ISS2 2017

Reservist Magazine is the award-winning official publication of the United States Coast Guard Reserve. Quarterly issues include news and feature articles about the men and women who comprise America's premier national maritime safety and security

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Page 36 of 55

the training demand signal, and enables the FORCECOM Training Management team the ability to better serve and support the Reserve program's diverse requirements for maintaining deployment and readiness standards. Ramissini went on to note that the relationship puts the Reserve program in the driver seat for total workforce management to include training needs across the geographically dispersed area of operations. The total visibility and access will enable the Reserve program to coordinate directly with the Reserve workforce, maximizing the impact of the scarce resources available to this critical component of the Coast Guard workforce. "We in FORCECOM Training are extremely excited about the blossoming of this partnership and look forward to continuing support the Reserve Program in the effective management of their workforce." Recently, CG-131 and other key stakeholders re-engineered the Reserve Individual Training Plan (ITP) and created a new communication, planning and management system that facilitates coordinated training against position-required competencies and career progression requirements. The new system, called Coast Guard Reserve-Training Management System (CGR-TMS), was announced in ALCOAST COMMANDANT NOTICE (ACN) 022/17. It creates a top-down, Service-required approach that completely reengineers how Reserve training plans are communicated to members, their commands, and RT appropriation managers. The new CGR-TMS leverages Coast Guard Business Intelligence (CGBI) source data to accomplish four tasks: • Calculate resident and exportable training demand for CG- 131 RT appropriation managers, driven by position- required competencies and career progression requirements; • Build priority candidate slates for resident and exportable training opportunities to be used by Reserve Force Readiness System (RFRS) staff and/or unit training officers to ensure the right reservists are slated for the right training. This will optimize Active Duty for Training - Annual Training (ADT-AT) spending by aligning scarce C School quotas to established position and advancement requirements, as well as prioritize any other training requests to remaining RT funding; • Allow for direct quota allocation of CG-131 funded C Schools so that targeted members can be slated early in the fiscal year (FY); and • Provide an annual ITP for each individual member to facilitate supervisor-to-member counseling at the start of each new FY. The new ITP requires no data entry; it will provide details of individual reservists' current participation, administrative and medical readiness metrics; and details about courses (online/resident/ exportable) relevant to position-required and advancement competencies. Additionally, the new CGR-TMS increases involvement by RFRS staffs at the DOL, Area, and District levels by affording them the opportunity to have an increased amount of input into the prioritization of members requiring C School training. DOL, Area, and District RFRS will use the CGR-TMS candidate report to formulate a prioritized list of C School candidates. CG-131 will then communicate the total number of available quotas after the annual Force Readiness Command (FORCECOM) C-School quota build process is complete. That information will be used to prioritize a list of candidates to allocated seats. CG-131 will communicate back to DOL, Area, and District RFRS the candidates selected for each convening of any RT funded C-School quotas. This allows for earlier communication of course attendance to members well in advance of the actual convening date of each course. Finally, the Coast Guard Reserve has been given access to populate the course roster seats directly, in essence, becoming a slate manager for Coast Guard Reserve funded C School quotas. In a newly established collaborative process with FORCECOM, CG-131 will begin selecting members and allocating seats for C School courses according to needs of the Service based on information within the CGR-TMS. "An unfortunate by-product of the centrally managed system (ETR based, first-come, first served) is that quotas are filled primarily based on proactive units who diligently submit for trainings, not necessarily where the greatest operational need truly is," notes Lt Cmdr. Robert Hill, Commanding Officer, Training Management Center (TQC). "Additionally, in this system, all units CG-wide are competing for limited quotas, and special needs of many reservists are not taken into account, such as, a reservist with full time employment outside of the Coast Guard that is limited in availability for which sessions of a course they can attend. Hill adds that by researching other programs and best practices, FORCECOM and Office of Reserve Affairs (CG-131) have partnered together to provide CG-131 the ability to enroll specific reservists into specific sessions of a course; this ensures that CG-131 is receiving the return on investment (programmatic needs being met by the training system) that it should, which in turn further ensures the overall operational readiness of the Coast Guard. "From TQC's perspective, it's helping to meet our mission of getting the right people to the right training at the right time. This is truly a case of a win-win for all stakeholders and I'm glad to have been a part of getting this process put into place," Hill reports. The DOL, Area, and District RFRS will have the responsibility to identify, by name, members in their AORs who are identified by priority candidate reports from CGR-TMS as having the highest priority to attend training when quota allocations are communicated to them by CG-131. The priority lists will be used in populating rosters for each course the Coast Guard Reserve has purchased a quota to attend. This allows for more advanced notice to members of C School attendance and controlled allocation of quotas based on our Service needs. This initiative also maximizes cost efficiencies by providing the ability to forecast our budget needs for courses all the way throughout the FY. Our anticipation is that when the C School course convening schedule is approved and published, CG-131 will be able to go into the rosters at the beginning of the FY and populate them with Reserve members that have the highest priority based on Service need according to the CGR-TMS and input from the Areas and the DOL. Our goal is to continue to have the best trained force to meet the ever growing needs of our Service. These new initiatives make significant strides in prioritizing who gets training when and, at the same time, maximizing lead times to assist reservists in accommodating the civilian schedules. This collaborative effort is a huge part of making our Reserve the best qualified, most effective dedicated surge force it can be. — Story by Lt. James McKnight, CG-1311 Issue 2 • 2017 � RESERVIST 35

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