army, Navy, Air Force, and Marine Corps personnel. This opportunity has given me the insight into the training needs of a wide range of personnel at many levels of leadership. Prior to becoming a training manager, I worked as a Quality Control Evaluator within an Air Force Security Forces squadron.

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The experience of training, mentoring, and qualifying for duty all members of the squadron helped me gain an invaluable insight into the developmental needs of personnel from a trainers point of view. Prior to this, I was a law enforcement desk sergeant, patrol officer, security controller, and response force leader. All of these positions have helped develop my knowledge of training requirements, personnel training needs, and readiness levels Work Schedule Using the following schedule as a guide, my report will be complete on or before the posted due date: Activity Gathering Information Analyzing Information Preparing the Progress Report Organizing Information Writing the Draft Revising the Draft Editing the Draft Proofreading the Report Call to Action In this day and age, military readiness is a key concern. This proposal will improve commandwide mission readiness, save valuable time by avoiding last minute training sessions, and improve everyday output. Leadership approval and implementation of this program will see immediate improvements to their work centers capabilities. The command and the individual service member will be better prepared to accomplish their assigned duties whether at their work center or in a deployed location. Websters defines trainee as, one who is being trained for a job, are your personnel fully trained to complete the mission? Your endorsement of this proposal will be a step in the right direction. Total Time 8 hours 6 hours 6 hours 3 hours 4 hours 3 hours 2 hours 2 hours Completion Date 5 Sep 07 7 Sep 07 8 Sep 07 10 Sep 07 11 Sep 07 12 Sep 07 12 Sep 07 13 Sep 07

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