STP 12-79T25-SM-TG

SOLDIER’S MANUAL AND TRAINER’S GUIDE

FOR
MOS 79T
SKILL LEVELS 4/5
RECRUITING AND RETENTION NCO (Army National Guard)

APRIL 2004

HEADQUARTERS DEPARTMENT OF THE ARMY

DISTRIBUTION RESTRICTION: Approved for public release; dis tribution is unlimited.

This publication is available at
Army Knowledge Online
www.us.army.mil
 *STP 12-79T25-SM-TG

Soldier Training Publication Headquarters

Soldier's Manual and Trainer's Guide Department of the Army
No. 12-79T25 Washington, DC, 16 April 2004

SOLDIER'S MANUAL and TRAINER'S GUIDE

MOS 79T

Soldier's Manual and Trainer's Guide, Skill Levels 4/5, MOS

79T, Recruiting and Retention NCO, Army National Guard

Skill Levels 4 and 5

Table of Contents
PAGE
PREFACE .............................................................................................................................. v
CHAPTER 1. INTRODUCTION ................................................................................................1-1
CHAPTER 2 TRAINING GUIDE..............................................................................................2-1
CHAPTER 3. MOS/SKILL LEVEL TASKS ..............................................................................3-1

Skill Level 4
Subject Area 1: Automation
805B-79T-2502 Perform Replication.......................................................................3-1
805B-79T-2503 Analyze Top of System (TOS) Report...........................................3-4
805B-79T-2507 Review Automated Refinement List ..............................................3-5
805B-79T-2523 Prepare an Enlistment Processing Packet ....................................3-8
805B-79T-2585 Create an Automated Applicant Record......................................3-12
805B-79T-2586 Maintain Automated Refinement List ..........................................3-14
Subject Area 2: Recruiting
805B-79T-2514 Develop a Time Management Work Plan....................................3-17
805B-79T-2517 Manage Local Media Relations ...................................................3-20
805B-79T-2518 Develop Market Analysis.............................................................3-22
805B-79T-2526 Brief Applicant on MEPS Processing ..........................................3-25
805B-79T-2537 Determine Basic Enlistment Eligibility .........................................3-28
805B-79T-2584 Prospect for Leads ......................................................................3-33
805B-79T-2587 Prospect by Telephone ...............................................................3-35

DISTRIBUTION RESTRICTION: Approved for public release; distribution is unlimited

*This publication supersedes STP 12-79T-SM-TG, 6 June 1997.

i
STP 12-79T25-SM-TG

805B-79T-2588 Administer School Programs.......................................................3-40

805B-79T-2589 Conduct a Strength Maintenance Presentation...........................3-45
805B-79T-2591 Conduct a Strength Maintenance Interview ................................3-48
805B-79T-2592 Brief Initial Entry Training (IET) Requirements............................3-51
805B-79T-2593 Interpret Aptitude Test Results....................................................3-53
805B-79T-2594 Explain Enlistment Options/Programs/Obligations to an
Applicant........................................................................................3-55
805B-79T-2597 Explain the Selected Reserve Incentive Program (SRIP) ...........3-58
805B-79T-2598 Explain the Montgomery G.I. Bill (MGIB) ....................................3-60
Subject Area 3: Attrition Management
805B-79T-2501 Review Request for Separation/Transfer/Discharge ...................3-62
805B-79T-2511 Evaluate a Unit’s Retention Environment....................................3-66
805B-79T-2513 Conduct a Strength Maintenance Briefing...................................3-70
805B-79T-2515 Assist Unit First Line Leaders in Providing Career
Planning ........................................................................................3-73
805B-79T-2516 Explain a Strength Maintenance Recognition Program...............3-77
805B-79T-2521 Verify Unit Sponsorship Program ................................................3-79
805B-79T-2562 Identify Resources for Family Assistance ...................................3-81
805B-79T-2563 Provide Referral Service for Family Assistance ..........................3-84
805B-79T-2569 Brief the National Guard Family Program ...................................3-86
805B-79T-2595 Explain Non-Regular Service Retirement....................................3-88
805B-79T-2596 Explain Employer Support and Reemployment Rights ...............3-90
805B-79T-3502 Assist in Establishing Family Assistance Center
Operations.....................................................................................3-93
Subject Area 4: Retention
805B-79T-2504 Evaluate Retention Data Forms and Files...................................3-94
805B-79T-2506 Review Extension/Immediate Reenlistment Procedures.............3-96
805B-79T-2509 Identify Alternatives to Separation/Transfer/Discharge ...............3-98
805B-79T-2538 Determine Eligibility for Extension/Immediate Reenlistment .....3-101
Subject Area 5: Advanced Strength Maintenance
805B-79T-3504 Review the Selected Reserve Incentive Program (SRIP) .........3-104
805B-79T-3505 Review an Enlistment Packet (ARNG) ......................................3-106
805B-79T-3506 Review Enlistment Eligibility......................................................3-108
805B-79T-3507 Review Extension/Immediate Reenlistment Eligibility ...............3-111
805B-79T-3508 Conduct Strength Maintenance Workshop................................3-113
805B-79T-3509 Evaluate a Strength Maintenance Briefing ................................3-115
805B-79T-3510 Evaluate a Strength Maintenance Interview..............................3-117
805B-79T-3511 Review the Montgomery G.I. Bill (MGIB) ..................................3-119
805B-79T-3512 Identify Regulatory Requirements for Advertising .....................3-121
805B-79T-3513 Review Non-Regular Service Retirement..................................3-123
805B-79T-3514 Review Employer Support and Reemployment Rights .............3-125
805B-79T-3515 Review Market Analysis ............................................................3-128
Subject Area 7: Marketing
805B-79T-2571 Manage Media Relations...........................................................3-130
805B-79T-2572 Manage a State Marketing/Advertising Plan .............................3-132
805B-79T-2574 Determine Regulatory Requirements for Advertising ................3-134

ii
 Contents

805B-79T-2576 Implement and Process State Marketing/Advertising

Campaigns ..................................................................................3-136
805B-79T-3101 Develop a Written State Marketing/Advertising Plan.................3-138
805B-79T-3107 Analyze Effectiveness of Marketing/Advertising Campaign
or Program ..................................................................................3-141
Subject Area 8: MEPS Processing
805B-79T-3401 Perform ARNG MEPS Guidance Counselor
Administrative Procedures ..........................................................3-143
805B-79T-3402 Process an ARNG Applicant at a Military Entrance
Processing Station (MEPS).........................................................3-145
805B-79T-3403 Process ARNG Soldiers for Initial Entry Training (IET) .............3-148
805B-79T-3404 Operate REQUEST Application ................................................3-151
805B-79T-3405 Operate Guidance Counselor Redesign Application.................3-155
805B-79T-3406 Operate MEPCOM Integrated Resource System (MIRS)
Application...................................................................................3-160
Subject Area 9: Liaison NCO
805B-79T-2540 Explain Duties/Responsibilities/Utilization of TRADOC
Liaison NCOs ..............................................................................3-163
805B-79T-2541 Identify Enlistment Irregularities for USAR/ARNG Soldiers
Ordered to or Currently in Training..............................................3-165
805B-79T-2542 Identify Alternatives to Separation for ARNG/USAR
Soldiers Ordered to or Currently in Training................................3-167
805B-79T-2543 Counsel ARNG/USAR Soldiers Ordered to or Currently in
Training .......................................................................................3-169
805B-79T-2544 Explain Policies and Administrative Procedures for
ARNG/USAR IET Soldiers ..........................................................3-171
Subject Area 10: RCT NCO
805B-79T-2550 Coordinate Inbound Interstate Transfers...................................3-173
805B-79T-2551 Coordinate Outbound Interstate Transfers................................3-176
805B-79T-2552 Process In-Service Recruits ......................................................3-179
805B-79T-2553 Manage State REQUEST System.............................................3-182
Subject Area 11: Automation NCO
805B-79T-2420 Manage User Accounts .............................................................3-185
805B-79T-2421 Prepare Recruiter Work Station (RWS) for Issue......................3-188
805B-79T-2422 Maintain Recruiter Work Station (RWS)....................................3-190
805B-79T-2423 Maintain RSID Territory Assignments and Relationships..........3-193
805B-79T-2424 Manage Information Security (INFOSEC) for the ARNG
Recruiting and Retention Force...................................................3-195
805B-79T-2425 Provide Initial Recruiter Work Station (RWS)
Familiarization .............................................................................3-198
Subject Area 12: RCCC
805B-79S-7001 Conduct a Pre-Transition Briefing .............................................3-201
805B-79S-7002 Determine Reserve Component Enlistment/Transfer
Eligibility ......................................................................................3-203
805B-79S-7003 Determine Reserve Component Options and Incentives ..........3-205
805B-79S-7004 Conduct a Transition Counseling Session ................................3-207
805B-79S-7005 Process a Reserve Components Assignment...........................3-209

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STP 12-79T25-SM-TG

805B-79S-7006 Process a Reserve Components Enlistment/Transfer

Packet .........................................................................................3-211

Skill Level 5
Subject Area 1: Automation
805B-79T-2508 Review Top of System (TOS) Report........................................3-213
805B-79T-2510 Conduct Automated Performance Review ................................3-217
805B-79T-2512 Analyze State Top of System (TOS) Report .............................3-220
Subject Area 6: Supervision
805B-79T-3503 Evaluate a Unit Sponsorship Program ......................................3-227
805B-79T-5001 Determine Strength Maintenance Objectives............................3-229
805B-79T-5002 Evaluate Strength Maintenance Activities .................................3-232
805B-79T-5004 Develop Recruiting and Retention NCO Incentive Program .....3-234
805B-79T-5005 Conduct an Orientation for a Newly Assigned Recruiting
and Retention NCO .....................................................................3-236
805B-79T-5006 Prepare Recruiting and Retention NCO Training Program .......3-239
805B-79T-5007 Review a State Marketing Plan .................................................3-241
805B-79T-5008 aProvide Recruiting and Retention NCO Training.....................3-243
805B-79T-5009 Implement a Diversity Strength Maintenance Program.............3-245
Subject Area 13: RCCC Supervisory
805B-79S-8001 Evaluate a Pre-Transition Briefing ............................................3-248
805B-79S-8002 Review the Processing of Soldiers for the Reserve
Components ................................................................................3-250
805B-79S-9001 Utilize Automated Systems for Transition Activities ..................3-252
GLOSSARY ............................................................................................................. Glossary-1
REFERENCES ........................................................................................................ References-1

iv
 Preface

This soldier's training publication (STP) is for Army National Guard (ARNG) soldiers, skill levels
(SLs) 4 and 5, holding military occupational specialty (MOS) 79T and for trainers and first-line
supervisors. It contains standardized training objectives, in the form of task summaries to train
and evaluate soldiers on critical tasks which support unit missions during wartime. Trainers and
first-line supervisors should ensure soldiers holding MOS/SL 79T4/5 have access to this
publication. It should be made available in the soldier's work area, unit learning center, and unit
libraries.

Note: SQI-4 Soldiers assigned to the ARNG recruiting and retention force must
maintain proficiency in their primary MOS. Utilize the appropriate soldier’s training
publication in conjunction with this publication when developing training and identifying
training requirements for these soldiers.

This manual applies to Active Guard Reserve (AGR) soldiers.

The proponent of this publication is U.S. Army Training and Doctrine Command (TRADOC).
Users of this publication are encouraged to recommend changes and submit comments for its
improvement. Comments should be keyed to specific page, paragraph, and line of text for the
change recommended. Provide reasons for each comment to ensure understanding and
complete evaluation. Prepare comments using DA Form 2028 (Recommended Changes to
Publications and Blank Forms) and submit to—
Commander
U.S. Army Soldier Support Institute
ATTN: ATSG-TSI-S
Fort Jackson, SC 29207-2065
Unless this publication states otherwise, masculine nouns and pronouns do not refer exclusively
to men.

v
 Chapter 1

Introduction

1-1. GENERAL. This soldier training publication (STP) identifies the individual military
occupational specialty (MOS) 79T, ARNG recruiting and retention NCO (RRNCO), and area of
concentration training requirements for enlisted soldiers assigned to the ARNG RRF skill levels
4 and 5. Commanders, trainers, and soldiers should use this STP to plan, conduct, and evaluate
individual training for their command. It is the primary MOS reference to support the self-
development and training of every enlisted soldier assigned to the RRF. (RRF soldiers
assigned, as SQI-4 must maintain proficiency in their primary MOS. Utilize the appropriate STP
in conjunction with this publication when developing training and identifying training
requirements for these soldiers.) The STP is used with the Soldier’s Manual of Common Tasks,
Army Training and Evaluation Programs (ARTEPs), and FM 7-0, Training the Force, to establish
effective training plans and programs that integrate soldier, leader, and collective tasks. This
chapter explains how to use the STP in establishing an effective individual training program. It
includes doctrinal principles and implications outlined in FM 7-0. Based on these guidelines,
commanders and unit trainers must tailor the information to meet the requirements for their
specific unit.
1-2. TRAINING REQUIREMENT. Every soldier, noncommissioned officer (NCO), warrant
officer, and officer has one primary mission. The mission is to be trained and ready to fight and
win our nation's wars. Success in battle does not happen by accident; it is a direct result of
tough, realistic, and challenging training.
a. How the Army trains the Army.
(1) Training is a team effort and the entire Army including the Department of the Army,
major commands (MACOMs), the institutional training base, units, the combat training centers
(CTCs), each individual soldier and the civilian workforce has a role that contributes to
readiness. Department of the Army and MACOMs are responsible for resourcing the Army to
train. The institutional Army, including schools, training centers, and NCO academies, train
soldiers and leaders to take their place in Army units by teaching the doctrine and tactics,
techniques, and procedures (TTP). Units, leaders, and individuals train to standard on their
assigned critical individual tasks. The unit trains first as an organic unit and then as an
integrated component of a team. Before the unit can be trained to function as a team, each
soldier must be trained to perform their individual supporting tasks to standard. Operational
deployments and major training opportunities, such as major training exercises, CTCs, and
ARTEPs provide rigorous, realistic, and stressful training and operational experience under
actual or simulated combat and operational conditions to enhance unit readiness and produce
bold, innovative leaders. The result of this Army-wide team effort is a training and leader
development system that is unrivaled in the world. Effective training produces the force
including soldiers, leaders, and units, that can successfully execute any assigned mission.
(2) The Army training and leader development model (figure 1-1) centers on developing
trained and ready units led by competent and confident leaders. The model depicts an
important dynamic that creates a lifelong learning process. The three core domains that shape
the critical learning experiences throughout a soldier’s and leader’s time span are the

DISTRIBUTION RESTRICTION: Approved for public release; distribution is unlimited

*This Soldier's Manual and Trainer's Guide supersedes STP 12-79T-SM-TG dated 6 June 1997.
1-1
STP 12-79T25-SM-TG

operational, institutional, and self-development domains. Together, these domains interact

using feedback and assessment from various sources and methods to maximize warfighting
readiness. Each domain has specific, measurable actions that must occur to develop our
leaders.
• The operational domain includes home station training, CTC rotations, joint training
exercises, and deployments that satisfy national objectives. Each of these actions
provides foundational experiences for soldier, leader, and unit development.
• The institutional domain focuses on educating and training soldiers and leaders on
the key knowledge, skills and attributes required to operate in any environment. It
includes individual, unit and joint schools, and advanced education.
• The self-development domain, both structured and informal, focuses on taking those
actions necessary to reduce or eliminate the gap between operational and
institutional experiences.
(3) Throughout this lifelong learning and experience process, there is formal and
informal assessment and feedback of performance to prepare leaders and soldiers for their next
level of responsibility. Assessment is the method used to determine the proficiency and
potential of leaders against a known standard. Feedback must be clear, formative guidance
directly related to the outcome of training events measured against standards.

Figure 1-1. Army Training and Leader Development Model

b. Leader training and leader development.

(1) Competent and confident leaders are a prerequisite to the successful training of
units. It is important to understand that leader training and leader development are integral parts
of unit readiness. Leaders are inherently soldiers first and should be technically and tactically
proficient in basic soldier skills. They are also adaptive, capable of sensing their environment,

1-2
 Introduction

adjusting the plan when appropriate, and properly applying the proficiency acquired through
training.
(2) Leader training is an expansion of these skills that qualifies them to lead other
soldiers. Therefore, doctrine and principles of training require the same level of attention of
senior commanders. Leader training occurs in the institutional Army, unit, CTCs, and through
self-development. Leader training is just one portion of leader development.
(3) Leader development is the deliberate, continuous, sequential, and progressive
process, grounded in Army values, that grows soldiers and civilians into competent and
confident leaders capable of decisive action. Leader development is achieved through the life-
long synthesis of the knowledge, skills, and experiences gained through institutional training and
education, organizational training, operational experience, and self-development. Commanders
play the key roll in leader development that ideally produces tactically and technically
competent, confident, and adaptive leaders who act with boldness and initiative in dynamic,
complex situations to execute mission-type orders achieving the commander’s intent.
c. Training Responsibility. Soldier and leader training and development continue in the
unit. Using the institutional foundation, training in organizations and units focuses and hones
individual and team skills and knowledge.
(1) Commander responsibility.
(a) The unit commander is responsible for the wartime readiness of all elements
in the formation. The commander is the primary trainer of the organization and is responsible
for ensuring that all training is conducted in accordance with the STP to the Army standard.
(b) Commanders ensure STP standards are met during all training. If a soldier
fails to meet established standards for identified MOS tasks, the soldier must retrain until the
tasks are performed to standard. Training to standard on MOS tasks is more important than
completion of a unit training event such as an ARTEP. The objective is to focus on sustaining
MOS proficiency. This is the critical factor commanders must adhere to when training individual
soldiers units.
(2) NCO responsibility.
(a) A great strength of the U.S. Army is its professional NCO corps who takes
pride in being responsible for the individual training of soldiers, crews, and small teams. The
NCO support channel parallels and complements the chain of command. It is a channel of
communication and supervision from the command sergeant major (CSM) to the first sergeants
(1SGs) and then to other NCOs and enlisted personnel. NCOs train soldiers to the non-
negotiable standards published in STPs. Commanders delegate authority to NCOs in the
support channel as the primary trainers of individual, crew, and small team training.
Commanders hold NCOs responsible for conducting standard-based, performance-oriented,
battle-focused training and providing feedback on individual, crew, and team proficiency.
Commanders define responsibilities and authority of their NCOs to their staffs and subordinates.
(b) NCOs continue the soldierization process of newly assigned enlisted soldiers,
and begin their professional development. NCOs are responsible for conducting standard-
based, performance-oriented, battle-focused training. They identify specific individual, crew,
and small team tasks that support the unit’s collective mission essential tasks; plan, prepare,
rehearse, and execute training; and evaluate training and conduct after action reviews (AARs)
to provide feedback to the commander on individual, crew, and small team proficiency. Senior
NCOs coach junior NCOs to master a wide range of individual tasks.

1-3
STP 12-79T25-SM-TG

(3) Soldier responsibility. Each soldier is responsible for performing individual tasks
identified by the first-line supervisor based on the unit’s mission essential task list (METL).
Soldiers must perform tasks to the standards included in the task summary. If soldiers have
questions about tasks or which tasks in this manual they must perform, they are responsible for
asking their first-line supervisor for clarification, assistance, and guidance. First-line supervisors
know how to perform each task or can direct soldiers to appropriate training materials, including
current field manuals, technical manuals, and Army regulations. Soldiers are responsible for
using these materials to maintain performance. They are also responsible for maintaining
standard performance levels of all Soldier's Manual of Common Tasks at their current skill level
and below. Periodically, soldiers should ask their supervisor or another soldier to check their
performance to ensure that they can perform the tasks.
1-3. BATTLE-FOCUSED TRAINING. Battle focus is a concept used to derive peacetime
training requirements from assigned and anticipated missions. The priority of training in units is
to train to standard on the wartime mission. Battle focus guides the planning, preparation,
execution, and assessment of each organization's training program to ensure its members train
as they are going to fight. Battle focus is critical throughout the entire training process and is
used by commanders to allocate resources for training based on wartime and operational
mission requirements. Battle focus enables commanders and staffs at all echelons to structure
a training program that copes with non-mission-related requirements while focusing on mission
essential training activities. It is recognized that a unit cannot attain proficiency to standard on
every task whether due to time or other resource constraints. However, unit commanders can
achieve a successful training program by consciously focusing on a reduced number of METL
tasks that are essential to mission accomplishment.
a. Linkage between METL and STP. A critical aspect of the battle focus concept is to
understand the responsibility for and the linkage between the collective mission essential tasks
and the individual tasks that support them. For example, the commander and the CSM/1SG
must jointly coordinate the collective mission essential tasks and supporting individual tasks on
which the unit will concentrate its efforts during a given period. This task hierarchy is provided
in the task database at the Reimer digital library. The CSM/1SG must select the specific
individual tasks that support each collective task to be trained. Although NCOs have the
primary role in training and sustaining individual soldier skills, officers at every echelon remain
responsible for training to established standards during both individual and collective training.
Battle focus is applied to all missions across the full spectrum of operations.
b. Relationship of STPs to battle-focused training. The two key components of any STP
are the soldier's manual (SM) and training guide (TG). Each gives leaders important information
to help implement the battle-focused training process. The training guide relates soldier and
leader tasks in the MOS and skill level to duty positions and equipment. It states where the task
is trained, how often training should occur to sustain proficiency, and who in the unit should be
trained. As leaders assess and plan training, they should rely on the TG to help identify training
needs.
(1) Leaders conduct and evaluate training based on Army-wide training objectives and
on the task standards published in the SM task summaries or in the Reimer digital library. The
task summaries ensure that—
Trainers in every unit and location define task standards the same way
Trainers evaluate all soldiers to the same standards.

(2) Figure 1-2 shows how battle-focused training relates to the training guide and
soldier's manual:

1-4
 Introduction

The left column shows the steps involved in training soldiers.

The right column shows how the STP supports each of these steps.

BATTLE-FOCUS PROCESS STP SUPPORT PROCESS

Select supporting soldier tasks Use TG to relate tasks to METL
Conduct training assessment Use TG to define what soldier tasks to
assess
Determine training objectives Use TG to set objectives
Determine strategy; plan for training Use TG to relate soldier tasks to
strategy
Conduct pre-execution checks Use SM task summary as source for
task performance
Execute training; conduct after action Use SM task summary as source for
review task performance
Evaluate training against established Use SM task summary as standard for
standards evaluation

Figure 1-2. Relationship of Battle-Focused Training and STP

1-4. TASK SUMMARY FORMAT. Task summaries outline the wartime performance
requirements of each critical task in the SM. They provide the soldier and the trainer with the
information necessary to prepare, conduct, and evaluate critical task training. As a minimum,
task summaries include information the soldier must know and the skills that he must perform to
standard for each task. The format of the task summaries included in this SM is as follows:
a. Task number. A 10-digit number identifies each task or skill. This task number, along
with the task title, must be included in any correspondence pertaining to the task.
b. Task title. The task title identifies the action to be performed.
c. Conditions. The task conditions identify all the equipment, tools, references, job aids,
and supporting personnel that the soldier needs to use to perform the task in wartime. This
section identifies any environmental conditions that can alter task performance, such as
visibility, temperature, or wind. This section also identifies any specific cues or events that
trigger task performance, such as a chemical attack or identification of a threat vehicle.
d. Standards. The task standards describe how well and to what level the task must be
performed under wartime conditions. Standards are typically described in terms of accuracy,
completeness, and speed.
e. Training and evaluation. The training evaluation section identifies specific actions,
known as performance steps, that the soldier must do to successfully complete the task. These
actions are in the evaluation guide section of the task summary and are listed in a pass/fail
format for easy evaluation. For some tasks, the training and evaluation section may also
include detailed training information in a training information outline and an evaluation
preparation section. The evaluation preparation section indicates necessary modifications to
task performance in order to train and evaluate a task that cannot be trained to the wartime
conditions. It may also include special training and evaluation preparation instructions to
accommodate these modifications, and any instructions that should be given to the soldier
before evaluation.

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STP 12-79T25-SM-TG

f. References. This section identifies references that provide more detailed and thorough
explanations of task performance requirements than those given in the task summary
description.
g. Warnings. Warnings alert users to the possibility of immediate personal injury or
damage to equipment.
h. Notes. Notes provide a supportive explanation or hint that relates to the performance
standards.
1-5. TRAINING EXECUTION. All good training, regardless of the specific collective, leader,
and individual tasks being executed, must comply with certain common requirements. These
include adequate preparation, effective presentation and practice, and thorough evaluation.
The execution of training includes preparation for training, conduct of training, and recovery
from training.
a. Preparation for training. Formal near-term planning for training culminates with the
publication of the unit training schedule. Informal planning, detailed coordination, and
preparation for executing the training continue until the training is performed. Commanders and
other trainers use training meetings to assign responsibility for preparation of all scheduled
training. Preparation for training includes selecting tasks to be trained, planning the conduct of
the training, training the trainers, reconnaissance of the site, issuing the training execution plan,
and conducting rehearsals and pre-execution checks. Pre-execution checks are preliminary
actions commanders and trainers use to identify responsibility for these and other training
support tasks. They are used to monitor preparation activities and to follow up to ensure
planned training is conducted to standard. Pre-execution checks are a critical portion of any
training meeting. During preparation for training, battalion and company commanders identify
and eliminate potential training distracters that develop within their own organizations. They
also stress personnel accountability to ensure maximum attendance at training.
(1) Subordinate leaders, as a result of the bottom-up feed from internal training
meetings, identify and select the individual tasks necessary to support the identified training
objectives. Commanders develop the tentative plan to include requirements for preparatory
training, concurrent training, and training resources. At a minimum, the training plan should
include confirmation of training areas and locations, training ammunition allocations, training
simulations or simulators availability, transportation requirements, soldier support items, a risk
management analysis, assignment of responsibility for the training, designation of trainers
responsible for approved training, and final coordination. The time and other necessary
resources for retraining must also be an integral part of the original training plan.
(2) Leaders, trainers, and evaluators are identified, trained to standard, and rehearsed
prior to the conduct of the training. Leaders and trainers are coached on how to train, given
time to prepare, and rehearsed so that training will be challenging and doctrinally correct.
Commanders ensure that trainers and evaluators are not only tactically and technically
competent on their training tasks, but also understand how the training relates to the
organization's METL. Properly prepared trainers, evaluators, and leaders project confidence
and enthusiasm to those being trained. Trainer and leader training is a critical event in the
preparation phase of training. These individuals must demonstrate proficiency on the selected
tasks prior to the conduct of training.
(3) Commanders, with their subordinate leaders and trainers, conduct site
reconnaissance, identify additional training support requirements, and refine and issue the
training execution plan. The training plan should identify all those elements necessary to
ensure the conduct of training to standard. Rehearsals are essential to the execution of good
training. Realistic, standard-based, performance-oriented training requires rehearsals for

1-6
 Introduction

trainers, support personnel, and evaluators. Preparing for training in Reserve Component (RC)
organizations can require complex pre-execution checks. RC trainers must often conduct
detailed coordination to obtain equipment, training support system products and ammunition
from distant locations. In addition, RC pre-execution checks may be required to coordinate
Active Component assistance from the numbered CONUSA, training support divisions, and
directed training affiliations.
b. Conduct of training. Ideally, training is executed using the crawl-walk-run approach.
This allows and promotes an objective, standard-based approach to training. Training starts at
the basic level. Crawl events are relatively simple to conduct and require minimum support from
the unit. After the crawl stage, training becomes incrementally more difficult, requiring more
resources from the unit and home station, and increasing the level of realism. At the run stage,
the level of difficulty for the training event intensifies. Run stage training requires optimum
resources and ideally approaches the level of realism expected in combat. Progression from
the walk to the run stage for a particular task may occur during a one-day training exercise or
may require a succession of training periods over time. Achievement of the Army standard
determines progression between stages.
(1) In crawl-walk-run training, the tasks and the standards remain the same; however,
the conditions under which they are trained change. Commanders may change the conditions,
for example, by increasing the difficulty of the conditions under which the task is being
performed, increasing the tempo of the task training, increasing the number of tasks being
trained, or by increasing the number of personnel involved in the training. Whichever approach
is used, it is important that all leaders and soldiers involved understand in which stage they are
currently training and understand the Army standard.
(2) An AAR is immediately conducted and may result in the need for additional training.
Any task that was not conducted to standard should be retrained. Retraining should be
conducted at the earliest opportunity. Commanders should program time and other resources
for retraining as an integral part of their training plan. Training is incomplete until the task is
trained to standard. Soldiers will remember the standard enforced, not the one discussed.
1-6. TRAINING ASSESSMENT. Assessment is the commander's responsibility. It is the
commander's judgment of the organization's ability to accomplish its wartime operational
mission. Assessment is a continuous process that includes evaluating individual training,
conducting an organizational assessment, and preparing a training assessment. The
commander uses his experience, feedback from training evaluations, and other evaluations and
reports to arrive at his assessment. Assessment is both the end and the beginning of the
training management process. Training assessment is more than just training evaluation, and
encompasses a wide variety of inputs. Assessments include such diverse systems as training,
force integration, logistics, and personnel, and provide the link between the unit’s performance
and the Army standard. Evaluation of training is, however, a major component of assessment.
Training evaluations provide the commander with feedback on the demonstrated training
proficiency of soldiers, leaders, battle staffs, and units. Commanders cannot personally observe
all training in their organization and, therefore, gather feedback from their senior staff officers
and NCOs.
a. Evaluation of training. Training evaluations are a critical component of any training
assessment. Evaluation measures the demonstrated ability of soldiers, commanders, leaders,
battle staffs, and units against the Army standard. Evaluation of training is integral to standards-
based training and is the cornerstone of leader training and leader development. STPs describe
standards that must be met for each soldier task.

1-7
STP 12-79T25-SM-TG

(1) All training must be evaluated to measure performance levels against the
established Army standard. The evaluation can be as fundamental as an informal, internal
evaluation performed by the leader conducting the training. Evaluation is conducted specifically
to enable the individual undergoing the training to know whether the training standard has been
achieved. Commanders must establish a climate that encourages candid and accurate
feedback for the purpose of developing leaders and trained soldiers.
(2) Evaluation of training is not a test; it is not used to find reasons to punish leaders
and soldiers. Evaluation tells soldiers whether or not they achieved the Army standard and,
therefore, assists them in determining the overall effectiveness of their training plans.
Evaluation produces disciplined soldiers, leaders and units. Training without evaluation is a
waste of time and resources.
(3) Leaders use evaluations as an opportunity to coach and mentor soldiers. A key
element in developing leaders is immediate, positive feedback that coaches and leads
subordinate leaders to achieve the Army standard. This is a tested and proven path to develop
competent, confident adaptive leaders.
b. Evaluators. Commanders must plan for formal evaluation and must ensure the
evaluators are trained. These evaluators must also be trained as facilitators to conduct AARs
that elicit maximum participation from those being trained. External evaluators will be certified
in the tasks they are evaluating and normally will not be dual-hatted as a participant in the
training being executed.
c. Role of commanders and leaders. Commanders ensure that evaluations take place at
each echelon in the organization. Commanders use this feedback to teach, coach, and mentor
their subordinates. They ensure that every training event is evaluated as part of training
execution and that every trainer conducts evaluations. Commanders use evaluations to focus
command attention by requiring evaluation of specific mission essential and battle tasks. They
also take advantage of evaluation information to develop appropriate lessons learned for
distribution throughout their commands.
d. After action review. The AAR, whether formal or informal, provides feedback for all
training. It is a structured review process that allows participating soldiers, leaders, and units to
discover for themselves what happened during the training, why it happened, and how it can be
done better. The AAR is a professional discussion that requires the active participation of those
being trained. FM 7-1 provides detailed instructions for conducting an AAR and detailed
guidance on coaching and critiquing during training.
1-7. TRAINING SUPPORT. References have been identified for each task to assist in planning
and conducting training. A consolidated list of references identified by type, publication number,
and title and a comprehensive glossary of acronyms, abbreviations, and definitions are included
in this STP.
1-8. FEEDBACK. Recommendations for improvement of this STP are requested. Feedback
will help to ensure that this STP answers the training needs of units in the field. There is a
questionnaire at the end of this STP to make it easier to send recommendations and comments.
1-9. Army soldier training publications may be located at the General Dennis J. Reimer Training
and Doctrine Digital Library at http://www.adtdl.army.mil/atdls.htm.

1-8
 Chapter 2

Training Guide

2-1. GENERAL.
a. The TG identifies the essential components of a unit’s training plan for individual training.
Units have different training needs and requirements based on differences in environment,
location, equipment, dispersion, and similar factors. Therefore, the TG is a guide used for
conducting unit training and is not considered to be a rigid standard.
b. The TG provides the following information necessary for planning training requirements
for the MOS/SQI:
(1) Identifies subject areas in which to train soldiers.
(2) Identifies the critical tasks for each subject area.
(3) Specifies how soldiers are trained to standard on each task.
(4) Recommends how often to train soldiers on each task to sustain proficiency.
(5) Recommends a strategy for cross-training.
(6) Recommends a strategy for training soldiers to perform higher-level tasks.
2-2. BATTLE-FOCUSED TRAINING.
a. As described in FM 7-0, Training the Force, and FM 7-1, Battle Focused Training, the
commander must define the mission-essential task list (METL) as the basis for unit training.
b. Unit leaders use the METL to identify the collective, leader, and soldier task, which
support accomplishing the task in the METL.
c. Unit leaders then assess the status of the training, lay out the training objectives, and
make a plan for accomplishing needed training. After preparing the long and short-range plans,
they conduct and evaluate training. The unit's training preparedness is then re-assessed, and
the training management cycle begins again. This process ensures that the unit has identified
the following:
(1) The kind of training that is important for the wartime mission.
(2) Training focus is applied to the necessary training.
(3) The training meets the established objectives and standards.
2-3. RELATIONSHIP OF SOLDIER TRAINING PUBLICATIONS (STPs) TO BATTLE-
FOCUSED TRAINING.
a. The two key components of enlisted STPs are the TG and SM. They give leaders
important information, which helps them develop battle-focused training.
b. The TG relates soldier and leader tasks in the MOS and SL to duty positions and
equipment. As leaders go through the assessment and planning stages, they should use the
TG as an important tool in identifying WHAT needs to be trained.
c. Leaders conducting and evaluating soldier and leader training should rely on the Army-
wide training objectives and standards in the SM. The SM ensures that soldiers in any unit or
location have the same definition of task performance and that trainers evaluate the soldiers to
the same standard.

2-1
STP 12-79T25-SM-TG

2-4. TRAINER'S RESPONSIBILITIES. Training soldier and leader tasks to standard and
relating this training to collective mission essential tasks are the NCO trainer's responsibilities.
Trainers use the following steps to plan and evaluate training:
a. Identify soldier and leader training requirements. Using the commander's training
guidance, the NCO determines which tasks soldiers need to train on. The unit's METL is the
source for helping the trainer define the individual training needs.
b. Plan the training. Training for specific tasks can usually be integrated or conducted
concurrently with other training or during "slack periods." The unit's ARTEP can help identify
the soldier and leader tasks that can be trained and evaluated concurrently with collective task
training and evaluation.
c. Gather the training references and materials. The SM lists all references that can help
the trainer prepare for the training of that task.
d. Determine risk assessment and identify safety concerns. Trainers must analyze the risk
involved in training a specific task under the current conditions at the time of the scheduled
training. They must ensure that their training preparation takes into account those cautions,
warnings, and dangers associated with each task.
e. Train each soldier. Trainers must show each soldier how a task is done to standard,
explain step-by-step how to do the task, and give each soldier one chance to do the task step-
by-step.
f. Check each soldier. Training must evaluate how well each soldier performs the tasks in
this manual. They conduct these evaluations during individual training sessions or while
evaluating soldier proficiency during the conduct of unit collective tasks. This manual provides
an evaluation guide for each task to enhance the trainer's ability to conduct year-round, hands-
on evaluations of tasks critical to the unit's mission.
g. Record the results. The leader book referred to in FM 7-1, appendix B, is used to record
task performance. It gives the leader total flexibility on the method of recording training. The
trainer may use DA Form 5164-R (Hands-On Evaluation) as part of the leader book. This form
is optional and locally reproducible.
h. Retain and evaluate. Trainers must work with each soldier until the soldier can perform
the task to specific SM standards.
2-5. EVALUATION GUIDE. This manual contains an evaluation guide for each task. Trainers
use the evaluation guide throughout the year to determine if soldiers can perform their critical
tasks to SM standards. Each evaluation guide contains one or more performance measures.
These measures identify what the trainer needs to observe to score a soldier's performance.
Each step is clearly identified by a "GO" and "NO GO" located under the results column on each
evaluation guide. Some tasks involve a process which the trainer must observe as the soldier
performs the task. For other tasks, the trainer must evaluate an "end product" that results from
doing the task. The following are some general points about using the evaluation guide to
evaluate soldiers:
a. Review the guide to become familiar with the information on which the soldier will be
scored.
b. Ensure that the necessary safety equipment and clothing needed for proper
performance of the task are on hand at the training site.
c. Prepare the test site according to the conditions section of the task summary. Some
tasks contain special evaluation preparation instructions. These instructions tell the trainer what
modifications must be made to the task conditions to evaluate the task. To ensure that
conditions are the same for each soldier, the trainer must reestablish the test site to the original
requirements after evaluating each soldier.

2-2
 Training Guide

d. Score each soldier according to the performance measures and feedback section in the
evaluation guide. Record the date and task performance "GO" or "NO GO" in the leader book.
2-6. TRAINING TIPS FOR THE TRAINER.
a. Prepare yourself.
(1) Get training guidance from your chain of command on when to train, which soldiers
to train, availability of resources, and a training site.
(2) Get the training objective (task, conditions, and standards) from the task summary
in this manual.
(3) Ensure that you can do the task. Review the task summary and the references in
the reference section. Practice doing the task or, if necessary, have someone train you on the
task.
(4) Choose a training method. Some tasks provide recommended training methods in
the feedback section of the task summary.
(5) Prepare a training outline consisting of informal notes on what you want to cover
during the training session.
(6) Practice your training presentation.
b. Prepare the resources.
(1) Obtain the required resources identified in the conditions statement for each task.
(2) Gather equipment and ensure that it is operational.
(3) Ensure that the necessary training aids and devices are on hand.
(4) Prepare the training site according to the conditions statement and evaluation
preparation section of the task summary.
c. Prepare the soldier.
(1) Tell the soldier what task to do and how well it must be done. (Refer to the
standard statement and evaluation preparation section for each task.)
(2) Caution soldiers about safety, environment, and security.
(3) Provide any necessary training on basic skills that soldiers must have before they
can be trained on the task.
(4) Pretest each soldier to determine who needs training in what areas by having the
soldier perform the task. Use DA form 5164-R and the evaluation guide in each task summary
to make this determination.
d. Train the soldiers who failed the pretest.
(1) Demonstrate how to do the task or the specific performance steps to those soldiers
who could not perform to SM standards.
(2) Have soldiers study the appropriate training materials.
(3) Have soldiers practice the task until they can perform it to SM standards.
(4) Evaluate each soldier using the evaluation guide.
(5) Provide feedback to those soldiers who fail to perform to SM standards and have
them continue to practice until they can perform to SM standards.
e. Record all results in the leader book.

2-3
STP 12-79T25-SM-TG

2-7. MILITARY OCCUPATIONAL SPECIALTY (MOS) TRAINING PLAN. One of the key
components of the TG is the MOS training plan (MTP). The MTP identifies the essential
components of a unit training plan for individual training. Units have different training needs and
requirements based on differences in environment, location, equipment, dispersion, and similar
factors. Therefore, the MTP should be used as a guide for conducting unit training and not a
rigid standard. The MTP consists of two parts. Each part is designed to assist the commander
in preparing a unit’s training plan, which satisfies integration, cross training, training up, and
sustainment training requirements.
2-8. PART ONE-SUBJECT AREAS AND DUTY POSITIONS.
a. Part one of the MTP shows the relationship of a MOS SL between duty position and
critical tasks. The critical tasks are grouped by task commonality into subject areas. Section I
lists subject area numbers and titles used throughout the MTP. The subject areas define the
training requirements for each duty position within an MOS, and relate duty positions to subject
areas and cross-training and train-up/merger requirements.
b. Section II identifies the total training requirements in terms of subject areas listed in
section I, for each duty position in a MOS.
(1) Duty position column contains the MOS duty positions, by skill level (SL), which
have different training requirements.
(2) Subject area column lists by subject area number, the subject areas in which the
soldier must be proficient for that duty position.
2-9. PART TWO-CRITICAL TASKS. Part two lists by subject areas, the critical tasks to be
trained in an MOS, task number, task title, location, sustainment training frequency, and training
SL.
a. Subject area lists the subject area number and title in the same order as in the MTP, part
one, section I.
b. Task number column lists the task numbers for all tasks included in the subject area.
c. Task title column lists the task title.
d. Training location column identifies the training location where the task is first trained to
STP standards. If the task is first trained to standard in the unit, the word "Unit" will be in this
column. If the task is first trained to standard in the training base, it will identify the resident
course where the task was taught.
e. Figure 2-2 contains a list of training locations and their brevity codes.

RRNCO ARNG Recruiting and Retention NCO Basic Course

ANCOC ARNG Recruiting and Retention ANCOC
NCOIC ARNG Recruiting and Retention NCOIC Course
MGC ARNG MEPS Guidance Counselor Course
MNCO ARNG Marketing NCO Course
LNCO ARNG Liaison/IADT Managers Course
RCT ARNG Reserve Component Transition NCO Course
AUTO ARNG Recruiting and Retention Automation NCO Course
TNC RC Transition NCO Course
UNIT Unit Trained

Figure 2-2. Training Locations

2-4
 Training Guide

f. Sustainment training frequency column indicates the recommended frequency at which

tasks should be trained to ensure soldier maintains task proficiency. Figure 2-3 identifies the
frequency codes used in this column.

AN annually
QT quarterly

Figure 2-3. Sustainment Training Frequency Codes

g. Sustainment training SL column lists the SLs of the MOS for which soldiers must receive
sustainment training to ensure they maintain proficiency to SM standards.
h. The 79T MTP on the following pages addresses the duty positions and skill levels for
enlisted soldiers assigned to the ARNG recruiting and retention force. Proper utilization of the
MTP will ensure that every soldier receives the proper initial, sustainment, and enhancement
training. Leaders are encouraged to utilize the MTP when counseling soldiers for cross training,
train-up, and career direction.

Note: SQI-4 Soldiers assigned to the ARNG recruiting and retention force must
maintain proficiency in their primary MOS. Utilize the appropriate soldier’s training
publication in conjunction with this publication when developing training and identifying
training requirements for these soldiers.

2-5
STP 12-79T25-SM-TG

MILITARY OCCUPATIONAL SPECIALTY TRAINING PLAN

MOS 79T (ARNG)
PART ONE: SUBJECT AREAS AND DUTY POSITIONS

SECTION I: SUBJECT AREA CODES

CODE SUBJECT AREA CODE SUBJECT AREA CODE SUBJECT AREA

1 Automation 6 Supervision 11 Automation NCO
2 Recruiting 7 Marketing 12 RCCC
3 Attrition Management 8 MEPS Processing 13 RCCC Supervision
4 Retention 9 Liaison NCO
5 Advanced Strength 10 RCT NCO
Maintenance

SECTION II: DUTY POSITION TRAINING REQUIREMENTS

1 2 3 4 5 6 7 8 9 10 11 12 13
Title 32 Duty SL
Positions
Strength
Maintenance
R&R SGM 5 X X X X X X
Area RRNCOIC 5 X X X X X X
RRNCO 4 X X X X X
RRF STAFF
Marketing NCO 5 X X X X X X X
Marketing NCO 4 X X X X X X
RCT NCO 4 X X X X X X
Automation NCO 4 X X X X X X
R&R Operations NCO 4 X X X X X
MEPS
MEPS Guidance 5 X X X X X X X
Counselor
MEPS Guidance 4 X X X X X X
Counselor

2-6
 Training Guide

1 2 3 4 5 6 7 8 9 10 11 12 13
Title 10 Duty
Positions
NGB-ASM
R&R Sergeant Major 5 X X X X X X
Sr. R&R Operations 5 X X X X X X
NCO
Sr. MEPS Guidance 5 X X X X X X X
Counselor
Sr. Marketing NCO 5 X X X X X X X
Program Analyst 5 X X X X X X
Marketing NCO 4 X X X X X X
R&R Operations NCO 4 X X X X X
SMTC
Chief Instructor 5 X X X X X X
Sr. Writer/Instructor 5 X X X X X X
Sr. Instructor/Writer 5 X X X X X X
Writer/Instructor 4 X X X X X
Instructor/Writer 4 X X X X X
ANCOC
Deputy Commandant 5 X X X X X X
Branch Chief 5 X X X X X X
Sr. Small Group 4 X X X X X
Leader
Small Group Leader 4 X X X X X
RCCC
Command RCR SGM ard5 X X X X X X X X
Sr. RCCC 5 X X X X X X X X
RCCC 4 X X X X X X
Liaison
Sr. Liaison 5 X X X X X X X
Liaison 4 X X X X X X

2-7
STP 12-79T25-SM-TG

MILITARY OCCUPATIONAL SPECIALTY TRAINING PLAN

MOS 79T (ARNG)
PART TWO: CRITICAL TASKS
Training Training Training Skill
Task Number Task Title Location Frequency Level
Subject Area 1: Automation
805B-79T-2523 Prepare an Enlistment Processing Packet RRNCO QT 4
805B-79T-2585 Create An Automated Application Record RRNCO QT 4
805B-79T-2586 Maintain Automated Refinement List RRNCO QT 4
805B-79T-2502 Perform Replication RRNCO QT 4
805B-79T-2503 Analyze Top of System (TOS) Report ANCOC QT 4
805B-79T-2507 Review Automated Refinement List ANCOC QT 4
805B-79T-2508 Review Top of System (TOS) Report NCOIC QT 4-5
805B-79T-2510 Conduct Automated Performance Review NCOIC QT 4-5
805B-79T-2512 Analyze State Top of System (TOS) UNIT QT 5 (E9)
Report
Subject Area 2: Recruiting
805B-79T-2514 Develop a Time Management Work Plan RRNCO/ AN 4
DL
805B-79T-2526 Brief Applicant on MEPS Processing RRNCO AN 4
805B-79T-2537 Determine Basic Enlistment Eligibility RRNCO/ AN 4
DL
805B-79T-2591 Conduct a Strength Maintenance Interview RRNCO AN 4
805B-79T-2592 Brief Initial Entry Training (IET) RRNCO AN 4
Requirements
805B-79T-2593 Interpret Aptitude Test Results RRNCO AN 4
805B-79T-2594 Explain Enlisted RRNCO/ AN 4
Options/Programs/Obligations to an DL
Applicant
805B-79T-2597 Explain the Selected Reserve Incentive RRNCO AN 4
Program (SRIP)
805B-79T-2598 Explain the Montgomery G.I. Bill (MGIB) RRNCO AN 4
805B-79T-2584 Prospect for Leads RRNCO AN 4
805B-79T-2587 Prospect by Telephone RRNCO AN 4
805B-79T-2588 Administer School Programs RRNCO AN 4
805B-79T-2589 Conduct A Strength Maintenance RRNCO AN 4
Presentation
805B-79T-2517 Manage Local Media Relations RRNCO AN 4
805B-79T-2518 Develop Market Analysis RRNCO AN 4

2-8
 Training Guide

MILITARY OCCUPATIONAL SPECIALTY TRAINING PLAN

MOS 79T (ARNG)
PART TWO: CRITICAL TASKS
Training Training Training Skill
Task Number Task Title Location Frequency Level
Subject Area 3: Attrition Management
805B-79T-2501 Review Request for UNIT AN 4
Separation/Transfer/Discharge
805B-79T-2511 Evaluate a Unit's Retention Environment RRNCO AN 4
805B-79T-2513 Conduct a Strength Maintenance Briefing RRNCO AN 4
805B-79T-2515 Assist Unit First Line Leaders in Providing RRNCO AN 4
Career Planning
805B-79T-2516 Explain a Strength Maintenance UNIT AN 4
Recognition Program
805B-79T-2521 Verify Unit Sponsorship Program RRNCO AN 4
805B-79T-2595 Explain Non-regular Service Retirement RRNCO AN 4
805B-79T-2596 Explain Employer Support and RRNCO AN 4
Reemployment Rights
805B-79T-2562 Identify Resources for Family Assistance UNIT AN 4
805B-79T-2563 Provide referral Service for Family UNIT AN 4
Assistance
805B-79T-3502 Assist in Establishing Family Assistance UNIT AN 4
Center Operations
805B-79T-2569 Brief the National Guard family Program RRNCO AN 4
Subject Area 4: Retention
805B-79T-2504 Evaluate Retention Data Forms and Files UNIT AN 4
805B-79T-2506 Review Extension/Immediate Reenlistment RRNCO AN 4
Procedures
805B-79T-2509 Identify Alternatives to RRNCO AN 4
Separation/Transfer/Discharge
805B-79T-2538 Determine Eligibility for RRNCO/ AN 4
Extension/Immediate Reenlistment DL
Subject Area 5: Advanced Strength Maintenance
805B-79T-3504 Review the Selective Reserve Incentive ANCOC AN 4
Program (SRIP)
805B-79T-3511 Review the Montgomery G.I. Bill (MGIB) ANCOC AN 4
805B-79T-3505 Review an Enlistment Packet (ARNG) ANCOC AN 4
805B-79T-3506 Review Enlistment Eligibility ANCOC AN 4
805B-79T-3507 Review Extension/Immediate Reenlistment ANCOC AN 4
Eligibility
805B-79T-3508 Conduct Strength Maintenance Workshop ANCOC AN 4
805B-79T-3509 Evaluate a Strength Maintenance Briefing UNIT AN 4

2-9
STP 12-79T25-SM-TG

MILITARY OCCUPATIONAL SPECIALTY TRAINING PLAN

MOS 79T (ARNG)
PART TWO: CRITICAL TASKS
Training Training Training Skill
Task Number Task Title Location Frequency Level
805B-79T-3510 Evaluate a Strength Maintenance UNIT AN 4
Interview
805B-79T-3512 Identify Regulatory Requirements for ANCOC AN 4
Advertising
805B-79T-3513 Review Non-Regular Service Retirement ANCOC AN 4
805B-79T-3514 Review Employer Support & ANCOC AN 4
Reemployment Rights
805B-79T-3515 Review Market Analysis ANCOC AN 4
Subject Area 6: Supervision
805B-79T-5001 Determine Strength Maintenance NCOIC AN 4-5
Objectives
805B-79T-5002 Evaluate Strength Maintenance Activities NCOIC AN 4-5
805B-79T-5004 Develop Recruiting and Retention NCO NCOIC AN 4-5
Incentive Program
805B-79T-5005 Conduct Orientation for Newly Assigned NCOIC AN 4-5
R/Retention NCO
805B-79T-5006 Prepare Recruiting and Retention NCO NCOIC AN 4-5
Training Program
805B-79T-5007 Review a State Marketing Plan NCOIC AN 4-5
805B-79T-5008 Provide Recruiting and Retention NCO NCOIC AN 4-5
Training
805B-79T-3503 Evaluate a Unit a Sponsorship Program NCOIC AN 4-5
805B-79T-5009 Implement a Diversity Strength NCOIC AN 4-5
Maintenance Program
Subject Area 7: Marketing
805B-79T-3101 Develop a Written State MNCO AN 4-5
Marketing/Advertising Plan
805B-79T-2572 Manage a State Marketing/Advertising MNCO AN 4-5
Plan
805B-79T-2571 Manage Media Relations MNCO AN 4-5
805B-79T-2574 Determine Regulatory Requirements for MNCO AN 4-5
Marketing/Advertising
805B-79T-2576 Implement State Marketing/Advertising MNCO AN 4-5
Campaigns
805B-79T-3107 Analyze Effectiveness of MNCO AN 4-5
Marketing/Advertising Campaign or
Program

2-10
 Training Guide

MILITARY OCCUPATIONAL SPECIALTY TRAINING PLAN

MOS 79T (ARNG)
PART TWO: CRITICAL TASKS
Training Training Training Skill
Task Number Task Title Location Frequency Level
Subject Area 8: MEPS Processing
805B-79T-3401 Perform ARNG MEPS Guidance MGC AN 4-5
Counselor Administrative Procedures
805B-79T-3402 Process an ARNG Applicant at a Military MGC AN 4-5
Entrance Processing Station
805B-79T-3403 Process ARNG Soldiers for Initial Entry MGC AN 4-5
Training (IET)
805B-79T-3404 Operate REQUEST Application MGC AN 4-5
805B-79T-3405 Operate Guidance Counselor Redesign MGC AN 4-5
Application
805B-79T-3406 Operate MEPCOM Integrated Resource MGC AN 4-5
System (MIRS) Application
Subject Area 9: Liaison NCO
805B-79T-2540 Explain Duties/Responsibilities/Utilization LNCO AN 4-5
of TRADOC Liaison NCOs
805B-79T-2541 Identify Enlistment Irregularities for LNCO AN 4-5
USAR/ARNG Soldiers Ordered to or
Currently in Training
805B-79T-2542 Identify Alternatives to Separation for LNCO AN 4-5
ARNG/USAR Soldiers Ordered to or
Currently in Training
805B-79T-2543 Counsel ARNG/USAR Soldiers Ordered to LNCO AN 4-5
or Currently in Training
805B-79T-2544 Explain Policies and Administrative LNCO AN 4-5
Procedures for ARNG/USAR IET Soldiers
805B-79T-2540 Explain Duties/Responsibilities/Utilization LNCO AN 4-5
of TRADOC Liaison NCOs
Subject Area 10: RCT NCO
805B-79T-2550 Coordinate Inbound Interstate Transfers RCT AN 4-5
805B-79T-2551 Coordinate Outbound Interstate Transfers RCT AN 4-5
805B-79T-2552 Process In-Service Recruits RCT AN 4-5
805B-79T-2553 Manage State REQUEST System RCT AN 4-5
Subject Area 11: Automation NCO
805B-79T-2420 Manage User Accounts AUTO QT 4
805B-79T-2421 Prepare Recruiter Work Station (RWS) for AUTO QT 4
Issue
805B-79T-2422 Maintain Recruiter Work Station (RWS) AUTO QT 4

2-11
STP 12-79T25-SM-TG

MILITARY OCCUPATIONAL SPECIALTY TRAINING PLAN

MOS 79T (ARNG)
PART TWO: CRITICAL TASKS
Training Training Training Skill
Task Number Task Title Location Frequency Level
805B-79T-2423 Maintain RSID Territory Assignments and AUTO QT 4
Relationships
805B-79T-2424 Manage Information Security (INFOSEC) AUTO QT 4
for the ARNG Recruiting and Retention
Force
805B-79T-2425 Provide Initial Recruiter Work Station AUTO QT 4
(RWS) Familiarization
Subject Area 12: RCCC
805B-79S-7001 Conduct a Pre-Transition Briefing TNC AN 4-5
805B-79S-7002 Determine ARNG/USAR TNC AN 4-5
Enlistment/Transfer Eligibility
805B-79S-7003 Determine ARNG/USAR Options and TNC AN 4-5
Incentives
805B-79S-7004 Conduct a Transition Interview TNC AN 4-5
805B-79S-7005 Process a Reserve Components TNC AN 4-5
Assignment
805B-79S-7006 Process a Reserve Components TNC AN 4-5
Enlistment/Transfer Packet
Subject Area 13: RCCC Supervisory
805B-79S-8001 Evaluate a Pre-Transition Briefing UNIT AN 5
805B-79S-8002 Review the Processing of Soldiers for the UNIT AN 5
Reserve Components
805B-79S-9001 Utilize Automated Systems for Transitions UNIT AN 5
Activities

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 Chapter 3

MOS/Skill Level Tasks

Skill Level 4

Subject Area 1: Automation

805B-79T-2502
Perform Replication

Conditions: Given requirement to replicate a minimum of twice a day and access to—
a. Recruiter workstation with leads and reports system software installed.
b. NGR 601-2.
c. User manual 79T RRNCO leads-reports application.
d. Modem.
e. Telephone line.
f. Public key info-structure (PKI) disk.
Standards: Completed replication process in accordance with (IAW) user manual 79T RRNCO
leads-reports application.

Performance Steps
1. Turn on and log onto the recruiter workstation.
2. Click on Dial-Up-Network icon.
a. Click on ISP.
b. Insert PKI disk and click DIAL button.
c. Enter user ID and password.
d. Leave the domain field empty.
e. Click the OK button.
3. Verify and secure tunnel through virtual private network (VPN).
a. Right click on “Permit/Client” icon at the bottom right screen toolbar.
b. Right click on the DISABLE button.
c. Right click again on “Permit/Client” icon at the bottom right screen toolbar.
d. Click on LOGIN USER button.
e. Click on BROWSE button.
f. Select “DOD ID Certificate.”
g. Enter PKI password.

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STP 12-79T25-SM-TG

Performance Steps
h. Click on OK button.
i. Verify secure tunnel by having a bordered “Permit/Client” icon.
4. Access the leads and reports system software.
5. Replicate.
a. Click on File or the Telephone icon.
b. Click on Replicate/Project from the drop down menu.
c. Click on OK button after reading prompted message screen.
d. Click on CLOSE button, which will complete the replication process.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Turned on and logged into the recruiter workstation. —— ——
2. Clicked on Dial-up-Network icon. —— ——
a. Clicked on ISP.
b. Inserted PKI disk and clicked DIAL button.
c. Entered user ID and password and clicked OK.
3. Verified and secured tunnel through (VPN). —— ——
a. Right clicked on “Permit/Client” icon at the bottom right screen toolbar.
b. Clicked on the DISABLE button.
c. Right clicked again on “Permit/Client” icon at the bottom right screen
toolbar.
d. Clicked on LOGIN USER button.
e. Clicked on BROWSE button.
f. Selected “DOD ID certificate”.
g. Entered PKI password.
h. Clicked on OK button.
i. Verified secure tunnel by having a bordered “Permit/Client” icon.
4. Accessed the leads and reports system software. —— ——

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 MOS 79T Tasks—Skill Level 4

Performance Measures GO NO GO
5. Replicated. —— ——
a. Clicked on File.
b. Clicked on Replicate/Project.
c. Clicked on OK button after reading prompted message screen.
d. Clicked on CLOSE button, which completed the replication process.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-2
SMTC15

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STP 12-79T25-SM-TG

805B-79T-2503
Analyze Top of System (TOS) Report

Conditions: As an ARNG recruiting and retention NCO with a daily requirement to access the
top of the system (TOS) reports and analyze the available reports. You have access to the
following:
a. Recruiter workstation with leads and reports system software installed.
b. Access to a data line.
c. General office equipment.
Standards: Analyzed the top of the system (TOS) reports to prepare for daily progress report.

Performance Steps
1. Analyze the military entrance processing station (MEPS) processing list.
2. Analyze the lead source analysis.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Analyzed the military entrance processing station (MEPS) processing list. —— ——
2. Analyzed the lead source analysis. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
SMTC20

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 MOS 79T Tasks—Skill Level 4

805B-79T-2507
Review Automated Refinement List

Conditions: Given several leads both manual and electronic (name, phone number or address
and lead source) with varying amounts of information each and access to—
a. Recruiter workstation with leads and reports system software installed.
b. NGR 601-2.
c. ARNG enlistment criteria memorandum.
d. General office supplies.
e. Planning tool (Microsoft Outlook calendar).
f. State/local recruiting standard operating procedures.
Standards: Updated leads with all information obtained after each prospecting or processing
activity to those leads of value using the recruiter workstation leads/reports application as
applicable IAW state /local SOP.

Performance Steps
1. Log onto the recruiter workstation with user ID and password.
2. Open the leads and reports system software application and log with user ID and password.
3. Click on the ARISS-RWS button.
4. Create a list by opening the miscellaneous tab.
a. Open “Search For” window and gain access to the appropriate type of LRL to be
created, and then click Apply.
b. Click Yes to save query.
c. Select a type of list and name the list.
d. Double click on the lead (name) that is to be updated.
e. Access the administration tab and update the contact history tab for that individual.
f. Close the current record.
g. Click on view, then view list, and continue to update leads on the current list as needed.
h. Close the list by clicking the “X” in the top right side of the view list box.
i. Close leads and reports system software.
5. Open the leads and reports system software and log on with user ID.
a. Click on file then open.
b. Click list filter box to find the desired list then click the FIND NOW button.
c. Open a pre-existing ALRL and maintain the information on the leads as they are
contacted.
d. Double click on the leads (names) to update their information.
e. Access the administration tab and update the contact history for that lead.

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STP 12-79T25-SM-TG

Performance Steps
f. Close the current record.
g. Continue this process until all leads are updated.
h. Close leads and reports system software.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Logged onto the recruiter workstation with user ID and password. —— ——
2. Opened the leads and reports system software and logged on with user ID —— ——
and password.
3. Clicked on the ARISS-RWS button. —— ——
4. Created a list by opening the miscellaneous tab. —— ——
a. Opened search window and gained access to the appropriate type of
LRL to be created then clicked Apply.
b. Clicked Yes to save query.
c. Selected a type of list and named the list.
d. Double clicked on the lead (name) to be updated.
e. Accessed the administration tab and updated the contact history tab for
that lead.
f. Closed current record.
g. Clicked on View, then View List and continued to update leads on the
current list based on obvious factors (for example, age, moral status,
physical status).
h. Checked for duplicate leads and eliminated those who were on current
records.
i. Closed list by clicking the “X” in the top side of the view list box.
j. Closed leads and reports system software.
5. Opened the leads and reports system software and logged on with user ID —— ——
and password.
a. Clicked on File then Open.

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 MOS 79T Tasks—Skill Level 4

Performance Measures GO NO GO
b. Clicked List Filter Box to find box to find the desired list and then clicked
the FIND NOW button.
c. Opened a pre-existing ALRL and maintained the information on the
leads as they are contacted.
d. Double clicked on the leads to update their information.
e. Accessed the administration tab and updated the contact history tab for
current individual.
f. Closed current record.
g. Continued this process until all leads were updated.
h. Closed leads and reports system software.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-200
NGR 601-2
SMTC15
SMTC18
SMTC20

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STP 12-79T25-SM-TG

805B-79T-2523
Prepare an Enlistment Processing Packet

Conditions: Given a requirement to initiate an enlistment packet and access to—

a. ARNG enlistment criteria memorandum.
b. NGR 600-200.
c. NGR 601-2.
d. Recruiter workstation with leads-reports system software installed.
e. User manual 79T RRNCO leads-reports application.
f. An applicant applying for enlistment.
g. Appropriate supporting documents and forms.
h. Standard office supplies and equipment.
Standards: Initiated the enlistment packet IAW ARNG enlistment criteria memorandum, user
manual 79T RRNCO leads-reports application and applicable messages.

Performance Steps
1. Turn on and log into the recruiter workstation.
a. Open and log into the leads and reports system software.
b. Open prospect record.
c. Access the ARISS-RWS tab.
d. Open projection tab and complete 714A and projections tabs for testers only.
e. Complete administration tab.
f. Complete screening tab.
g. Complete personal tab.
h. Complete background tab.
i. Complete family tab.
j. Complete military information tab.
k. Complete waivers tab.
l. Complete packet preparation tab.
m. Close file and exit leads and reports system software.
Note: Complete tabs will have a red check signifying passed edits.
2. Print a complete enlistment document.
a. Turn on and log into the recruiter workstation.
b. Open and log into the leads and reports system software.
c. Open applicant record to be printed.
d. Access the ARISS-RWS tab.
e. Access the packet preparation tab then open the forms and documents tab.

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 MOS 79T Tasks—Skill Level 4

Performance Steps
f. Complete the forms and document tab and clicked on the Print icon. (Ensure the PRINT
RADIAL button is clicked for a complete, filled in, packet.
g. Have applicant sign the appropriate documents of the printed forms.
h. Close file and exited leads and reports system software.
3. Schedule an applicant for processing.
a. Turn on and log into the recruiter workstation.
b. Open and log into the leads and reports system software.
c. Open applicant record.
d. Access the ARISS-RWS tab.
e. Access the projection tab then open and complete the projections tab.
f. Access the EPSQ tab and complete the EPSQ process of validation and create a disk to
send with the packet.
g. Click on File and then click on Replicate/Project. (Follow on screen directions.)
h. Close file and exit leads and reports system software.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Turned on and logged into the recruiter workstation. —— ——
a. Opened and logged into the leads and reports system software.
b. Opened a lead record for prospecting efforts.
c. Accessed the ARISS-RWS tab.
d. Opened the administration tab and completed prequalification, contact
history, and prospect record tabs (Red check marked once complete).
e. Completed the sales presentation tab once the interview was
conducted.
f. Completed the screening, personal, family, and military information tabs
with information obtained during APPLEMD.
g. Closed file and exited leads and reports system software.
2. Updated the prospect record and changed it to an applicant record once —— ——
the prospect agreed to test, physical, or enlist.

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STP 12-79T25-SM-TG

Performance Measures GO NO GO
a. Turned on and logged into the recruiter workstation.
b. Opened and logged into the leads and reports system software.
c. Opened prospect record.
d. Accessed the ARISS-RWS tab.
e. Opened projection tab and completed 714A and projections tabs for
testers only.
f. Completed administration tab.
g. Completed screening tab.
h. Completed personal tab.
i. Completed background tab.
j. Completed family tab.
k. Completed military information tab.
l. Completed waivers tab.
m. Completed packet preparation tab.
n. Closed file and exited leads and reports system software.
Note: Completed tabs will have a red check signifying passed edits.
3. Printed a complete enlistment document. —— ——
a. Turned on and logged into the recruiter workstation.
b. Opened and logged into the leads and reports system software.
c. Opened applicant record to be printed.
d. Accessed the ARISS-RWS tab.
e. Accessed the packet preparation tab then opened the forms and
documents tab.
f. Completed the forms and document tab and clicked on the Print icon.
(Ensured the PRINT RADIAL button was clicked for a completed, filled
in, packet.)
g. Had applicant sign the appropriate documents of the printed forms.
h. Closed file and exited leads and reports system software.
4. Scheduled an applicant for processing. —— ——
a. Turned on and logged into the recruiter workstation.
b. Opened and logged into the leads and reports system software.
c. Opened applicant record.
d. Accessed the ARISS-RWS tab.
e. Accessed the projection tab then opened and completed the projection
tab.

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 MOS 79T Tasks—Skill Level 4

Performance Measures GO NO GO
f. Accessed the EPSQ tab and completed the EPSQ process of validation
and created a disk to send with the Packet.
g. Clicked on File and then clicked on Replicate/Project. (Followed on
screen directions.)
h. Closed file and exited leads and reports system software.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-200
NGR 601-2
SMTC15
SMTC18

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STP 12-79T25-SM-TG

805B-79T-2585
Create an Automated Applicant Record

Conditions: Given an individual who is interested in the Army National Guard and access to—
a. Recruiter workstation with leads and reports system software installed.
b. Individual’s personal information.
c. Individual’s source documents for verifying eligibility.
d. Standard office supplies and equipment.
e. ARNG enlistment criteria memorandum.
f. NGR 601-2.
g. User manual 79T RRNCO leads-reports application.
Standards:
a. Built an accurate lead record for an individual.
b. Accessed lead record and changed it to a prospect record.
c. Accessed prospect record and changed it to an applicant record.
d. Printed enlistment application.
e. Scheduled applicant for processing (testing, physical, or enlist).

Performance Steps
1. Create a lead record.
a. Turn on and log into the recruiter workstation.
b. Open and log into the leads/reports application.
c. Create a new lead record.
d. Complete the contact history tab (located under the ARISS-RWS tab under the
administration tab).
e. Close and save the new lead record.
2. Update the lead record and change status to a prospect record, once the lead agrees to an
appointment.
a. Turn on and log into the recruiter workstation.
b. Open and log into the leads/reports application.
c. Open a lead record for prospecting efforts.
d. Access the ARISS-RWS tab.
e. Go to contact history screen and change status from lead to prospect.
f. Complete the prospect record, screening, personal, family, and military information tabs
with information obtained during APPLEMD.
g. Close file and exit leads and reports system software.

Evaluation Preparation: This task may be evaluated by two methods:

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 MOS 79T Tasks—Skill Level 4

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Created a lead record. —— ——
a. Turned on and logged into the recruiter workstation.
b. Opened and logged into the leads and reports system software.
c. Created a new lead record.
d. Completed the contact history tab (located under the ARISS-RWS tab
under the administration tab).
e. Completed the pre-qualification tab.
f. Closed and saved the new lead record.
2. Updated the lead record and changed status to a prospect record, once the —— ——
lead agrees to an appointment.
a. Turned on and logged into the recruiter workstation.
b. Opened and logged into the leads/reports application.
c. Opened a lead record for prospecting efforts.
d. Accessed the ARISS-RWS tab.
e. Completed contact history screen and changed status from lead to
prospect.
f. Completed the prospect record, screening, personal, family, and
military information tabs with information obtained during APPLEMD.
g. Closed file and exited leads and reports system software.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-200
SMTC15
State R&R SOP

3-13
STP 12-79T25-SM-TG

805B-79T-2586
Maintain Automated Refinement List

Conditions: Given lead disposition report for each assigned RSID and access to—
a. Recruiter workstation with leads and reports system software installed.
b. NGR 601-2.
c. ARNG enlisted criteria memorandum.
d. User manual 79T ARRNCO top of the system.
e. General office supplies.
f. State/local recruiting standard operating procedures.
Standards: Reviewed leads disposition and NG daily activity reports to monitor the prospecting
activity of assigned RRNCOs. Ensured that RRNCOs update leads with all information obtained
after each prospecting or processing activity to those leads of value using the recruiter
workstation leads/reports application as applicable IAW state/local SOP.

Performance Steps
1. Log onto the recruiter workstation with user ID and password.
2. Access the top of the system.
a. Connect to the ISP through “Dial-up Networking.”
b. Secure a “VPN” tunnel.
c. From the desktop, double click on the “Netscape Communicator” icon to activate
program.
d. After “Netscape Communicator” loads the program an “ARISS/YCN Splash” window
appears.
e. Click on the Bookmarks icon located in the lefty top menu bar.
f. Click on the user’s correct location, top of the system “East” or “West.”
3. At the logon window.
a. Type in your NT user ID in the username free text box (not case sensitive).
b. Type in your windows NT password in the password free text box (case sensitive).
c. Click the LOGON button.
4. At the content page locate the reports (html) link located on the left side of the screen.
a. Click on the reports (html) link.
b. Click on leads disposition report.
c. Continue this process until each RRNCO’s leads are reviewed.
d. Close leads and reports system software.

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 MOS 79T Tasks—Skill Level 4

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Logged onto the recruiter workstation with user ID and password. —— ——
2. Accessed the top of the system. —— ——
a. Connected to the ISP through “Dial-up Networking.”
b. Secured a “VPN” tunnel.
c. From the desktop, double clicked on the “Netscape Communicator”
icon to activate program.
d. After “Netscape Communicator” loaded the program, an “ARISS/YCN
Splash” window appeared.
e. Clicked on the Bookmarks icon located in the left top menu bar.
f. Clicked on the user’s correct location, top of the system “EAST” or
“WEST.”
3. At the logon window. —— ——
a. Typed in the NT user ID in the username free text box (not case
sensitive).
b. Typed in the windows NT password in the password free text box (case
sensitive).
c. Clicked the LOGON button.
4. At the content page located the reports (html) link on the left side of the —— ——
screen.
a. Clicked on the reports (html) link.
b. Clicked on leads disposition report.
c. Continued this process until each RRNCO’s leads were reviewed.
d. Closed leads and reports system software.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

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STP 12-79T25-SM-TG

References
Required Related
NGR 600-200
NGR 601-2
SMTC15
SMTC18

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 MOS 79T Tasks—Skill Level 4

Subject Area 2: Recruiting

805B-79T-2514
Develop a Time Management Work Plan

Conditions: Given a requirement to develop a time management work plan and access to—
a. NGR 601-2.
b. Recruiter work station.
c. State specific strength maintenance SOP.
d. Standard office supplies and equipment.
Standards: Reviewed state specific/local strength maintenance SOP, listed
actions/activities/functions, recorded new activities/appointments, and updated changes as
required IAW NGR 601-2 and SOP.

Performance Steps
1. Review the appropriate references and state specific SOP to determine daily, mid-term, and
long-term goals/plans. Examples of plans are—
a. Daily plan, current week and the following week.
b. Mid-term plan covers three months (current month and next two consecutive months).
c. Long-term plan covers any activity taking place four or more months into the future.
2. Daily plans should include as a minimum the following types of activities:
a. Appointments.
b. Applicant processing.
c. Prospecting.
d. Administrative actions.
e. Travel requirements.
3. Mid-term plans should include as a minimum the following types of activities:
a. COI/VIP appointments.
b. School functions/presentations.
c. SM meetings.
d. Drill (MUTA 4, 5, or AT).
e. Military leave.
4. Long-term plans should include as a minimum the following types of activities:
a. Drill dates and locations.
b. MEPS activities.
c. SM meetings (state, area, unit, awards).

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STP 12-79T25-SM-TG

Performance Steps
d. School functions (presentations, student armed services vocational aptitude battery
(SASVAB), athletic events, awards banquets, JRROTC functions, graduation dates).
e. Civic events (holidays, parades, displays).
f. Military leave.
g. Professional development (college classes, Vo-Tech classes, NCOES courses).
5. Review NGR 601-2, appendix D, for the steps necessary to build a successful strength
maintenance plan.
6. Review NGR 601-2, appendix F, for guidance on establishing a strength maintenance time
management model.
7. Review NGR 601-2, appendix G, for guidance on establishing a time oriented strength
maintenance school program.
8. Record the actions determined by step 1 through step 4 in the recruiter work station and or
planning guide.
9. A copy of all plans will be forwarded to the area RRNCO and the original maintained by the
RRNCO.
10. Changes will be posted on your calendar and forwarded to the area RRNOC.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed the appropriate references and state specific SOP to determine —— ——
daily, mid-term, and long-term goals/plans. Examples of plans are—
a. Daily plan, current week and the following week.
b. Mid-term plan covers three months (current month and next two
consecutive months).
c. Long-term plan covers any activity, taking place four or more months
into the future.
2. Daily plans included as a minimum the following types of activities: —— ——
a. Appointments.
b. Applicant processing.
c. Prospecting.
d. Administrative actions.

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 MOS 79T Tasks—Skill Level 4

Performance Measures GO NO GO
e. Travel requirements.
3. Mid-term plans included as a minimum the following types of activities: —— ——
a. COI/VIP appointments.
b. School functions/presentations.
c. SM meetings.
d. Drill (MUTA 4, 5, or AT).
e. Military leave.
4. Long-term plans included as a minimum the following types of activities. —— ——
a. Drill dates and locations.
b. MEPS activities.
c. SM meetings (state, area, unit, awards).
d. School functions (presentations, SASVAB, athletic events, awards
banquets, JRROTC functions, graduation dates).
e. Civic events (holidays, parades, displays).
f. Military leave.
g. Professional development (college classes, Vo-Tech classes, NCOES
courses).
5. Reviewed NGR 601-2, appendix D, for the steps necessary to build a —— ——
successful strength maintenance plan.
6. Reviewed NGR 601-2, appendix F, for guidance on establishing a strength —— ——
maintenance time management model.
7. Reviewed NGR 601-2, appendix G, for guidance on establishing a time —— ——
oriented strength maintenance school program.
8. Recorded the actions determined by step 1 through step 4 in the recruiter —— ——
work station and or planning guide.
9. Forwarded a copy of all plans to the area RRNCO and the original —— ——
maintained by the RRNCO.
10. Posted changes on calendar and forwarded to the area RRNOC. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-2
SMTC18

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STP 12-79T25-SM-TG

805B-79T-2517
Manage Local Media Relations

Conditions: Given a requirement to manage local media relations.

Standards: Developed local media relations to optimize public awareness and appreciation of
the Army National Guard IAW NGR 601-1.

Performance Steps
1. Identify appropriate media (based on target markets).
2. Contact identified media points of contact to—
a. Discuss ARNG objectives.
b. Establish relationships.
c. Place advertisements.
d. Request advertising support.
e. Provide feedback.
3. Establish programs to encourage support and show appreciation, such as—
a. Luncheons.
b. Media flights.
c. Conventions.
d. Letters of appreciation.
e. Presentation items/awards.
f. Tours.
g. Historical services.
h. National Guard heritage.
4. Document results to determine effectiveness.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Identified appropriate media based on target markets. —— ——
2. Contacted identified media points of contact to— —— ——

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 MOS 79T Tasks—Skill Level 4

Performance Measures GO NO GO
a. Discussed ARNG objectives.
b. Established relationships.
c. Placed advertisements.
d. Requested advertising support.
e. Provide feedback.
3. Established programs to encourage support and show appreciation. —— ——
4. Documented results to determine effectiveness. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1

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STP 12-79T25-SM-TG

805B-79T-2518
Develop Market Analysis

Conditions: Given a state RRM guidance, state recruiting and retention objectives, and
demographic and environmental information, and sources data from the state federal agencies.
Standards: Developed market analysis for the local recruiting and retention area, IAW NGR
601-1 and state recruiting and retention SOP.

Performance Steps
1. Review the state market analysis.
2. Review the state recruiting and retention objectives.
3. Review the source data from the federal agencies.
4. Conduct a market analysis by reviewing—
a. Demographics.
b. Census.
c. Surveys.
d. Local research.
e. Historical data.
5. Identify target audiences.
6. Determine the market analysis goals for—
a. NPS.
b. PS.
c. WO/OFF.
d. AMEDD.
e. Current members.
f. Family support.
g. RCCC.
h. Employer support.
7. Create marketing analysis strategy for each goal.
8. Identify appropriate analysis media to accomplish each goal.
9. Develop appropriate analysis campaign to accomplish market analysis goals.
10. Plan promotional activities, such as—
a. Career fairs.
b. Community events.
c. Static displays.
d. School programs.

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 MOS 79T Tasks—Skill Level 4

Performance Steps
11. Prioritize activities and campaigns based on available resources.
12. Develop analysis calendar.
13. Write local market analysis plan.
14. Submit local marketing analysis plan to RRM for approval.
15. Distribute local market analysis plan to recruiting and retention force.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed the state marketing/analysis plan. —— ——
2. Reviewed the state recruiting and retention objectives. —— ——
3. Reviewed the state strength maintenance plan. —— ——
4. Conducted a market analysis. —— ——
5. Identified target audiences. —— ——
6. Determined market analysis goals. —— ——
7. Created marketing analysis strategy for each goal. —— ——
8. Identified appropriate analysis media to accomplish each goal. —— ——
9. Developed appropriate analysis campaign to accomplish market analysis —— ——
goals.
10. Planned promotional activities. —— ——
11. Prioritized activities and campaigns based on available resources. —— ——
12. Developed analysis calendar. —— ——
13. Wrote local market analysis plan. —— ——
14. Submitted state’s market analysis plan to RRM for approval. —— ——
15. Distributed local market analysis plan to recruiting and retention force. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-

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STP 12-79T25-SM-TG

the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1
SMTC18

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 MOS 79T Tasks—Skill Level 4

805B-79T-2526
Brief Applicant on MEPS Processing

Conditions: Given an applicant for ARNG enlistment who requires processing at the MEPS and
access to—
a. NGR 600-200.
b. AR 40-501.
c. Standard office supplies and equipment.
Standards: Obtained an appointment, provided all required information, informed the applicant,
and determined method of transportation. Explained lodging/meals, role of ARNG counselor,
time involved, steps to be followed, and what was expected. Explained
counseling/administrative steps, reasons for delays, enlistment place, and how to locate ARNG
MEPS counselor IAW chapters 2 and 4, NGR 600-200.

Performance Steps
1. Brief applicant on purpose of MEPS.
2. Complete Request for Examination, USMEPCOM Form 714A.
3. Complete Medical Prescreen of Medical History Report, DD Form 2807-2.
4. Contact the ARNG MEPS guidance counselor and obtain an appointment for the applicant.
5. Provide all required applicant information to the ARNG MEPS guidance counselor.
6. Inform the applicant of the date, time, and place of the MEPS appointment.
7. Determine and explain the applicant’s method of transportation to MEPS and return.
a. Self-transportation.
b. Government transportation.
c. Public transportation.
8. Explain meals and lodging procedures (as applicable).
a. Rules of conduct.
b. Dress code.
c. Contraband items.
9. Explain MEPS policies and procedures as they pertain to the following:
a. Testing.
(1) ASVAB.
(2) Student ASVAB.
(3) Special tests.
b. Physical.
(1) Pre-screen.
(2) Breath test.
(3) Drug and alcohol.

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STP 12-79T25-SM-TG

Performance Steps
(4) Urinalysis.
(5) Blood draw.
(6) Height and weight.
(7) Upper/Lower extremities.
(8) Joint mobility.
(9) Eyes/color vision.
(10) Hearing.
(11) Skin abnormalities (tattoos, acne, burns, and scars).
(12) One-on-one interview with doctor.
(13) Medical holds, consults and rejections.
c. MEPS Operations.
(1) Security interview.
(2) Verification of EPSG information.
(3) FBI checks/fingerprints.
(4) Pre-enlistment interview.
(5) Enlistment packet review and quality check.
(6) Enlistment contract.
(7) Enlistment ceremony and oath of enlistment.
10. Explain the location, role, and purpose of the ARNG MEPS guidance counselor.
11. Ensure applicant has emergency contact numbers.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Briefed applicant on purpose of MEPS. —— ——
2. Completed Request for Examination, USMEPCOM Form 714A. —— ——
3. Completed Medical Prescreen of Medical History Report, DD Form 2807-2. —— ——
4. Contacted the ARNG MEPS guidance counselor and obtained an —— ——
appointment for the applicant.
5. Provided all required applicant information to the ARNG MEPS guidance —— ——
counselor.
6. Informed the applicant of the date, time, and place of the MEPS —— ——
appointment.

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 MOS 79T Tasks—Skill Level 4

Performance Measures GO NO GO
7. Determined and explained the applicant’s method of transportation to —— ——
MEPS and return.
8. Explained meals and lodging procedures. —— ——
9. Explained MEPS policies and procedures. —— ——
10. Explained the location, role, and purpose of the ARNG MEPS guidance —— ——
counselor.
11. Ensured applicant had emergency contact numbers. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 40-501 MEPS
NGR 600-200

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STP 12-79T25-SM-TG

805B-79T-2537
Determine Basic Enlistment Eligibility

Conditions: Given an applicant for potential enlistment in the Army National Guard of the
United States:
a. Recruiter workstation with leads-reports software.
b. ARNG enlistment criteria memorandum.
c. AR 40-501.
d. User manual 79T RRNCO leads-reports application.
e. A source document to verify applicant’s birth, name and citizenship.
f. A source document to verify applicant’s social security number.
g. A source document to verify applicant’s drivers license.
h. A source document to verify applicant’s education level.
i. A source document to verify applicant’s marriage(s).
j. A source document to verify applicant’s dependency status.
Standards: Determined an applicant’s enlistment eligibility through questioning and reviewing
of documents. Inputted data into the ARISS leads-reports application.

Performance Steps
1. Determine the applicant’s age and enters information into ARISS.
a. Verify date and place of birth.
b. Verify citizenship.
c. Verify applicant’s SSN.
d. Verify selective service registration (male applicant’s).
2. Determine if the applicant had prior military service and enters information into ARISS.
a. Determine applicant’s branch of service.
b. Verify prior service.
c. Determine if the applicant has been in JROTC, Naval Sea Cadets, boy/girl scouts, or
Civil Air Patrol.
d. Determine if the applicant has previously worked with or completed any form of
processing with a recruiter from another Armed force.
3. Determine the applicant’s physical qualifications and enter information into ARISS.
a. Determine if the applicant has ever been or is currently under the care of a physician.
b. Determine if the applicant has ever taken or is currently taking any medications.
c. Determine if the applicant has ever used or experimented with illegal drugs.
d. Determine if the applicant has a history of or been treated for a psychological disorder or
counseling.
e. Determine if the applicant has ever had a broken bone.

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 MOS 79T Tasks—Skill Level 4

Performance Steps
f. Determine if the applicant smokes.
g. Determine if the applicant has ever been treated for alcohol/drug addiction use or abuse.
4. Determine if the applicant had any law violations and enters information into ARISS.
a. Determine if the applicant has ever been arrested, cited, charged, held convicted or
detained.
b. Determine if the applicant has had any charges dropped, dismissed, expunged, sealed
from the record, or was found not guilty.
5. Determine the applicant’s education level and enter information into ARISS.
a. Determine the applicant’s current grade level and propensity to graduate on time.
b. Determine what school the applicant is enrolled in, if any.
c. Determine if the applicant has a high school diploma or a general education certificate
(GED).
d. Determine if the applicant posses a post-secondary degree.
e. Record the highest grade the applicant completed into ARISS.
6. Determine the applicant’s sole-survivor status and enter information into ARISS.
a. Determine if the applicant was previously separated from any component of the U.S.
Armed Forces as a sole-surviving son or daughter. If so, inform the applicant a waiver is
required.
b. Determine if the applicant was a son or daughter in a family which the father or mother
or one of the sons or daughters have become—
(1) Killed in action or died while serving in the Armed forces from wounds, accidents or
disease. Inform the applicant a waiver is required.
(2) Captured or missing in action status. Inform the applicant a waiver is required.
(3) Have a permanent 100 percent disability Determine by the VA or the military
services and are not gainfully employed because of the disability.
7. Determine the applicant’s marital status and enter information into ARISS.
a. Determine and verify if the applicant has ever been or is currently married.
b. Determine if the applicant was ever divorced, legally separated, annulled, or widowed.
8. Determine the applicant’s dependency status and enter information into ARISS. (Determine
if the applicant has anyone who is financially, legally, or morally dependant on them.)
9. Determine the applicant’s test category and enter information into ARISS.
a. Determine if the applicant has taken the ASVAB or SASVAB.
b. Determine if the applicant had a valid test score.
(1) Ensure test is within the last two years.
(2) Applicant has a qualifying mental category.
(3) Eligible for re-test IAW current testing policies.

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STP 12-79T25-SM-TG

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the Performance Measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Determined the applicant’s age and entered information into ARISS. —— ——
a. Verified date and place of birth.
b. Verified citizenship.
c. Verified applicant’s SSN.
d. Verified selective service registration (male applicant’s).
2. Determined if the applicant had prior military service and entered —— ——
information into ARISS.
a. Determined the applicant’s branch of service.
b. Verified prior service.
c. Determined if the applicant had been in JROTC, Naval Sea Cadets,
boy/girl scouts, or Civil Air Patrol.
d. Determined if the applicant had previously worked with or completed
any form of processing with a recruiter from another Armed force.
3. Determined the applicant’s physical qualifications and entered information —— ——
into ARISS.
a. Determined if the applicant had ever been or is currently under the care
of a physician.
b. Determined if the applicant had ever taken or is currently taking any
medications.
c. Determined if the applicant had ever used or experimented with illegal
drugs.
d. Determined if the applicant had a history of or been treated for a
psychological disorder or counseling.
e. Determined if the applicant had ever had a broken bone.
f. Determined if the applicant smokes.
g. Determined if the applicant had ever been treated for alcohol/drug
addiction use or abuse.
4. Determined if the applicant had any law violations and entered information —— ——
into ARISS.

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 MOS 79T Tasks—Skill Level 4

Performance Measures GO NO GO
a. Determined if the applicant had ever been arrested, cited, charged,
held convicted or detained.
b. Determined if the applicant had any charges dropped, dismissed,
expunged, sealed from the record, or was found not guilty.
5. Determined the applicant’s education level and entered information into —— ——
ARISS.
a. Determined the applicant’s current grade level and propensity to
graduate on time.
b. Determined what school the applicant was enrolled in, if any.
c. Determined if the applicant has a high school diploma or a general
education diploma (GED).
d. Determined if the applicant posses a post secondary degree.
e. Recorded the highest grade the applicant completed into ARISS.
6. Determined the applicant’s sole-survivor status and entered information —— ——
into ARISS.
a. Determined if the applicant was previously separated from any
component of the U.S. Armed forces as a sole-surviving son or
daughter. If so, informed the applicant a waiver is required.
b. Determined if the applicant was a son or daughter in a family which the
father or mother or one of the sons or daughters have become:
(1) Killed in action or died while serving in the Armed Forces from
wounds, accidents or disease. Informed the applicant a waiver is
required.
(2) Captured or missing in action status. Informed the applicant a
waiver is required.
(3) Have a permanent 100 percent disability determined by the VA or
the military services and are not gainfully employed because of the
disability.
7. Determined the applicant’s marital status and entered information into —— ——
ARISS.
a. Determined and verified if the applicant had ever been married or is
currently married.
b. Determined if the applicant was ever divorced, legally separated,
annulled or widowed.
8. Determined the applicant’s dependency status and entered information into —— ——
ARISS. (Determined if the applicant has anyone who is financially, legally,
or morally dependant on them.)
9. Determined the applicant’s test category and entered information into —— ——
ARISS.
a. Determined if the applicant had taken the ASVAB or SASVAB.

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STP 12-79T25-SM-TG

Performance Measures GO NO GO
b. Determined if the applicant had a valid test score.
(1) Ensured test was within the last two years.
(2) Applicant had a qualifying mental category.
(3) Eligible for re-test IAW current testing policies.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 40-501 NGR 600-200
AR 600-9 SMTC15
DA PAM 611-21

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 MOS 79T Tasks—Skill Level 4

805B-79T-2584
Prospect for Leads

Conditions: Given requirement to prospect daily utilizing the 5-1-2-1+1 principle and your
market analysis data:
a. Recruiter workstation with leads and reports system software installed.
b. RRNCO support package.
Standards: Completed prospect for leads IAW NGR 601-2.

Performance Steps
1. Contact five new leads per day.
a. Access leads through replication.
b. Obtain leads from sources outside of ARISS through daily contacts.
c. Follow up on leads obtained based on prospecting strategy/target audience model.
d. Enter all contacts into leads-reports.
2. Contact one COI/VIP per day.
a. Make appointments and visits with COI/VIP contacts to acquire leads.
b. Request names and contact information on all targeted leads from COI/VIP.
c. Cultivate positive relationships with COI/VIP by providing information and knowledge
about the Army National Guard.
3. Conduct two accession interviews per day. (Ask for referrals during each accession
interview.)
4. Conduct one school visit per week with a defined purpose of obtaining leads.
5. Conduct one school presentation per month to provide information and knowledge about the
Army National Guard.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Contacted five new leads per day. —— ——
a. Accessed leads through replication.
b. Obtained leads from sources outside of ARISS through daily contacts.

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STP 12-79T25-SM-TG

Performance Measures GO NO GO
c. Followed up on leads obtained based on prospecting strategy/target
audience model.
d. Entered all contacts into leads-reports.
2. Contacted one COI/VIP per day. —— ——
a. Made appointments and visited with COI/VIP contacts to acquire leads.
b. Requested names and contact information on all targeted leads from
COI/VIP’s.
c. Cultivated positive relationships with COI/VIP’s by providing information
and knowledge about the Army National Guard.
3. Conducted two accession interviews per day. (Asked for referrals during —— ——
each accession interview.)
4. Conducted one school visitation per week with a defined purpose of —— ——
obtaining leads.
5. Conducted one school presentation per month to provide information and —— ——
knowledge about the Army National Guard.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-2
SMTC05
SMTC15

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 MOS 79T Tasks—Skill Level 4

805B-79T-2587
Prospect by Telephone

Conditions: Given a requirement to prospect by telephone and access to—

a. Recruiter workstation with lead and reports system software installed.
b. Lead information.
c. Telephone.
d. Standard office supplies and equipment.
e. ARNG enlistment criteria.
f. NGR 601-2.
g. User manual 79T RRNCO lead-reports application.
Standards: Obtained an appointment with a lead using telephone techniques.

Performance Steps
1. Perform planning and preparation for telephones prospecting.
a. Develop a pre call plan that consists of qualified leads and any prior known information
(if available):
(1) Use any prior known information to position opening of phone call.
(2) Prepare a sales message that targets the lead to be called.
(3) Prepare a closing statement for optimum chances of getting an appointment.
b. Prioritize leads by known or suspected (SASVAB results, any prior known information)
mental categories.
c. Target lead based on monthly, quarterly, and annual mission requirement.
2. Open the telephone call.
a. Give the greeting:
(1) Salutation
(2) Your name
(3) Your role with the ARNG
b. Gain the lead’s interest:
(1) Position and make the opening statement using any prior known information on the
lead.
(2) Propose a limited agenda.
(3) State the value of the agenda to the lead.
(4) Check for acceptance of the agenda.
c. Probe to uncover opportunity or need.
(1) Probe to uncover needs and opportunities.
(2) Support the need to know with the benefits of a face-to-face meeting.
3. Qualifying.
a. Introduce the APPLE-MD questions utilizing appropriate tone and language.
b. Ask the APPLE-MD questions.

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STP 12-79T25-SM-TG

Performance Steps
c. Respond appropriately to leads that don’t qualify.
(1) Encourage the lead to try again.
(2) Ask for referrals.
(3) Ask the lead to share his/her interest with others.
4. Closing.
a. Summarize the reason for moving forward.
b. Propose next step for you and the lead.
c. Check for acceptance.
5. Attempt to handle concerns.
a. To handle indifferent customers—
(1) Acknowledge the lead’s point of view.
(2) Request permission to probe.
(3) Confirm existence of a need.
b. To handle screens—
(1) Begin the call with the opening.
(2) Ask to be connected.
(3) Treat the screen as an extension of the lead.
c. To deal with a stall—
(1) Probe to understand the issue.
(2) Continue to recommend a meeting.
6. Confirm the appointment.
a. Ask the prospect to get a pen and paper.
b. Confirm or verify the prospect’s address (get directions if necessary).
c. Give the prospect your name and the address /phone number to your office.
d. Reconfirm the date, time, and the location of the appointment.
7. Solicit referrals and gather lead information.
a. Ask questions like—
(1) “Who do you know that is interested in the military services?”
(2) “Who do you know that is in search of employment?”
(3) “Who do you know that has separated from active services?”
b. Annotate any obtained information into the ALRL.
8. Document the telephone call.
a. Annotate the planning tool.
b. Enter results of the call in to the contact history tab in leads-reports on the recruiter
workstation.

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 MOS 79T Tasks—Skill Level 4

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Performed planning and preparation for telephones prospecting. —— ——
a. Developed a pre call plan that consisted of qualified leads and any prior
known information (if available):
(1) Used any prior known information to position opening of phone call.
(2) Prepared a sales message that targeted the lead to be called.
(3) Prepared a closing statement for optimum chances of getting an
appointment.
b. Prioritized leads by known or suspected (SASVAB results, any prior
known information) mental categories.
c. Targeted lead based on monthly, quarterly, and annual mission
requirement.
2. Opened the telephone call. —— ——
a. Gave the greeting:
(1) Salutation
(2) Your name
(3) Your role with the ARNG
b. Gained the lead’s interest:
(1) Positioned and made the opening statement using any prior known
information on the lead.
(2) Proposed a limited agenda.
(3) Stated the value of the agenda to the lead.
(4) Checked for acceptance of the agenda.
c. Probed to uncover opportunity or need.
(1) Probed to uncover needs and opportunities.
(2) Supported the need to know with the benefits of a face-to-face
meeting.
3. Qualifying. —— ——
a. Introduced the APPLE-MD questions utilizing appropriate tone and
language.
b. Asked the APPLE-MD questions.
c. Responded appropriately to leads that did not qualify.

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STP 12-79T25-SM-TG

Performance Measures GO NO GO
(1) Encouraged the lead to try again.
(2) Asked for referrals.
(3) Asked the lead to share his/her interest with others.
4. Closing. —— ——
a. Summarized the reason for moving forward.
b. Proposed next step for you and the lead.
c. Checked for acceptance.
5. Attempted to handle concerns. —— ——
a. To handle indifferent customers—
(1) Acknowledged the lead’s point of view.
(2) Requested permission to probe.
(3) Confirmed existence of a need.
b. To handle screens—
(1) Begin the call with the opening.
(2) Ask to be connected.
(3) Treat the screen as an extension of the lead.
c. To deal with a stall—
(1) Probe to understand the issue.
(2) Continue to recommend a meeting.
6. Confirm the appointment. —— ——
a. Ask the prospect get a pen and paper.
b. Confirm or verify the prospect’s address (get directions if necessary).
c. Give the prospect your name and the address /phone number to your
office.
d. Reconfirm the date, time, and the location of the appointment.
7. Solicit referrals and gather lead information. —— ——
a. Ask questions like—
(1) “Who do you know that is interested in the military services?”
(2) “Who do you know that is in search of employment?”
(3) “Who do you know that has separated from active services?”
b. Annotated any obtained information into the ALRL.
8. Documented the telephone call. —— ——
a. Annotated the planning tool.
b. Entered results of the call in to the contact history tab in leads-reports
on the recruiter workstation.

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 MOS 79T Tasks—Skill Level 4

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-200
NGR 601-2
SMTC15

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STP 12-79T25-SM-TG

805B-79T-2588
Administer School Programs

Conditions: Given an assigned ARNG recruiting area with one or more high school(s),
college(s), Vo-tech(s), business school(s) and / or other viable education centers:
a. NGR 601-2.
b. RPI’s.
c. Presentation programs (GEARs, career direction, etc.).
d. Recruiter workstation.
e. ARISS leads-reports user manual for 79T RRNCO.
f. Access to Internet websites (virtualarmory.com and youcannet.com).
Standards: Carried out all actions to conduct a school program IAW NGR 601-2. Maintained
records for follow up actions, production history and accountability.

Performance Steps
1. Establish recruiting relationships with education and training centers.
a. Determine school policies, protocol and rules for campus recruiting efforts.
(1) Demonstrate and establish your commitment to respect the mission of the institution
by contacting and meeting with the person responsible for school policies and
campus rules.
(2) Discuss the school’s policies on ASVAB testing and counseling, campus recruiting,
advertising, contact with guidance counselors, coaches, teachers and students.
(3) Establish that you will observe school protocol and rules on parking, signing in and
out, where you may talk with students and place RPIs.
(4) State what you wish to do in the school, the benefit to the school and the students,
and how you intend to do business.
(5) Request the names of administrators and counselors and their area(s) of
responsibility. Ask for an orientation and to be introduced to key personnel so they
will know that you have credibility with school leadership.
(6) Ensure that your POC knows where, when, and how to contact you for assistance or
other matters.
b. Relationships with guidance counselors, teachers, coaches and ROTC advisors (COIs /
VIPs).
(1) Contact and request appointments with known COIs and VIPs.
(2) Offer assistance to help the school administration with (in which you have interest or
have access to expertise or resources):
(a) Classes.
(b) Workshops.
(c) Functions.
(d) Activities.
(e) Meetings/seminars.

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 MOS 79T Tasks—Skill Level 4

Performance Steps
(f) Career days.
(3) Offer programs and expertise as a contribution to the students’ education,
maturation, potential, and growth resources.
(4) Maintain a professional appearance and the highest standards of conduct
in relationships with—
(a) Staff.
(b) Faculty.
(c) Students.
(5) Contact students:
(a) At the schools recommended times.
(b) At the counselor’s office.
(c) Other designated area(s) and activities.
2. Institute a school program strategy/annual plan.
a. Plan school program strategy/annual plan in June/July that considers the following
objectives:
(1) Evaluate the school for quality of production and the potential for producing results.
(2) Provide lead-time for school officials to plan ARNG programs into class and activity
schedules.
(3) Provide lead-time to order necessary materials needed for RRNCO activities
throughout the school year.
(4) Differentiate the National Guard from competitors (other branch recruiters, schools,
businesses and industries) prime marketing periods.
(5) Maximizes student contact.
(6) Allow for early planning of known major activities.
(7) Record acquired school information in RWS.
(8) Acquire names and addresses of junior (former sophomore) and senior students.
(Be familiar with the “Solomon and Hutchinson” amendments.)
b. Introduce, schedule, and conduct school entry programs.
c. Other activities.
(1) Yearbook.
(2) Sports programs.
(3) Academic competitions.
(4) Advertising.
(5) Displays.
(6) Field trips.
(7) ROTC competitions.
d. Record keeping and follow up.
(1) Thank COI/VIP for opportunities they provide to serve their school.
(2) Contact all students who indicate an interest in joining the National Guard.

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STP 12-79T25-SM-TG

Performance Steps
(3) Maintain file on school activities to provide historic data and performance
accountability.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Established recruiting relationships with education and training centers. —— ——
a. Determined school policies, protocol and rules for campus recruiting
efforts.
(1) Demonstrated and established a commitment to respect the
mission of the institution by contacting and meeting with the person
responsible for school policies and campus rules.
(2) Discussed the school’s policies on ASVAB testing and counseling,
campus recruiting, advertising, contact with guidance counselors,
coaches, teachers and students.
(3) Established you will observe school protocol and rules on parking,
signing in and out, where you may talk with students and place
RPIs.
(4) Stated what you wish to do in the school, the benefit to the school
and the students, and how you intend to do business.
(5) Requested the names of administrators and counselors and their
area(s) of responsibility. Asked for an orientation and to be
introduced to key personnel so they will know that you had
credibility with school leadership.
(6) Ensured that your POC knew where, when, and how to contact you
for assistance or other matters.
b. Relationships with guidance counselors, teachers, coaches and ROTC
advisors (COIs/VIPs).
(1) Contacted and requested appointments with known COIs and VIPs.
(2) Offered assistance to help the school administration with (in which
you had interest or had access to expertise or resources):
(a) Classes.
(b) Workshops.
(c) Functions.
(d) Activities.
(e) Meetings/seminars.

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 MOS 79T Tasks—Skill Level 4

Performance Measures GO NO GO
(f) Career days.
(3) Offered programs and expertise as a contribution to the students’
education, maturation, potential, and growth resources.
(4) Maintained a professional appearance and the highest standards of
conduct in relationships with—
(a) Staff.
(b) Faculty.
(c) Students.
(5) Contacts students:
(a) At the schools recommended times.
(b) At the counselor’s office.
(c) Other designated area(s) and activities.
2. Instituted a school program strategy/annual plan. —— ——
a. Planned school program strategy/annual plan in June/July that
considered the following objectives:
(1) Evaluated the school for quality of production and the potential for
producing results.
(2) Provided lead-time for school officials to plan ARNG programs into
class and activity schedules.
(3) Provided lead-time to order necessary materials needed for
RRNCO activities throughout the school year.
(4) Differentiated the National Guard from competitors (other branch
recruiters, schools, businesses and industries) prime marketing
periods.
(5) Maximized student contact.
(6) Allowed for early planning of known major activities.
(7) Recorded acquired school information in RWS.
(8) Acquired names and addresses of junior (former sophomore) and
senior students. (Be familiar with the “Solomon and Hutchinson”
amendments.)
b. Introduced, scheduled, and conducted school entry programs.
c. Other activities.
(1) Yearbook.
(2) Sports programs.
(3) Academic competitions.
(4) Advertising.
(5) Displays.
(6) Field trips.
(7) ROTC competitions.
d. Kept records and followed up.

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STP 12-79T25-SM-TG

Performance Measures GO NO GO
(1) Thanked COI/VIP for opportunities they provided to serve their
school.
(2) Contacted all students who indicated an interest in joining the
National Guard.
(3) Maintained file on school activities that provided historic data and
performance accountability.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
SMTC15

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 MOS 79T Tasks—Skill Level 4

805B-79T-2589
Conduct a Strength Maintenance Presentation

Conditions: Given a requirement to deliver a strength maintenance presentation within the

assigned RRNCO’s area and access to—
a. NGR 601-2
b. State specific SOP.
c. Standard office supplies and equipment.
Standards: Prepared and or delivered a presentation to a targeted group within the RRNCO’s
area of responsibility IAW NGR 601-2.

Performance Steps
1. Coordinate and schedule a strength maintenance presentation.
2. Determine type of presentation to be given.
a. Informative.
b. Persuasive.
c. Entertaining.
3. Determine logistics (such as number of attendees, length of presentation, media
required/available).
4. Record information into recruiter workstation (RWS) and planner.
5. Prepare and/or secure all workbooks, handouts and recruiting promotional item(s) (RPI)
material needed to successfully deliver presentation.
6. Prepare for presentation to include—
a. Situation—consider the time, place and location of where you are giving the
presentation.
b. Purpose—-this refers to the goal the speaker hopes to achieve with his or her
presentation.
c. Audience—consider the people to whom the presentation is directed.
d. Method—which methods will best accomplish the purpose.
7. Practice the delivery of your presentation as many times as necessary to internalize the
message or lesson.
8. Check personal appearance and correct any deficiencies.
9. Arrive at the location early to—
a. Check the facilities.
b. Set up any equipment.
c. Arrange handouts or aids.
d. Meet the host or point of contact (POC).
10. Conduct the presentation, following the outline or lesson plan.

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STP 12-79T25-SM-TG

Performance Steps
11. Complete follow-up requirements to include—
a. Record acquired information into RWS.
b. Thank you note or letter to POC.
c. Contact participants who requested additional information.
12. Review and evaluate your performance.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self Evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Coordinated and scheduled a strength maintenance presentation. —— ——
2. Determined type of presentation to be given. —— ——
a. Informative.
b. Persuasive.
c. Entertaining.
3. Determined logistics (such as number of attendees, length of presentation, —— ——
media required/available).
4. Recorded information into recruiter workstation (RWS) and planner. —— ——
5. Prepared and/or secured all workbooks, handouts and recruiting —— ——
promotional item(s) (RPI) material needed to successfully deliver
presentation.
6. Prepares for presentation to include— —— ——
a. Situation—consider the time, place and location of where you are giving
the presentation.
b. Purpose—this refers to the goal the speaker hopes to achieve with his
or her presentation.
c. Audience—consider the people to whom the presentation is directed.
d. Method—which methods will best accomplish the purpose.
7. Practiced the delivery of your presentation as many times as necessary to —— ——
internalize the message or lesson.
8. Checked personal appearance and corrected any deficiencies. —— ——

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 MOS 79T Tasks—Skill Level 4

Performance Measures GO NO GO
9. Arrived at the location early to— —— ——
a. Checked the facilities.
b. Sat up any equipment.
c. Arranged handouts or aids.
d. Met the host or point of contact (POC).
10. Conducted the presentation, following the outline or lesson plan. —— ——
11. Completed follow-up requirements to include— —— ——
a. Recorded acquired information into RWS.
b. Thank you note or letter to POC.
c. Contacted participants who requested additional information.
12. Reviewed and evaluated your performance. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-2

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STP 12-79T25-SM-TG

805B-79T-2591
Conduct a Strength Maintenance Interview

Conditions: Given a soldier/prospect, a requirement to conduct a strength maintenance

interview, and access to—
a. State specific strength maintenance forms; soldier’s MPRJ; previous interview notes;
and comments from commander, first sergeant and supervisors or prospect information.
b. NGR 600-200 with current FY criteria letter.
c. NGR 600-7 with current SRIP memorandums.
d. AR 135-7 with current MGIB kicker policy memorandum.
e. NGR 601-2.
f. DA Pam 25-30.
g. DA Pam 611-1.
h. Professional selling skills (PSS) kit
i. Sales aids and recruiting promotional items (RPIs).
j. National Guard almanac.
k. State specific strength maintenance SOP.
l. State specific strength maintenance forms.
m. Standard office supplies and equipment.
n. Appropriate references as needed.
Standards: Conducted the interview using PSS and applying the tasks 805B-79T-2537 and
805B-79T-2538 for collecting information and/or data. Incorporated the appropriate features
and benefits of the Army National Guard as information for the interviewee. The National Guard
almanac is not an official military publication. However, it may serve as a single source
document listing ARNG federal and state specific features and benefits. Completed all
necessary forms IAW NGR 600-200 with current enlistment criteria memorandum, NGR 600-7,
AR 135-7, NGR 601-2, FM 22-100, DA Pam 25-30, DA Pam 611-1 and state specific strength
maintenance forms without error.

Performance Steps
1. Identify which type of interview you will conduct.
2. Prepare for the interview.
a. Prepare the interview area (when possible) by eliminating any potential distraction.
b. Obtain sales aids, RPIs, regulations, and publications for use during the interview.
c. If preparing for a recruiting interview, review all available information on the prospect.
d. If preparing for an attrition or retention interview, identify and gather all available sources
of information about the soldier, including: state specific strength maintenance forms;
soldier’s MPRJ; previous interview notes; and comments from commander, first
sergeant and supervisors.
3. Open the interview.
a. Establishing rapport and credibility.

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 MOS 79T Tasks—Skill Level 4

Performance Steps
b. Pre-qualify the interviewee for enlistment (APPLE MD) or determine if the soldier is
eligible for continued military service.
4. Uncover interviewee’s needs, using open and closed probing questions.
5. Support each need by acknowledging the need and introducing the appropriate
feature/benefit.
a. Explain the difference between a feature and a benefit.
b. Determine if the interviewee wants information about a specific feature or benefit, or an
overview of several features and opportunities.
c. Explain feature(s) of the ARNG and the benefit that feature will be to the interviewee.
d. Refer to the proper publication on each feature to support the potential benefit and the
agency that administers the feature.
e. Assist the interviewee in contacting the proper agency if an eligibility determination is
desired.
6. Overcome interviewee’s concerns.
a. Overcome skepticism by acknowledging the concern and offering relevant proof.
b. Overcome misunderstandings by probing to confirm the need behind the concern and
supporting the need by describing relevant features and potential benefits.
c. Overcome drawbacks by acknowledging the concern, refocusing on the bigger picture
and by outweighing that concern with previously accepted benefits.
d. Overcome indifference by acknowledging the interviewee’s point of view, requesting
permission to probe, and by probing to create an awareness of interviewee’s needs.
7. Once given a buying signal, close the sale by first summarizing the benefits accepted.
8. Formulate a plan of action by scheduling the next required event.
9. Close the interview. Thank the interviewee and ask for a referral.
10. Record interview results.
a. For a recruiting interview, record results utilizing the recruiter’s work station (RWS).
b. For an attrition management or retention interview, record results on the state specific
strength maintenance form.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

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STP 12-79T25-SM-TG

Performance Measures GO NO GO
1. Identified type of interview. —— ——
2. Prepared for the interview —— ——
3. Opened the interview. —— ——
4. Probed to identify/confirm interviewee need(s). —— ——
5. Supported ARNG features/benefits. —— ——
6. Overcame interviewee’s concerns. —— ——
7. Summarized benefits accepted. —— ——
8. Formulated a plan of action. —— ——
9. Closed the interview. —— ——
10. Recorded interview results. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 NGR 600-7
DA Pam 611-1 NGR 600-200
NGR 601-2
SMTC04
SMTC08

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 MOS 79T Tasks—Skill Level 4

805B-79T-2592
Brief Initial Entry Training (IET) Requirements

Conditions: As a ARNG recruiting and retention NCO in a field environment access to AR 135-
91, FM 21-20, NGR 600-200, NGR 601-2, TRADOC Reg 350-6, DA Pam 611-21, ARNG
START Kit (NPS), state specific strength maintenance SOP, and a scenario whereas an
applicant or a recent ARNG enlistee has inquired as to the requirements for completion of initial
entry training (IET).
Standards: Explained requirements and expectations during IET. Explained general
requirements of IET, split training options, reception station process, fitness training unit,
physical training and rehabilitation program, basic training, advanced individual training, and
ARNG liaison NCO program IAW AR 135-91, NGR 600-200, NGR 601-2, DA Pam 25-30, DA
Pam 611-21, TRADOC Reg 350-6, ARNG START Kit (NPS), and state specific strength
maintenance SOPs.

Performance Steps
1. Explain general requirements of IET.
a. Identify potential training locations for IET.
b. Explain 13-week minimum IET requirement.
c. Explain potential for additional active duty.
d. Explain authorized/recommended items for IET.
e. Explain that ARNG soldiers are subject to the Uniform Code of Military Justice (UCMJ)
during IET.
f. Explain Army tobacco use policy.
g. Explain enlistee rights and benefits while on active duty for IET.
2. Explain split training option (STO) requirements.
a. Provide overview of policy requirement for STO I and II physical checkup.
b. Provide overview of purpose and utilization of mandatory release date (MRD) for STO I
soldiers.
3. Explain reception station process.
4. Explain purpose of the fitness training unit (FTU).
5. Explain purpose of the physical training and rehabilitation program (PTRP).
6. Explain the requirements of basic training.
a. Explain length of basic training (9-weeks).
b. Explain training requirements (such as physical fitness, attitude, weapons qualification).
7. Explain the requirements of advanced individual training.
a. Provide overview of MOS(s) chosen by applicant or recent enlistee.
b. Provide overview of training requirements of chosen MOS(s).

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STP 12-79T25-SM-TG

Performance Steps
8. Explain the ARNG liaison NCO program.
a. Provide overview of the purpose of the ARNG liaison NCO program.
b. Provide overview of the ARNG Liaison NCO’s duties and responsibilities.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Explained general requirements of IET. —— ——
2. Explained STO requirements. —— ——
3. Explained reception station process. —— ——
4. Explained purpose of the FTU. —— ——
5. Explained purpose of the PTRP. —— ——
6. Explained the requirements of basic training. —— ——
7. Explained the requirements of advanced individual training. —— ——
8. Explained the ARNG liaison NCO program. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-91 NGR 600-200
DA Pam 611-1 NGR 601-2
DA Pam 611-21 SMTC18
FM 21-20
TRADOC Reg 350-6

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 MOS 79T Tasks—Skill Level 4

805B-79T-2593
Interpret Aptitude Test Results

Conditions: Given an applicant with enlistment screening test (EST) or Armed services
vocational aptitude battery (ASVAB) test results and access to—
a. NGR 600-200.
b. DA Pam 611-201.
c. Unit manning document or vacancy list.
d. Standard office supplies and equipment.
Standards: Interpreted EST or ASVAB results IAW DA Pam 611-201 and NGR 600-200.

Performance Steps
1. Explain minimum AFQT for—
a. Enlistment into the Army National Guard.
b. Current Incentive eligibility.
2. Provide overview of aptitude area scores:
a. CL—clerical.
b. CO—combat.
c. EL—electronics.
d. FA—field artillery.
e. GM—general maintenance.
f. GT—general technical.
g. MM—mechanical maintenance.
h. OF—operators and food.
i. SC—surveillance and communications.
j. ST—skilled technical.
3. Explain how aptitude area scores are included in determining eligibility for Army military
occupational specialties (MOS).
4. Determine MOS(s) for which the applicant is qualified.
5. Explain types of Army National Guard units and available MOS(s) for which the applicant is
eligible:
a. Within reasonable commuting distance.
b. Outside reasonable commuting distance.
6. Explain how test scores are utilized by military leadership when—
a. Determining eligibility for further military education.
b. Considering a soldier for leadership courses (such as OCS, WOC).

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STP 12-79T25-SM-TG

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Explained minimum AFQT for— —— ——
a. Enlistment into the Army National Guard.
b. Current Incentive eligibility.
2. Provided overview of aptitude area scores. —— ——
3. Explained how aptitude area scores are included in determining eligibility —— ——
for Army MOS.
4. Determined MOS(s) for which the applicant is qualified. —— ——
5. Explained types of Army National Guard units and available MOS(s) for —— ——
which the applicant is eligible:
a. Within reasonable commuting distance.
b. Outside reasonable commuting distance.
6. Explained how test scores are utilized by military leadership when— —— ——
a. Determining eligibility for further military education.
b. Considering a soldier for leadership courses (such as OCS, WOC).

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
DA Pam 611-21 NGR 600-200

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 MOS 79T Tasks—Skill Level 4

805B-79T-2594
Explain Enlistment Options/Programs/Obligations to an Applicant

Conditions: Given an applicant for ARNG enlistment and access to—

a. AR 135-91.
b. NGR 600-200 with current FY ECM.
c. Applicant’s information and documents.
d. Standard office supplies and equipment.
Standards: Determined applicant’s military status. Explained options/obligations/training
requirements, the relationship between options and obligations and alternative ways to satisfy
the obligations. Ensured applicant understands available options/obligations/programs
available IAW AR 135-91, chapter 2, NGR 600-200 and applicant’s information and documents.

Performance Steps
1. Determine applicant’s military status.
a. If non-prior service (NPS), go to performance step 2.
b. If prior service (PS), go to performance step 7.
2. Explain NPS options, obligations, and requirements by discussing the following (as
appropriate):
a. The statutory military service obligation (MSO).
b. The contractual obligation incurred by enlistment.
c. The STO.
d. The civilian acquired skills program (CASP).
e. The simultaneous membership program (SMP).
3. Explain any relationship between an applicant’s selected option(s), obligation(s) and
requirement(s). (Include an explanation of any affect(s) on bonuses and/or incentives.)
4. Discuss situations that may require alternative ways to meet a MSO or contractual
obligation.
5. Explain alternative ways to satisfy the service obligation by discussing the following (as
appropriate). (Include an explanation of any affect(s) on bonuses and/or incentives.)
a. Alternate training periods.
b. Inactive National Guard (ING).
c. Individual Ready Reserve (IRR).
d. Other Active or Reserve Components.
6. Ensure applicant understands available options/obligations/programs available.
7. Explain PS options, obligations, and requirements by discussing the following (as
appropriate):

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STP 12-79T25-SM-TG

Performance Steps
a. Relationship between any remaining MSO and contractual obligation incurred by
enlistment.
b. The Try-One in the Guard Program.
c. CASP.
d. SMP.
8. Explain any relationship between an applicant’s selected option(s), obligation(s) and
requirement(s). (Include an explanation of any affect(s) on bonuses and/or incentives.)
9. Discuss situations that may require alternative ways to meet a MSO or contractual
obligation.
10. Explain alternative ways to satisfy the service obligation by discussing the following (as
appropriate). (Include an explanation of any affect(s) on bonuses and/or incentives.)
a. Alternate training periods.
b. Inactive National Guard (ING).
c. Individual Ready Reserve (IRR).
d. Other Active or Reserve Components.
11. Ensure applicant understands available options/obligations/programs available.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Determined applicant’s military status (NPS/PS). —— ——
2. Explained NPS/PS options, obligations, and requirements (as appropriate). —— ——
3. Explained any relationship between an applicant’s selected option(s), —— ——
obligation(s) and requirement(s). (Included an explanation of any affect(s)
on bonuses and/or incentives.)
4. Discussed situations that may require alternative ways to meet a MSO or —— ——
contractual obligation.
5. Explained alternative ways to satisfy the service obligation. (Included an —— ——
explanation of any affect(s) on bonuses and/or incentives.)
6. Ensured applicant understood available options/obligations/programs —— ——
available.
b. The Try-One in the Guard Program.

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Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-91 NGR 600-200

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805B-79T-2597
Explain the Selected Reserve Incentive Program (SRIP)

Conditions: As an ARNG recruiting and retention NCO, in a field environment, and access to
AR 135-7, NGR 600-7 with current ARNG Selected Reserve Incentive Program and
Montgomery G.I. Bill (MGIB) policy letters, a soldier’s MPRJ, and a scenario whereas an
applicant or soldier who is eligible for ARNG enlistment, immediate reenlistment, or extension
has requested information on the Selective Reserve Incentive Program.
Standards: Explained each Selective Reserve Incentive Program by discussing the criteria for
entitlement, eligibility, enrollment, continuation, suspension, termination, recoupment and
circumstances which it may be combined with other incentives IAW AR 135-7, NGR 600-7, and
the current ARNG Selected Reserve Incentive Program and MGIB Kicker policy letters.

Performance Steps
1. Determine which of the following ARNG incentive programs are available to the
applicant/soldier:
a. Non-prior service enlistment bonus.
b. Reenlistment/extension bonus.
c. Affiliation bonus.
d. Student loan repayment program.
e. Civilian acquired skills program bonus.
f. Prior service enlistment bonus.
2. Explain benefits of each applicable incentive program by discussing the following:
a. Eligibility.
b. Entitlement.
c. Enrollment.
3. Explain reasons for suspension, termination, and recoupment of each applicable incentive
program.
4. Explain eligibility to combine ARNG incentive programs.
5. Explain eligibility to combine ARNG incentive programs with the MGIB.
6. Ensure the applicant/soldier understand the available program(s).
Evaluation Preparation: This task may be evaluated by two methods:
a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

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Performance Measures GO NO GO
1. Determined ARNG incentive programs available to the applicant/soldier. —— ——
2. Explained benefits of each applicable incentive program. —— ——
3. Explained reasons for suspension, termination, and recoupment of each —— ——
applicable incentive program.
4. Explained eligibility to combine ARNG incentive programs. —— ——
5. Explained eligibility to combine ARNG incentive programs with the MGIB. —— ——
6. Ensured the applicant/soldier understand the available program(s). —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 NGR 600-7
SMTC01
SMTC02

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805B-79T-2598
Explain the Montgomery G.I. Bill (MGIB)

Conditions: As an ARNG recruiting and retention NCO, in a field environment, and access to
AR 135-7, NGR 600-7, with current ARNG Selected Reserve Incentive Program and MGIB
policy letters, a soldier’s MPRJ, and a scenario whereas an applicant or soldier who is eligible
for ARNG enlistment, immediate reenlistment, or extension has requested information on the
MGIB.
Standards: Explained the MGIB by discussing the criteria for entitlement, eligibility, enrollment,
continuation, suspension, termination, recoupment and circumstances which it may be
combined with other incentives IAW AR 135-7, NGR 600-7, and the current ARNG Selected
Reserve Incentive Program and MGIB Kicker policy letters.

Performance Steps
1. Explained educational assistance provided by the MGIB by discussing the following (as
appropriate):
a. Benefits provided.
b. Payment schedule based on student status.
c. Additional educational assistance provided by the ARNG MGIB Kicker Program.
2. Explain details of the MGIB and ARNG MGIB Kicker Program by discussing the following
(as appropriate):
a. Eligibility requirements (include any duplication of military educational assistance
programs).
b. Termination of entitlements.
c. Expiration of entitlements.
d. Recoupment of paid educational assistance received.
3. Explain application procedures by discussing the following (as appropriate):
a. Application for educational assistance (VA Form 22-1990).
b. Contacting Department of Veterans Affairs representative.
c. Obtaining a Notice of Basic Eligibility (DD Form 2384-1).
d. Selecting a school or program.
e. Submitting the VA Form 22-1990.
4. Determine eligibility to combine the MGIB with other incentive programs by discussing the
following (as appropriate):
a. Non-prior service enlistment bonus.
b. Reenlistment/extension bonus.
c. Affiliation bonus.
d. Student loan repayment program.

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Performance Steps
e. Civilian acquired skill bonus.
f. Prior service enlistment bonus.
5. Ensure the applicant/soldier understand the available program(s).

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Explained educational assistance provided by the MGIB. —— ——
2. Explained details of the MGIB and ARNG MGIB Kicker Program. —— ——
3. Explained application procedures. —— ——
4. Determined eligibility to combine the MGIB with other incentive programs. —— ——
5. Ensured the applicant/soldier understand the available program(s). —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 NGR 600-7
SMTC01
SMTC02

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Subject Area 3: Attrition Management

805B-79T-2501
Review Request for Separation/Transfer/Discharge

Conditions: Given a request for separation, transfer, or discharge from an ARNG unit and
access to—
a. AR 135-178.
b. AR 135-91.
c. AR 135-7.
d. NGR 600-200.
e. NGR 601-2.
f. NGR 614-1.
g. State attrition management plan/local SOP.
h. Soldier’s MPRJ.
i. The unit manning document.
j. Standard office supplies and equipment.
Standards: Verified that all required documentation was present, in the proper format, and
accurate IAW AR 135-178, AR 135-91, AR 135-7, NGR 600-200, NGR 601-2, and NGR 614-1.

Performance Steps
1. Determine if the request is for separation, transfer, or discharge.
a. If it is a request for separation/discharge, go to step 2.
b. If it is a request for transfer, go to step 8.
2. Review the soldier’s MPRJ/PQR to ensure soldier is eligible for continued service.
3. Determine if the request for separation/discharge is voluntary or based on official actions
(involuntary).
a. If it is voluntary, go to step 4.
b. If it is based on official actions, go to step 6.
4. Review appropriate counseling statements to determine if retention efforts were made.
Ensure the statements include the following (as applicable):
a. Appropriate retention counseling statements from unit leadership.
b. Affect on current and/or future incentives or benefits.
c. Remaining contractual or military service obligation.
d. Efforts made to overcome the soldier’s reasons for requesting separation/discharge.
5. Prepare and submit recommendation to appropriate unit leadership. (End of task for
request for voluntary separation/discharge.)

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Performance Steps
6. For involuntary separation, review applicable documents and counseling to ensure the
following (as applicable):
a. Appropriate rehabilitation efforts were made.
b. Reason for separation/discharge does not conflict with additional protection afforded to
soldiers with 18-20 years time in service.
c. Reason for separation/discharge does not conflict with nonregular service retirement
opportunity afforded to soldiers who do not qualify for nonregular retired pay at age 60,
but could qualify for retirement before age 64.
d. Soldier understands their right to appeal.
7. Prepare and submit recommendation to appropriate unit leadership. (End of task for
involuntary request for separation/discharge.)
8. Determine if the request for transfer is voluntary or based on official actions (involuntary).
a. If it is voluntary, go to step 9.
b. If it is based on official actions, go to step 11.
9. Review appropriate counseling statements to determine if retention efforts were made.
Ensure the statements include the following (as applicable):
a. Retention counseling statements from appropriate unit leadership.
b. Additional training requirements.
c. Affect on current and/or future incentives or benefits.
d. Efforts made to overcome the soldier’s reasons for requesting transfer.
10. Prepare and submit recommendation to appropriate unit leadership. (End of task for
request for voluntary transfer.)
11. For involuntary transfer, review applicable documents and counseling to ensure the soldier
understands following (as applicable):
a. Requirement for additional training.
b. New unit’s contact information and location.
c. Affect on current and/or future incentives or benefits.
12. Prepare and submit recommendation to appropriate unit leadership. (End of task for
request for involuntary transfer.)

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

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Performance Measures GO NO GO
1. Determined if the request was for separation, transfer, or discharge. —— ——
a. If it was a request for separation/discharge, go to step 2.
b. If it was a request for transfer, go to step 8.
2. Reviewed the soldier’s MPRJ/PQR to ensure soldier was eligible for —— ——
continued service.
3. Determined if the request for separation/discharge was voluntary or based —— ——
on official actions (involuntary).
a. If it was voluntary, go to step 4.
b. If it was based on official actions, go to step 6.
4. Reviewed appropriate counseling statements to determine if retention —— ——
efforts were made.
5. Prepared and submitted recommendation to appropriate unit leadership. —— ——
(End of task for request for voluntary separation/discharge.)
6. For involuntary separation, reviewed applicable documents and counseling —— ——
to ensure the following (as applicable):
a. Appropriate rehabilitation efforts were made.
b. Reason for separation/discharge does not conflict with additional
protection afforded to soldiers with 18-20 years time in service.
c. Reason for separation/discharge does not conflict with nonregular
service retirement opportunity afforded to soldiers who do not qualify for
nonregular retired pay at age 60, but could qualify for retirement before
age 64.
d. Soldier understood their right to appeal.
7. Prepared and submitted recommendation to appropriate unit leadership. —— ——
(End of task for involuntary request for separation/discharge.)
8. Determined if the request for transfer was voluntary or based on official —— ——
actions (involuntary).
a. If it was voluntary, go to step 9.
b. If it was based on official actions, go to step 11.
9. Reviewed appropriate counseling statements to determine if retention —— ——
efforts were made.
10. Prepared and submitted recommendation to appropriate unit leadership. —— ——
(End of task for request for voluntary transfer.)
11. For involuntary transfer, reviewed applicable documents and counseling to —— ——
ensure the soldier understood the following (as applicable):
a. Requirement for additional training.
b. New unit’s contact information and location.
c. Affect on current and/or incentives or benefits.

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Performance Measures GO NO GO
12. Prepared and submitted recommendation to appropriate unit leadership. —— ——
(End of task for request for involuntary transfer.)

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-178 NGR 600-200
AR 135-7 NGR 601-2
AR 135-91 NGR 614-1
SMTC18

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STP 12-79T25-SM-TG

805B-79T-2511
Evaluate a Unit’s Retention Environment

Conditions: Given an ARNG unit and access to—

a. DA Pam 600-69.
b. NGR 600-200.
c. NGR 601-2.
d. NGR (AR) 680-1.
e. NGB Pam 600-8-20.
f. NGB Pam 680-4.
g. FM 101-5.
h. DA Form 1379.
i. Recruiter’s work station (RWS).
j. State attrition management plan/local SOP.
k. Standard office supplies and equipment.
Standards: Assessed the level of retention effectiveness for the unit by determining if the unit’s
strength maintenance program complies with the ARNG and state strength maintenance
program; comparing the information attained with published objectives, goals, and standards;
identifying if the retention atmosphere reflects a positive or negative trend; and preparing a
report to inform the commander of the findings and recommendations. Completed all actions
without error IAW DA Pam 600-69, NGR 600-200, NGR 601-2, NGR (AR) 680-1, NGB Pam
600-8-20, NGB Pam 680-4, FM 101-5, and state attrition management plan/ local SOP.

Performance Steps
1. Meet with unit leadership to discuss the unit’s strength maintenance program and current
FY strength maintenance mission/goals.
2. Verify that the unit’s strength maintenance program is IAW the ARNG and state strength
maintenance program which should address the following:
a. Policies and procedures.
b. Equal opportunity.
c. Extension/immediate reenlistment objectives.
d. Attrition objectives.
e. Compiling performance data.
f. Responsibilities of the following individuals:
(1) Commander.
(2) Sergeant major.
(3) First sergeant.
(4) NCOs/first line supervisors.
(5) Recruiting and retention NCOs.
g. Retention data forms and files.

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Performance Steps
h. Sponsorship and orientation programs.
i. Participation enhancement.
(1) Personal contact is made with soldiers missing from training.
(2) Soldiers are offered alternatives to discharge when warranted or required.
(3) Soldiers are required to satisfactorily participate in training to the required standards.
(4) Intrastate and interstate transfers are coordinated and accomplished efficiently.
(5) Rehabilitative efforts and other procedures in AR 135-91 and AR 135-178 are
followed.
j. Attrition management control measures.
k. Attrition management training.
l. Bars to extension/immediate reenlistment.
m. Family programs.
n. Employer support of the Guard and Reserve (ESGR) training and support.
3. Evaluate the following retention related areas:
a. How many soldiers are not attending drill? Why?
b. Is the unit meeting retention objectives?
c. How many soldiers who have extended/immediately reenlisted are—
(1) First termers?
(2) Careerists?
d. How many soldiers are unsatisfactory participants?
e. How many soldiers eligible for reenlistment/immediate reenlistment—
(1) Reenlist/immediately reenlist?
(2) Decline to reenlist/immediately reenlist?
f. Does the unit maintain contact with members of the ING?
4. Evaluate the following attrition management related areas:
a. Are there soldiers not in authorized positions?
b. Are all soldiers being properly utilized in their MOS?
c. Does the unit training plan include MOS specific training for all soldiers?
d. Are initial entry training (IET) graduates are being used to conduct training?
e. Are non-IET graduates attending appropriate training (BTOP/RAP etc)?
f. Does the unit maintain a current attrition management SOP IAW the state attrition
management plan?
g. Does the unit comply with the attrition management plan?
h. Is the unit meeting attrition objectives?
i. Are soldiers experiencing problems in receiving any of the following:
(1) Monthly pay?

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Performance Steps
(2) Incentive payments?
(3) GI Bill payments?
(4) ATA/RMA pay?
(5) ADSW pay?
(6) Awards and decorations?
j. Does the unit have a functional sponsorship program?
k. Does the unit have a functional family support program?
l. Does the unit actively pursue employer support?
m. Do unit personnel actively refer people to become members of their unit?
5. Compare the information gathered with published objectives, goals, and standards set by
the commander.
6. Determine if the information gathered indicates positive or negative trends in any of the
above areas.
a. If positive, go to step 7.
b. If negative, utilize the following to assist in pinpointing the problem areas:
(1) Unit climate profile.
(2) Strength maintenance attrition management model II.
7. Prepare a report to the commander and 1SG on the information gathered and any
recommended changes.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Met with unit leadership to discuss the unit’s strength maintenance —— ——
program and current FY strength maintenance mission/goals.
2. Verified that the unit’s strength maintenance program is IAW the ARNG —— ——
and state strength maintenance program.
3. Evaluated retention-related areas. —— ——
4. Evaluated attrition management-related areas. —— ——
5. Compared the information gathered with published objectives, goals, and —— ——
standards set by the commander.
6. Determined if the information gathered indicated positive or negative —— ——
trends.

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Performance Measures GO NO GO
7. Prepared a report to the commander and 1SG on the information gathered —— ——
and any recommended changes.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
DA Pam 600-69 NGB Pam 600-8-20
FM 101-5 NGB Pam 680-4
NGR 600-200
NGR 601-2
NGR (AR) 680-1
SMTC18

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STP 12-79T25-SM-TG

805B-79T-2513
Conduct a Strength Maintenance Briefing

Conditions: Given a requirement to deliver a strength maintenance briefing and access to—
a. FM 101-5.
b. NGR 601-2.
c. Training/speaking equipment/aids.
d. RPIs.
e. Standard office supplies and equipment.
Standards: Identified the type of briefing, analyzed the situation, prepared an outline, reviewed
and rehearsed, and checked personal appearance. Checked the facilities, gave the briefing,
and followed-up IAW FM 101-5 and NGR 601-2.

Performance Steps
1. Identify the type of briefing to be given.
a. Information.
b. Decision.
c. Staff.
d. Mission.
2. Analyze the situation by determining—
a. Who is to be briefed and why?
b. How much knowledge of the subject does the audience have?
c. What is expected of the briefer?
d. Are there any particular official’s desires that need to be addressed?
e. What is the purpose of the briefing?
f. Are you presenting facts or are you to make a recommendation?
g. How much time are you allotted?
h. What physical facilities are to be used?
i. What equipment is available?
3. Construct the briefing.
a. Utilize appropriate format based on type of briefing to be given.
b. Collect material.
c. Know the subject thoroughly.
d. Isolate the key points.
e. Arrange the key points in logical order.
f. Provide supporting data to substantiate validity of key points.

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Performance Steps
g. Select visual aids.
h. Establish the wording.
i. Rehearse before a knowledgeable person who can critique the briefing.
4. Arrive at the briefing location on time.
a. To check the facilities.
b. Set up equipment, handouts or aids.
c. Meet the host or point of contact (POC).
5. Check personal appearance and correct deficiencies.
6. Deliver the briefing.
a. Maintain a relaxed, but military bearing.
b. Clearly enunciate.
c. Use natural gestures and movement.
d. Be concise, objective, and accurate.
e. Be prepared to support any part of the briefing.
7. Complete follow-up requirements to include—
a. Prepare a memorandum for record (MFR), if applicable.
(1) Subject, date, time, place, and who was present.
(2) Approval or disapproval of recommended action is noted.
(3) Any actions to be taken, and by whom.
b. Distribute MFR to those concerned.
c. Request date and time for brief back.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Identified the type of briefing to be given. —— ——
2. Analyzed the situation. —— ——
3. Constructed the briefing. —— ——
4. Arrived at the location on time. —— ——

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Performance Measures GO NO GO
5. Checked personal appearance and corrected deficiencies. —— ——
6. Delivered the briefing. —— ——
7. Completed the follow-up requirements. —— ——
8. Distributed MFR to those concerned. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
FM 101-5

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805B-79T-2515
Assist Unit First Line Leaders in Providing Career Planning

Conditions: Given a requirement to train a first line leader on career planning and access to—
a. AR 135-7.
b. AR 135-180.
c. DA Pam 611-21.
d. NGR (AR) 350-1.
e. NGR 600-7.
f. NGR 600-100.
g. NGR 600-101.
h. NGR 600-200.
i. Soldier’s MPRJ.
j. Unit manning report (UMR).
k. Standard office supplies and equipment.
Standards: Trained unit first line leader to extract information from a soldier’s records,
determined needs/wants/desires, evaluated unit manning document, identified source
references, identified assignment options, and developed a career plan for a soldier IAW AR
135-7, AR 135-180, DA Pam 611-21, NGR (AR) 350-1, NGR 600-7, NGR 600-100, NGR 600-
101, NGR 600-200, Soldier’s MPRJ, unit manning report (UMR).

Performance Steps
1. Explain how to compile the following information to determine a soldier’s current status:
a. Age.
b. ETS.
c. Height/weight.
d. Pay entry base date.
e. Military service—
(1) Total time in service.
(2) Number of “good” retirement years.
f. Pay grade—
(1) Current pay grade.
(2) Date of rank.
(3) Pay grade authorized for position held.
(4) Date eligible for promotion consideration.
g. Education—
(1) Civilian education level.
(2) NCOES level completed.
(3) Other resident military courses completed.
(4) Military correspondence courses/credit hours completed.

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Performance Steps
h. MOS qualifications.
i. APFT—
(1) Date of last APFT.
(2) Score by event.
j. Physical—
(1) Date of physical.
(2) PULHES.
(3) Physical profile.
(4) Other physical considerations/limitations.
k. Test scores—
(1) ASVAB.
(2) Others.
l. Decorations/awards.
m. Extension/immediate reenlistment eligibility status.
n. Incentive status—
(1) Current participant.
(2) Eligibility status for future participation.
2. Explain how to assist a soldier in determining general military goals by discussing—
a. Where do they see themselves next year?
b. What do they wish their duties to be?
c. Where do they see themselves three years from now? Four, five, or six years from now?
d. Are there particular jobs, MOSs, or skills they feel might be the key to their career
potential?
e. Assuming they stay in the ARNG, do they see their future as a troop leader or a staff
specialist? Which appeals to them more?
3. Explain how to assist a soldier in examining their qualifications and desired general military
goals to establish realistic short-, mid-, and long-term goals. Possibilities include—
a. Skill development training.
b. Change of MOS.
c. Qualify for promotions.
d. Leadership training.
e. Adding a new skill.
f. Change of career management field.
g. Transfer to another unit.
h. Work toward a commission or warrant.
4. Explain how to assist a soldier in determining steps necessary to obtain their short-, mid-,
and long-range goals. Determine if any of the following applies:

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Performance Steps
a. Is additional military training required?
b. Is a higher level of civilian education required?
c. Is a change of physical profile required?
d. Is an improvement in physical fitness required?
e. Is there a time-in-grade requirement?
f. Is there a time-in-service requirement?
g. Is there a service remaining requirement?
h. Is there a higher aptitude area score(s) required?
i. Are there additional tests required?
j. Is there a security clearance required? Or, a higher level of security clearance required?

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Explain how to compile the following information to determine a soldier’s —— ——
current status.
2. Explain how to assist a soldier in determining general military goals. —— ——
3. Explain how to assist a soldier in examining their qualifications and desired —— ——
general military goals to establish realistic short-, mid-, and long-term
goals.
4. Explain how to assist a soldier in determining steps necessary to obtain —— ——
their short-, mid-, and long-range goals.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-180 NGR (AR) 350-1
AR 135-7 NGR 600-7

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STP 12-79T25-SM-TG

References
Required Related
DA Pam 611-21 NGR 600-100
NGR 600-101
NGR 600-200
NGR 601-2

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805B-79T-2516
Explain a Strength Maintenance Recognition Program

Conditions: Given a requirement to explain a strength maintenance and recognition program in

a unit and access to—
a. NGR 601-1.
b. NGR 601-2.
c. AR 600-8-22.
d. State strength maintenance plan/local SOP.
e. Standard office supplies and equipment.
Standards: Stated verbally the purpose of the program. Explained the benefits of the program.
Determined if appropriate individuals were being recognized. Identified categories for which
individuals/units received awards IAW AR 672-5-1, NGR 601-1, NGR 601-2, and state and local
SOP.

Performance Steps
1. Prepare by reviewing applicable strength maintenance regulations.
2. Explain the purpose of implementing a strength maintenance awards and recognition
program.
3. Explain the benefits to the organization and recipients of a strength maintenance award.
a. Unit award.
b. Employer award.
c. Individual award.
d. VIP/COI award.
e. Family member award.
4. Identify types of awards available and criteria for awards.
5. Explain importance of presenting awards in a timely and appropriate manner.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Prepared by reviewing applicable strength maintenance regulations. —— ——

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Performance Measures GO NO GO
2. Explained the purpose of implementing a strength maintenance awards —— ——
and recognition program.
3. Explained the benefits to the organization and recipients of a strength —— ——
maintenance award.
4. Identified types of awards available and criteria for awards. —— ——
5. Explained importance of presenting awards in a timely and appropriate —— ——
manner.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 600-8-22 NGR 601-1
NGR 601-2
SMTC18

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805B-79T-2521
Verify Unit Sponsorship Program

Conditions: Given a requirement to verify that a unit has a sponsorship program and access
to—
a. NGR 601-2.
b. NGR (AR) 350-1.
c. State strength maintenance planning guidance.
d. State specific strength maintenance SOP.
e. Unit strength maintenance plan.
f. Unit sponsorship plan.
g. Unit sponsorship checklist.
h. Standard office supplies and equipment.
Standards: Verified the unit had the required documentation and operational program to
effectively sponsor a new soldier in the unit IAW NGR 601-2, NGR (AR) 350-1 and the unit
sponsorship plan/state SOP. Provided after action reviews to the commander.

Performance Steps
1. Verify the unit has a sponsorship program and if—
a. It is up to date.
b. The unit is following the program.
2. Duties and responsibilities for the unit commander, first sergeant, first line supervisor,
sponsor, and full time support personnel have been addressed as part of the unit’s
sponsorship SOP.
3. Sponsors have been screened and trained.
4. Sponsors have been provided a sponsorship checklist.
5. The unit is being provided new soldier’s information.
6. Each new member has been assigned a sponsor.
7. The sponsor is provided the name, address and phone number of new soldier.
8. New members are introduced to key personnel.
9. The unit’s history/mission/policies is explained to the new member.
10. All administrative/training/supply in processing was accomplished.
11. NPS personnel have been enrolled in, and arrangement made, for them to attend pre-initial
entry training.
12. Sponsors are being appointed for each soldier who has had an extended absence from the
unit.
13. Provide an after action review to the first sergeant on the information gathered and any
recommended changes.

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Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Verified unit had sponsorship program and it was up to date and being —— ——
followed.
2. Verified duties and responsibilities had been addressed. —— ——
3. Verified sponsors had been screened and trained. —— ——
4. Verified sponsors had been provided a sponsorship checklist. —— ——
5. Verified unit was being provided new soldier’s information. —— ——
6. Verified each new member was assigned a sponsor. —— ——
7. Verified sponsor was given name, address and phone number of new —— ——
soldier.
8. Verified new members were introduced to key personnel. —— ——
9. Verified unit’s history/mission/policies was explained to the new member. —— ——
10. Verified administrative/training/supply in processing was accomplished. —— ——
11. Verified NPS personnel had been enrolled in, and arrangement made, for —— ——
them to attend pre-initial entry training.
12. Verified sponsors were being appointed for each soldier who has had an —— ——
extended absence from the unit.
13. Provided an after action review to the first sergeant on the information —— ——
gathered and any recommended changes.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR (AR) 350-1
NGR 601-2
SMTC18

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805B-79T-2562
Identify Resources for Family Assistance

Conditions: Given a requirement to identify resources that will serve as sources for local family
assistance and access to—
a. NGR 600-12.
b. State/local mobilization/family SOPs.
c. Local telephone directories.
d. Standard office supplies and equipment.
Standards: Developed and maintained a single source document, which identified appropriate
resource(s) for family assistance IAW NGR 600-12 and state/local mobilization/family SOPs.

Performance Steps
1. Review state/territory mobilization/family SOPs.
2. Contact state family program coordinator and/or FAC team chief to identify family assistance
center essential services, which will be made available at local FAC. These should
include—
a. ID cards and Defense Enrollment Eligibility Reporting System (DEERS) enrollment.
b. TRICARE and military medical benefits information.
c. Emergency financial assistance.
d. Legal information.
e. Crisis referral.
3. Contact area military installations, as assigned by state family program coordinator and/or
FAC team chief to identify resources, points of contact, and telephone numbers. Area
military installation resources may include—
a. Army Community Service (ACS).
b. ARC.
c. TRICARE.
d. Finance.
e. Personnel office.
f. Family Advocacy.
g. Provost Marshal Office.
h. Dental Activity (DENTAC).
i. Medical Activity (MEDDAC).
j. Chaplain.
k. Inspector General (IG).
l. Staff Judge Advocate (SJA).

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Performance Steps
m. Public Affairs Officer (PAO).
n. Directorate of Logistics (DOL).
o. Directorate of Engineering and Housing (DEH).
4. Identify local community resource(s) for family assistance, as assigned by state family
program coordinator and/or FAC team chief. Local community resources may include
Health and Human Services agency, Child Protective Services, Food Bank, United Way,
etc.
5. Contact local community resource(s) to establish points of contact.
6. Develop a single source document, which identifies appropriate resource(s) for family
assistance. Ensure this document is reviewed periodically and includes the following for
each resource:
a. Name of agency.
b. What services this agency provides.
c. Point of contact.
d. Telephone number(s).

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed state/territory mobilization/family SOPs. —— ——
2. Contacted state family program coordinator and/or FAC team chief to —— ——
identify family assistance center essential services which were made
available at local FAC.
3. Contacted area military installations, as assigned, to— —— ——
a. Identify resources.
b. Obtain telephone numbers.
c. Establish points of contacts.
4. Identified local community resource(s) for family assistance, as assigned. —— ——
5. Contacted local community resource(s) to establish points of contact. —— ——
6. Developed a single source document, which identified appropriate —— ——
resource(s) for family assistance.

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Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-12
SMTC18

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STP 12-79T25-SM-TG

805B-79T-2563
Provide Referral Service for Family Assistance

Conditions: Given a requirement to provide referral services to a family member and access
to—
a. NGR 600-12.
b. State/local/mobilization/family SOPs.
c. Lists of community and military resources.
Standards: Identified problem and reviewed list of resources for appropriate agency. Referred
family member to appropriate agency IAW NGR 600-12 and state/local/ mobilization/family
SOPs.

Performance Steps
1. Identify problem.
2. Review list of community and military resources to determine which agencies listed can help
the family member. (See task 805B-79T-2562 for list of resources.)
3. Refer family member to the appropriate agency.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Identified problem. —— ——
2. Reviewed list of community and military resources to determine which —— ——
agencies listed can help the family member.
3. Referred family members to the appropriate civilian/military resource(s). —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

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References
Required Related
NGR 600-12
SMTC18

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STP 12-79T25-SM-TG

805B-79T-2569
Brief the National Guard Family Program

Conditions: Given an ARNG organization with subordinate elements and access to—
a. NGR 600-12.
b. NGR 601-2.
c. State/local/mobilization/family SOP and/or policies and directives.
d. Standard office supplies and equipment.
Standards: Explained the purpose and role/command responsibilities for the family program
IAW NGR 600-12, NGR 601-2, state and local mobilization/family SOPs, policies, and directives
for family support.

Performance Steps
1. Explain purpose of developing and maintaining a local family program.
2. Explain policies of the family program.
3. Explain command role/responsibilities, to include—
a. Chief, National Guard Bureau.
b. NGB family program coordinator.
c. The adjutant general.
d. Commanders.
e. Unit member.
4. Explain family program education and orientation for new family members.
5. Explain family program unit activities and family involvement activities.
6. Explain family program sponsorship program.
7. Explain family program information, referral, and follow-up support activities.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Explained purpose of developing and maintaining a local family program. —— ——
2. Explained policies of the family program. —— ——

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Performance Measures GO NO GO
3. Explained command role/responsibilities. —— ——
4. Explained family program education and orientation for new family —— ——
members.
5. Explained family program unit activities and family involvement activities. —— ——
6. Explained family program sponsorship program. —— ——
7. Explained family program information, referral, and follow-up support —— ——
activities.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-12
NGR 601-2
SMTC18

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805B-79T-2595
Explain Non-Regular Service Retirement

Conditions: Given a soldier or group of soldiers who want information on nonregular service
retirement and access to—
a. AR 135-180.
b. NGR 680-2.
c. NGB Form 23A (Army National Guard Annual Retirement Points Statement).
d. Standard office supplies and equipment.
Standards: Explained nonregular service retirement, reviewed NGB Form 23A and identified
eligibility requirements. Explained requirements for application, retirement point computation,
and “creditable retirement year” IAW AR 135-180, NGR 680-2, and NGB Form 23A.

Performance Steps
1. Provide an overview of nonregular service retirement.
2. Explain eligibility requirements for nonregular service retired pay by discussing—
a. Age requirement.
b. Minimum qualifying service requirement.
c. Reserve Component service requirement.
d. Disqualifying reasons—
(1) Qualified for retired pay from the Armed forces under any other provision of law.
(2) Elected to receive disability severance pay in lieu of retired pay.
(3) Fall within the purview of the so-called “Hiss Act.”
3. Explain application for nonregular service procedures by discussing—
a. Responsibility for application submission.
b. DD Form 108 (Application for Retired Pay Benefits).
c. Application submission time-lines:
(1) Receipt of DD Form 108.
(2) Submission of DD Form 108
4. Review NGB Form 23A and explain retirement point computation by discussing—
a. IDT point accrual.
b. Membership point accrual.
c. ACCP/miscellaneous point accrual.
d. Active duty point accrual.
e. Total career point accrual.
f. Total career points for nonregular service retirement.
g. Creditable service for nonregular service retirement.

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 MOS 79T Tasks—Skill Level 4

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Provided an overview of nonregular service retirement. —— ——
2. Explained eligibility requirements for nonregular service retired pay. —— ——
3. Explained application for nonregular service procedures. —— ——
4. Reviewed NGB Form 23A and explained retirement point computation. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-180 NGR 680-2
DD Form 108

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805B-79T-2596
Explain Employer Support and Reemployment Rights

Conditions: Given a soldier(s) or applicant(s) who requests information on the employer

support program, reemployment rights, and access to—
a. NGR 601-2.
b. The Uniformed Services Employment and Reemployment Rights Act (USERRA).
c. National Committee for Employer Support of the Guard and Reserve (ESGR) fact
sheets.
d. Standard office equipment and supplies.
Standards: Explained the purpose of National Committee for Employer Support of the ESGR.
Explained requirements for reemployment rights, common problems affecting
employer/employee relations, conditions allowing for military training time, and levels of
assistance offered IAW NGR 601-2, The USERRA, and ESGR fact sheets.

Performance Steps
1. Explain the purpose of National Committee for Employer Support of the Guard and Reserve
(ESGR). Explain requirements for reemployment rights, common problems affecting
employer/employee relations, conditions allowing for military training time, and levels of
assistance offered IAW NGR 601-2, USERRA, and ESGR fact sheets.
2. Discuss common problems affecting employer/employee relations.
3. Explain the purpose and role of the ESGR program by providing an overview of—
a. The national committee for ESGR.
b. The local state committee for ESGR.
4. Discuss programs offered through ESGR:
a. Unit liaison program (formerly mission one).
b. Ombudsman services.
c. Statement of support.
d. Briefing with the boss.
e. Bosslifts.
f. Awards and recognition.
5. Provide tips for improving employer support, include the following:
a. Keep employers and supervisors advised on periods of military duty.
b. Tell employers about the productive things learned and accomplished while performing
military service.
c. Avoid giving the employer the impression that military duty is a vacation.
d. Thank the employer and the supervisor for their cooperation.
e. Utilize military training at the civilian job.

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Performance Steps
6. Explain reemployment rights and responsibilities, protected by the USERRA, by
discussing—
a. Eligibility requirements—
(1) Hold or have applied for a civilian job.
(2) Have reasonable expectation of continuing for a significant period in that position.
(3) Have given written or verbal notice to the employer prior to leaving for military duty.
(4) Have not exceeded the 5-year cumulative limit on periods of service.
(5) Have been released from service under honorable conditions.
(6) Report back to civilian job in a timely manner. (Explain timely manner.)
b. Reemployment rights—
(1) Prompt reinstatement.
(2) Accrued seniority.
(3) Training or retraining.
(4) Special protection against discharge.
(5) Entitlements for period of service less than 91 days.
(6) Entitlements for period of service of 91 days or more.
c. Health care coverage—
(1) For military service less than 31 days.
(2) For military service in excess of 30 days.
7. Explain levels of assistance available when experiencing employer related problems.
a. Commander.
b. ESGR Ombudsman services.
c. Department of Labor, Veteran’s Employment and Training Service.
d. Attorney general.
e. Private attorney.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Explained the importance of building a positive relationship with employers —— ——
of members of the Army National Guard.
2. Discussed common problems affecting employer/employee relations. —— ——

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Performance Measures GO NO GO
3. Explained the purpose and role of the employer support of the ESGR —— ——
program.
4. Reviewed NGB Form 23A and explain retirement point computation. —— ——
5. Provided tips for improving employer support. —— ——
6. Explained reemployment rights and responsibilities. —— ——
7. Explained levels of assistance available. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
U.S. Code, Title 38 NGR 601-2
SMTC03

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805B-79T-3502
Assist in Establishing Family Assistance Center Operations

Conditions: Given a requirement to assist in establishing a family assistance center operations

and access to—
a. NGR 600-12.
b. State mobilization/family SOP.
c. Local mobilization/family SOP.
Standards: Assisted the state family program coordinator and/or FAC team chief establish and
operate a family assistance center as specified in the state/local mobilization/family SOPs.

Performance Steps
1. Assist the state family program coordinator and/or FAC team chief in establishing a local
family assistance center as required.
2. Assist the state family program coordinator and/or FAC team chief in operating a family
assistance center as required.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Assisted the state family program coordinator and/or FAC team chief in —— ——
establishing a local family assistance center as required.
2. Assisted the state family program coordinator and/or FAC team chief in —— ——
operating a family assistance center as required.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-12
SMTC18

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Subject Area 4: Retention

805B-79T-2504
Evaluate Retention Data Forms and Files

Conditions: As an ARNG recruiting and retention NCO given one or more assigned ARNG
units and access to—
a. NGR 601-2.
b. State recruiting and retention SOP.
Standards: Ensured the unit’s retention data forms and files were IAW NGR 601-2 and state
recruiting and retention SOP.

Performance Steps
1. Review current state recruiting and retention SOP.
2. Determine if retention data cards are required. If required—
a. Ensure cards are properly completed.
b. Required interviews have been recorded.
c. Data cards are properly filed.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed current state recruiting and retention SOP. —— ——
2. Determined if retention data cards are required. If required— —— ——
a. Ensured cards were properly completed.
b. Required interviews were recorded.
c. Data cards were properly filed.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

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References
Required Related
NGR 601-2

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STP 12-79T25-SM-TG

805B-79T-2506
Review Extension/Immediate Reenlistment Procedures

Conditions: Given an ARNG soldier, eligible for continued service, who is

extending/immediately reenlisting and access to—
a. AR 135-7.
b. NGR 600-200.
c. NGR 601-2.
d. Soldier’s completed extension/immediate reenlistment packet.
e. Standard office supplies and equipment.
Standards: Verified the required entries on extension/immediate reenlistment documents and
reviewed the ceremony schedule to ensure they were IAW AR 135-7, NGR 600-200, and NGR
601-2.

Performance Steps
1. Verify the extension/immediate reenlistment packet has been completed properly. This
includes—
a. Verifying entries on the DA Form 4836/DD Form 4.
b. Verifying entries on bonus addendums (as applicable).
c. Ensuring that all required documents are dated and signed by the soldier and the officer
who administered the oath.
2. Review the ceremony schedule ensuring that unit personnel have—
a. Set the date, time, and location.
b. The proper setting for the oath of extension/immediate reenlistment.
(1) The United States flag is prominently displayed (if available).
(2) Ceremony is conducted in a dignified manner, personalized, and made meaningful
to the soldier.
c. Invite the soldier’s spouse, family members, or other persons that the soldier may want
to attend the ceremony.
d. Coordinate for photographic coverage (if available and desired by the soldier).
e. Brief the officer administering the oath on their responsibilities.
f. Brief the soldier on their responsibilities.
3. Ensure the soldier has copies of all extension/immediate reenlistment documents.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task

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on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Verified that the extension/immediate reenlistment packet had been —— ——
completed properly.
2. Reviewed the ceremony schedule. —— ——
3. Ensured the soldier had copies of all extension/immediate reenlistment —— ——
documents.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 NGR 600-200
NGR 601-2

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805B-79T-2509
Identify Alternatives to Separation/Transfer/Discharge

Conditions: Given an ARNG soldier requesting separation, transfer, or discharge from an

ARNG unit and access to—
a. NGR 600-200.
b. NGR 601-2.
c. NGR 614-1.
d. AR 135-91.
e. AR 135-178.
f. State specific Strength Maintenance SOP.
g. Unit retention data forms and files.
h. Standard office supplies and equipment.
Standards: Determined if all alternatives to separation, transfer, and/or discharge were
explored and appropriate documentation was prepared and on file for said actions IAW NGR
600-200,NGR 601-2, NGR 614-1, AR 135-91, AR 135-178, and state specific strength
maintenance SOP.

Performance Steps
1. Determine soldier’s eligibility for—
a. Continued service in the ARNG.
b. Military retirement.
c. Inactive National Guard.
d. MOS reclassification or reassignment.
2. Review appropriate counseling statements to determine if retention efforts were made.
Counseling statements should include statements from—
a. First line leader.
b. First sergeant.
c. Commander.
3. Determine the soldier’s reason for requesting separation/discharge.
4. Ensure the soldier understands alternatives to separation/discharge from the ARNG and
each alternative’s affect on current and/or future incentives or benefits. Alternatives include
(and may not be limited to) the following:
a. MOS reclassification and/or reassignment within the current unit of assignment.
b. Additional or specialized military training.
c. Transfer to another ARNG unit.
d. Transfer to the inactive National Guard.
e. Other alternatives, which would result in continued ARNG affiliation.

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Performance Steps
5. Determine if the soldier’s reason for requesting separation/discharge can be reasonably
overcome and if the unit commander will agree to the conditions of acceptance.
a. If all parties agree to the conditions of acceptance, end of task.
b. If not, go to step 6.
6. Ensure the soldier understands other military alternatives available (or required) to satisfy
their statutory and/or contractual obligation and its affect on current and/or future incentives
or benefits. Alternatives include (and may not be limited to) the following:
a. Conditional release from ARNG service with subsequent enlistment into—
(1) Another Reserve component (such as ANG, USAR, USNR, USMCR, USAFR,
USCGR).
(2) Active component.
b. Separation from ARNG service with placement into the individual ready reserve or
retired Reserve.
7. Prepare and submit a recommendation to the unit commander.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Determined soldier’s eligibility for— —— ——
a. Continued service in the ARNG.
b. Military retirement.
c. Inactive National Guard.
d. MOS reclassification or reassignment.
2. Reviewed appropriate counseling statements to determine if retention —— ——
efforts were made.
3. Determined the soldier’s reason for requesting separation/discharge. —— ——
4. Ensured the soldier understood alternatives to separation/discharge from —— ——
the ARNG and each alternative’s affect on current and/or future incentives
or benefits.
5. Determined if the soldier’s reason for requesting separation/discharge —— ——
could be reasonably overcome and if the unit commander would agree to
the conditions of acceptance.

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Performance Measures GO NO GO
a. If all parties agree to the conditions of acceptance, end of task.
b. If not, go to step 7.
6. Ensured the soldier understood other military alternatives available (or —— ——
required) to satisfy their statutory and/or contractual obligation and its affect
on current and/or future incentives or benefits.
7. Prepared and submitted a recommendation to the unit commander. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-178 NGR 600-200
AR 135-91 NGR 601-2
NGR 614-1

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805B-79T-2538
Determine Eligibility for Extension/Immediate Reenlistment

Conditions: Given an ARNG soldier who desires to extend/immediately reenlist and access
to—
a. AR 600-9
b. NGR 600-200.
c. NGR 600-7.
d. AR 135-7.
e. Soldier’s MPRJ.
f. DA Form 705 and other pertinent documents.
g. Standard office supplies and equipment.
Standards: Determined earliest date for extension/immediate reenlistment. Determined
eligibility, waiver ability, and waiver approval authority. Determined minimum/maximum
authorized period IAW AR 600-9, NGR 600-200, NGR 600-7, AR 135-7.

Performance Steps
1. Determine the soldier’s eligibility for extension/immediate reenlistment by determining status
at current ETS. You must determine by evaluating the soldier MPRJ the soldier’s:
a. Age.
b. Citizenship.
c. Physical.
d. Body weight.
e. Moral and administrative (bar to reenlistment).
f. Army Physical Fitness Test (APFT).
g. Family care plan.
h. Total years of creditable for pay.
2. Determine if a waiver is authorized for any disqualifications of the eligibility criteria.
3. If a waiver is authorized, determine the waiver approval authority and required
documentation needed to process the waiver.
4. Determine the soldier’s earliest date of eligibility to extend or immediately reenlist at ETS.
a. Identify the type of soldier:
(1) Bonus eligible soldier.
(2) Non-bonus eligible soldier.
(3) Soldier that is required to extend or immediately reenlist in order to attend training.
(4) All waivers must be approved prior to extension/immediate reenlistment.
b. Determine the minimum authorized period of extension/immediate reenlistment for the
soldier.

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Performance Steps
c. Determine the maximum authorized period of extension/immediate reenlistment for the
soldier.
5. Review DA Form 4836 to insure it has been completed properly.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Determined the soldier’s eligibility for extension/immediate reenlistment by —— ——
determining status at current ETS. You must determine the soldier’s status
by evaluating the soldier MPRJ the soldier’s:
a. Age.
b. Citizenship.
c. Physical.
d. Body weight.
e. Moral and administrative (bar to reenlistment).
f. Army Physical Fitness Test (APFT).
g. Family care plan.
h. Total years of creditable for pay.
2. Determined if a waiver was authorized for any disqualifications of the —— ——
eligibility criteria.
3. If a waiver was authorized, determined the waiver approval authority and —— ——
required documentation needed to process the waiver.
4. Determined the soldier’s earliest date of eligibility to extend or immediately —— ——
reenlist at ETS.
a. Identified the type of soldier:
(1) Bonus eligible soldier.
(2) Non-bonus eligible soldier.
(3) Soldier that was required to extend or immediately reenlist in order
to attend training.
(4) All waivers must be approved prior to extension/immediate
reenlistment.
b. Determined the minimum authorized period of extension/immediate
reenlistment for the soldier.

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Performance Measures GO NO GO
c. Determined the maximum authorized period of extension/immediate
reenlistment for the soldier.
5. Reviewed DA Form 4836 to ensure it had been completed properly. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 NGR 600-7
AR 600-9 NGR 600-200

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Subject Area 5: Advanced Strength Maintenance

805B-79T-3504
Review the Selected Reserve Incentive Program (SRIP)

Conditions: As an ARNG recruiting and retention NCO, in a field environment, with access to—
a. NGR 600-7.
b. Current ARNG Selected Reserve Incentive Program policy letters.
c. NGR 600-200.
d. State/local recruiting and retention SOP.
Standards: Reviewed each Selective Reserve Incentive Program’s available entitlements,
benefits, eligibility, enrollment, continuation, suspension, termination, recoupment and
circumstances in which programs may be combined with other incentives IAW NGR 600-7, and
the current ARNG Selected Reserve Incentive Program policy letters.

Performance Steps
1. Review relevant regulatory guidance and regulations.
2. Determine which of the following ARNG incentive programs are available to an
applicant/soldier:
a. Non-prior service enlistment bonus.
b. Reenlistment/extension bonus.
c. Affiliation bonus.
d. Student loan repayment program.
e. Civilian acquired skills program bonus.
f. Prior service enlistment bonus.
g. Other incentives as defined in current SRIP policy letters (such as critical skill/off peak
bonus).
3. Review each applicable incentive program:
a. Eligibility.
b. Entitlement.
c. Enrollment.
4. Review reasons for suspension, termination, and recoupment of each applicable incentive
program.
5. Review eligibility to combine ARNG incentive programs.
6. Review eligibility to combine ARNG incentive programs with the Montgomery G.I. Bill, NGR
600-7(1-16) and AR 135-7(paragraph 8-14).

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Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed relevant regulatory guidance and regulations. —— ——
2. Determined ARNG incentive programs available to an applicant /soldier. —— ——
3. Reviewed benefits of each applicable incentive program. —— ——
4. Reviewed reasons for suspension, termination, and recoupment of each —— ——
applicable incentive program.
5. Reviewed eligibility to combine ARNG incentive programs. —— ——
6. Reviewed eligibility to combine ARNG incentive programs with the —— ——
Montgomery G.I. Bill.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-7
NGR 600-200
SMTC01
SMTC18

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805B-79T-3505
Review an Enlistment Packet (ARNG)

Conditions: Given a completed packet and access to—

a. NGR 600-200 with current ECM.
b. ARISS/RWS.
c. AR 135-7.
d. AR 600-9.
e. AR 40-501.
f. AR 600-7.
g. State/local recruiting and retention SOP(s).
h. State and local forms.
Standards: Verified the enlistment packet had all the necessary forms and these forms were
complete and accurate. Verified the processing steps required by NGR 600-200, MEPCOM
Reg 680-1 and state/local recruiting and retention SOP(s) were complete; and the RRNCO was
informed of the disposition. (See task 805B-79T-2523 for preparation of an ARNG enlistment
packet.)

Performance Steps
1. Review the applicant’s packet.
a. Access ARISS/RWS for DD Form 1966 series (Record of Military Processing – Armed
Forces of the United States), if applicable.
b. Check hard copies of all required enlistment forms.
2. Determine that each supporting document required for enlistment is present and correct.
3. Review applicant’s results of test and physical and determine basic eligibility. Counsel
applicant.
4. Update necessary information by using ARISS/RWS.
5. Complete processing steps for the enlistment packet:
a. DD Form 1966 series enlistment contact.
b. Enlistment contract.
c. Attachments/annexes.
d. Bonus agreements.
e. SGLI election.
f. Tax withholding.
g. 1199.
h. Sure-pay statement.
i. Declaration of retired pay benefits and waivers/VA benefits.
6. Review all forms for accuracy and completeness.

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Performance Steps
7. Inform RR NCO that the packet is ready to forward or ready for unit enlistment.
8. Inform RR NCO of discrepancies or missing documents.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed the applicant’s packet. —— ——
2. Determined if enlistment documents were correct. —— ——
3. Counseled applicant on test scores and physical. —— ——
4. Determined basic eligibility. —— ——
5. Updated ARISS/RWS. —— ——
6. Processed enlistment packet IAW doctrine. —— ——
7. Informed RR NCO the packet was ready to forward. —— ——
8. Informed RR NCO of discrepancies. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 NGR 600-200
SMTC18
USMEPCOM Reg 680-1

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805B-79T-3506
Review Enlistment Eligibility

Conditions: Given the responsibility to review enlistment eligibility of enlistment’s in your area
and access to—
a. NGR 600-200.
b. AR 40-501.
c. AR 600-9.
d. DA Pam 611-21.
e. Current Enlistment Criteria Memorandum.
f. Applicant’s information and supporting documents.
g. State/local Recruiting and Retention SOP.
h. Standard office supplies and equipment.
Standards: Verified the applicant’s eligibility according to the guidelines given in NGR 600-200,
AR 40-501, AR 600-9, AR 611-201 and current enlistment criteria memorandum for prior
service, non-prior service, or glossary non-prior service, secure waivers if necessary, and it not
eligible explain reason and request referral.

Performance Steps
1. Review relevant regulatory guidance and regulations.
2. Verify if applicant is prior service, non-prior service, or glossary non-prior service.
a. If prior service, go to performance measure 3.
b. If non-prior service, go to performance measure 5.
c. If glossary non-prior service, go to performance measure 7.
3. If applicant is prior service, verify the enlistment/reenlistment eligibility from the list below.
a. Age/citizenship.
b. Prior service.
(1) Service/state, MSO, years, grade, and MOSC.
(2) Has copy of DD Form 214/NGB Form 22; if so, what is RE-Code?
(3) Currently assigned troop program unit? Has DD Form 368, Request for Conditional
Release from Reserve or Guard Component (EGA)?
(4) DA Form 1811, DD Form 2807-2, and DD Form 2808.
c. Physical/mental.
d. Law violations.
e. Education.
f. Marital status.
g. Dependents.
4. If applicant is NOT qualified for enlistment, go to performance measure 8.
5. If applicant is non-prior service, verify enlistment eligibility.

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Performance Steps
a. Age/citizenship.
b. Physical/mental.
c. Law violations.
d. Education.
e. Martial status.
f. Dependency.
6. If applicant is NOT qualified for enlistment, explain waivable disqualification and go to
performance measure 8.
7. If applicant is glossary non-prior service, verify enlistment eligibility.
a. Age/citizenship.
b. Prior service.
(1) Service/state, MSO, years, and grade.
(2) Has copy of DD Form 214/NGB Form 22; if so, what is re-code.
(3) Currently assigned to any component?
c. Physical/mental.
d. Law violations.
e. Education.
f. Martial status.
g. Dependents.
8. If applicant is NOT qualified for enlistment, explain waivable disqualification and go to
performance measure 9.
9. If a waiver is authorized, submit request with required documentation. If applicant is NOT
eligible and a waiver is not authorized, explain disqualification. Ask for a referral.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Verified if applicant was prior service. —— ——
2. Verified if applicant was non-prior service. —— ——
3. Verified if applicant was glossary non-prior service. —— ——

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Performance Measures GO NO GO
4. Verified prior service applicants enlistment/reenlistment eligibility. —— ——
5. Verified non-prior service applicants enlistment eligibility. —— ——
6. Verified glossary non-prior service applicants enlistment eligibility. —— ——
7. Explained waiverable disqualification applicants are NOT qualified for —— ——
enlistment.
8. Submitted request for waiver if authorized. —— ——
9. Explained disqualification if applicant were NOT qualified and waiver was —— ——
not authorized.
10. Asked for referral. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 40-501 NGR 600-200
AR 600-9
DA Pam 611-21

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805B-79T-3507
Review Extension/Immediate Reenlistment Eligibility

Conditions: Given ARNG extension/immediate reenlistment documents and access to—

a. AR 600-9.
b. NGR 600-200.
c. Soldier’s MPRJ.
d. DA Form 705 and other pertinent documents.
e. State/local recruiting and retention SOP.
f. Standard office supplies and equipment.
Standards: Verified eligibility for extension/immediate reenlistment IAW AR 600-9 and NGR
600-200.

Performance Steps
1. Review relevant regulatory guidance.
2. Verify the soldier’s earliest date of eligibility to extend or to immediately reenlist.
3. Verify the soldier’s total service creditable for pay as of the currently scheduled ETS.
4. Verify the minimum/maximum authorized extension/immediate reenlistment period.
5. Verify the soldier’s eligibility for extension/immediate reenlistment for in terms of—
a. Age.
b. Citizenship.
c. Physical.
d. Body weight.
e. Moral and administrative.
f. Army Physical Fitness Test (APFT).
g. Family care plan.
h. Bar to extension/immediate reenlistment.
6. If soldier is found ineligible for extension/immediate reenlistment, determine if a waiver is
authorized. If a waiver is authorized:
a. Determine the waiver approval authority.
b. Ensure waiver document is properly submitted.
7. Review extension (DA Form 4836), immediate reenlistment (DD Form 4), and/or annexes.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.

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b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed relevant regulatory guidance. —— ——
2. Verified the soldier’s earliest date of eligibility to extend or to immediately —— ——
reenlist.
3. Verified the soldier’s total service creditable for pay as of the currently —— ——
scheduled ETS.
4. Verified the minimum/maximum authorized extension/immediate —— ——
reenlistment period.
5. Verified the soldier’s eligibility for extension/immediate reenlistment. —— ——
6. If soldier was found ineligible for extension/immediate reenlistment, —— ——
determined if a waiver was authorized. If a waiver was authorized—
a. Determined the waiver approval authority.
b. Ensured waiver document was properly submitted.
7. Reviewed extension (DA Form 4836), immediate reenlistment (DD Form —— ——
4), and/or annexes.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 600-9 NGR 600-200

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805B-79T-3508
Conduct Strength Maintenance Workshop

Conditions: Given a requirement to conduct a strength maintenance workshop and access to—
a. FM 101-5, appendix E.
b. Standard office supplies and equipment.
c. Meeting area.
d. State/local recruiting and retention SOPs.
e. AR 25-50 briefing outline.
f. Other references as required.
Standards: Determined the requirement, intended purpose, and time to conduct the workshop.
Conducted the workshop and prepared the after action review for the commander as stated in
FM 101-5 and state/local recruiting and retention SOPs.

Performance Steps
1. Determine if a strength maintenance workshop is required by considering the following:
a. Can the objectives be attained by other means?
b. Is attainment of the minimum objectives of the workshop likely at this time?
2. Identify the purpose of having a workshop.
3. Determine direct or indirect impact of workshop.
4. Determine when and where to conduct a workshop.
5. Prepare a workshop planning checklist, ie;
a. Secure site location.
b. Collect materials/training aids/references.
c. Audio-visual support/equipment.
d. Classroom materials.
e. Prepare outline/lesson plan/briefing for each subject.
f. Ensure all participants are notified.
6. Implement the workshop planning checklist.
7. Conduct the workshop.
a. Address importance of workshop.
b. Follow logical order of workshop.
c. Smooth transition in all phases of workshop.
d. Check on learning.
8. Conduct AAR.
a. Obtain thorough feedback from workshop participants.
b. Identify other issues that may have risen from workshop.

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Performance Steps
9. Provide feedback (AAR results) to key personnel.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensured that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Determined the requirement for a strength maintenance workshop. —— ——
2. Identified the purpose of the workshop. —— ——
3. Determined direct or indirect impact of workshop. —— ——
4. Determined when or where to conduct a workshop. —— ——
5. Prepared a workshop planning checklist. —— ——
6. Implemented the workshop planning checklist. —— ——
7. Conducted the workshop. —— ——
8. Conducted AAR. —— ——
9. Provided feedback to key personnel. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 25-50 SMTC18
FM 101-5

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805B-79T-3509
Evaluate a Strength Maintenance Briefing

Conditions: Given a requirement to evaluate a subordinate’s strength maintenance briefing and

access to FM 101-5.
Standards: Determined the level of effectiveness of a strength maintenance briefing by
observing a subordinate’s ability to properly conduct the briefing IAW task 121-032-2513.

Performance Steps
1. Evaluate preparation for the following:
a. Determine proper outline according to type of brief.
b. Site selection and time.
c. Proper selection of materials and equipment.
d. Risk assessment.
2. Evaluate the strength maintenance briefing. Determine the level of effectiveness in the
following areas:
a. Introduction.
b. Purpose of brief (bottom line up front).
c. Knowledge of material.
d. Conclusion.
3. Provide a thorough AAR.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Evaluated subordinate’s preparation and outline. —— ——
2. Evaluate subordinate’s conduct of a strength maintenance briefing. —— ——
3. Provided AAR. —— ——

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Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
FM 7-0
FM 7-1
FM 101-5

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805B-79T-3510
Evaluate a Strength Maintenance Interview

Conditions: As an ARNG recruiting and retention NCO in a field environment given a

requirement to evaluate a subordinate’s conduct of a strength maintenance interview and
access to—
a. FM 22-100.
b. PSS Kit.
c. DA Pam 611-21.
d. State recruiting and retention SOP.
e. NGR 600-200.
f. AR 135-7.
g. NGR 600-7.
h. NGR 601-2.
Standards: Evaluated a strength maintenance interview by observing a subordinate’s utilization
of established ARNG interview techniques (PSS). (See task 805B-79T-2591 for established
ARNG interview techniques (PSS).)

Performance Steps
1. Evaluate the preparation for a strength maintenance interview. Did the interviewer—
a. Properly identify the type of interview.
b. Select the appropriate site and time for the interview.
c. Ensure access to appropriate materials and equipment.
2. Evaluate the interview. Did the interviewer utilize—
a. Appropriate opening for the interview.
b. Proper probing to identify/confirm interviewee need(s).
c. Appropriate supporting techniques utilizing ARNG features/benefits.
d. Appropriate techniques utilized in overcoming interviewee’s concerns.
e. Appropriate summarization of benefits accepted.
f. Appropriate techniques to establish an agreed upon plan of action.
g. Proper closing for the interview.
h. Proper recording techniques for the interview results.
3. Provide feedback and thorough AAR.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.

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b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Evaluated preparation for a strength maintenance interview. —— ——
2. Evaluated the interview. —— ——
3. Provided feedback and thorough AAR. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
DA Pam 611-1 NGR 600-200
FM 22-100 SMTC04
SMTC18

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805B-79T-3511
Review the Montgomery G.I. Bill (MGIB)

Conditions: As a ARNG recruiting and retention NCO, in a field environment, with access to
AR 135-7, NGR 600-7, current ARNG selected reserve incentive program and MGIB policy
letters.
Standards: Reviewed the MGIB’s criteria for entitlement, eligibility, enrollment, continuation,
suspension, termination, recoupment and the circumstances in which it may be combined with
other incentives IAW AR 135-7, NGR 600-7, and the current ARNG selected reserve incentive
program and MGIB Kicker policy letters.

Performance Steps
1. Review relevant regulatory guidance and regulations.
2. Review educational assistance provided by the MGIB:
a. Benefits provided.
b. Payment schedule based on student status.
c. Additional educational assistance provided by the ARNG MGIB kicker program.
3. Review details of the MGIB and ARNG MGIB kicker program.
a. Eligibility requirements (include any duplication of military educational assistance
programs).
b. Termination of entitlements.
c. Expiration of entitlements.
d. Recoupment of educational received.
4. Review application procedures:
a. Obtaining a Notice of Basis Eligibility (NOBE), DD Form 2384-1.
b. Application for educational assistance received.
c. Contacting Department of Veterans Affairs representative.
d. Selecting a school and/or program.
e. Submitting the VA Form 22-1990.
5. Review eligibility criteria to combine the MGIB with other incentive programs:
a. Non-prior service enlistment bonus.
b. Reenlistment/extension bonus.
c. Affiliation bonus.
d. Student loan repayment program.
e. Civilian acquired skill bonus.
f. Prior service enlistment bonus.

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Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed relevant regulatory guidance and regulations. —— ——
2. Reviewed educational assistance provided by the MGIB. —— ——
3. Reviewed details of the MGIB and ARNG MGIB kicker program. —— ——
4. Reviewed application procedures. —— ——
5. Reviewed eligibility criteria to combine the MGIB with other incentive —— ——
programs.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 NGR 600-7
SMTC01
SMTC02

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805B-79T-3512
Identify Regulatory Requirements for Advertising

Conditions: Given NGR 601-1, NGR 601-2 and applicable state and RRM SOPs.
Standards: Identified regulatory requirements for advertising IAW NGR 601-1, NGR 601-2,
state regulations and RRM SOP.

Performance Steps
1. Determine if the states advertising program meets regulatory requirements for—
a. Goods and services.
b. Cost and distribution of presentation items.
c. Purchase of display and classified ads.
d. Public outdoor advertising.
e. R&R promotional items.
f. Business cards.
g. Awards.
h. Use of electronic media.
i. Professional association dues.
j. Noncommercial sustaining agreements (NCSA).
2. Identify advertisement requests that meet regulatory guidance.
3. Identify specific NGR advertising regulations.
4. Determine if functional responsibilities are being conducted IAW appropriate regulations.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Determined if the States advertising program met regulatory requirements —— ——
for—
a. Goods and services.
b. Cost and distribution of presentation items.
c. Purchase of display and classified ads.

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Performance Measures GO NO GO
d. Public outdoor advertising.
e. R&R promotional items.
f. Business cards.
g. Awards.
h. Use of electronic media.
i. Professional association dues.
j. Noncommercial sustaining agreements (NCSA).
2. Identify whether advertisement requests meet regulatory guidance. —— ——
3. Identify specific NGR Advertising regulations. —— ——
4. Determine if functional responsibilities are being conducted IAW —— ——
appropriate regulations.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1
NGR 601-2
SMTC18

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805B-79T-3513
Review Non-Regular Service Retirement

Conditions: Given information on non-regular service retirement and access to—

a. AR 135-180.
b. NGR 680-2.
c. NGB Form 23A (Army National Guard Retirement Points Statement).
d. NGR 600-200, Chapter 7.
Standards: Reviewed non-regular service retirement, NGB Form 23A, eligibility requirements,
requirements for application, retirement point computation, and “creditable retirement year” IAW
AR 135-180, NGR 680-2, and NGB Form 23A.

Performance Steps
1. Review relevant regulatory guidance and regulations.
2. Review eligibility requirements for non-regular service retired pay:
a. Age requirement.
b. Minimum qualifying service requirement.
c. Reserve Component service requirement.
d. Disqualifying reasons—
(1) Qualified for retired pay from the Armed forces under any other provision of law.
(2) Elected to receive disability severance pay in lieu of retired pay.
(3) Fall within the purview of the so-called “Hiss Act.”
3. Review application for non-regular service procedures:
a. Responsibility for submission.
b. DD Form 108.
c. Application submission time-lines—
(1) Receipt of DD Form 108.
(2) Submission of DD Form 108.
4. Review NGB Form 23A and retirement point computation:
a. IDT point accrual.
b. Membership point accrual.
c. ACCP/miscellaneous point accrual.
d. Active duty point accrual.
e. Total career point accrual.
f. Total career points for non-regular service retirement.
g. Creditable service for non-regular service retirement.

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Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed relevant regulatory guidance and regulations. —— ——
2. Reviewed eligibility requirements for non-regular service retired pay. —— ——
3. Reviewed application for non-regular service procedures. —— ——
4. Reviewed NGB Form 23A and retirement point computation. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-180 NGR 600-200
NGR 680-2

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805B-79T-3514
Review Employer Support and Reemployment Rights

Conditions: As an ARNG recruiting and retention NCO, in a field environment, with access to
NGR 601-2, the Uniformed Services Employment and Reemployment Rights Act (USERRA),
and national committee for Employer Support of the Guard and Reserve (ESGR) fact sheets.
Standards: Reviewed the purpose of national committee for ESGR, requirements for
reemployment rights, common problems affecting employer/employee relations, conditions
allowing for military training time, and levels of assistance offered IAW NGR 601-2, the
USERRA, and ESGR fact sheets.

Performance Steps
1. Review relevant regulatory guidance and regulations.
2. Review the importance of building a positive relationship with employers of members of the
Army National Guard.
3. Review common problems affecting employer/employee relations.
4. Review tips for improving employer support, include the following:
a. Keep employers and supervisors advised on periods of military duty.
b. Tell employers about the productive things learned and accomplished while performing
military service.
c. Avoid giving the employer the impression that military duty is a vacation.
d. Thank the employer and the supervisor for their cooperation.
e. Utilize military training at the civilian job.
5. Review reemployment rights and responsibilities, protected by the USERRA.
a. Eligibility requirements—
(1) Hold or have applied for a civilian job.
(2) Have reasonable expectation of continuing for a significant period in that position.
(3) Have given written or verbal notice to the employer prior to leaving for military duty.
(4) Have not exceeded the 5-year cumulative limit on periods of service.
(5) Have been released from service under honorable conditions.
(6) Report back to civilian job in a timely manner.
b. Reemployment rights—
(1) Prompt reinstatement.
(2) Accrued seniority.
(3) Training or retraining.
(4) Special protection against discharge.
(5) Entitlements for period of service less than 91 days.
(6) Entitlements for period of service of 91 days or more.
c. Health care coverage—
(1) For military service less than 31 days.

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Performance Steps
(2) For military service in excess of 30 days.
6. Review the purpose and role of the ESGR program:
a. The national committee for ESGR.
b. The local state committee for ESGR.
7. Review levels of assistance available when experiencing employer related problems.
a. Commander.
b. ESGR ombudsman services.
c. Department of Labor, Veteran’s Employment and Training Service.
d. Attorney general.
e. Private attorney.
8. Review programs offered through ESGR:
a. Unit liaison program (formerly mission one).
b. Ombudsman services.
c. Statement of support.
d. Briefing with the boss.
e. Bosslifts.
f. Awards and recognition.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed relevant regulatory guidance and regulations. —— ——
2. Reviewed the importance of building a positive relationship with employers —— ——
of members of the Army National Guard.
3. Reviewed common problems affecting employer/employee relations. —— ——
4. Reviewed tips for improving employer support. —— ——
5. Reviewed reemployment rights and responsibilities. —— ——
6. Reviewed the purpose and role of the ESGR program. —— ——
7. Review levels of assistance available. —— ——

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Performance Measures GO NO GO
8. Review programs offered through ESGR. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
U.S. Code, Title 38 NGR 601-2
SMTC03

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805B-79T-3515
Review Market Analysis

Conditions: Given a state RRM guidance, state recruiting and retention (R & R) objectives, and
local demographic and environment information, and local data from state and Federal
agencies.
Standards: Reviewed market analysis for local recruiting and retention area, IAW NGR 601-1
and state R & R SOP.

Performance Steps
1. Review local market analysis from state and federal sources.
a. Demographics.
b. Census.
c. Surveys.
d. Local research.
e. Historical data.
2. Review state R & R objectives and SOP.
3. Review local effect of marketing strategy for target audience.
a. NPS.
b. PS.
c. WO/OFF.
d. AMEDD.
e. Current member.
f. Family support.
g. RCCC.
h. Employer support.
4. Review local promotional campaign.
a. Career/college fairs.
b. Community events.
c. Static displays.
d. School programs.
5. Recommend adjustments to marketing strategy for target audience.
6. Review prioritized local activities and campaign to accomplish R & R mission based on state
SOP.
7. Review analysis campaign.
8. Review adjusted calendar.

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Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed local market analysis from state and federal sources. —— ——
2. Reviewed state R & R objectives and SOP. —— ——
3. Reviewed local effect of marketing strategy for target audience. —— ——
4. Reviewed local promotion campaign. —— ——
5. Recommended adjustments to marketing strategy for target audience. —— ——
6. Reviewed prioritized local activities and campaign to accomplish R & R —— ——
mission based on state SOP.
7. Reviewed analysis campaign. —— ——
8. Reviewed adjusted calendar. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1
SMTC18

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Subject Area 7: Marketing

805B-79T-2571
Manage Media Relations

Conditions: Given a requirement to manage media relations and a state marketing/advertising

plan.
Standards: Developed professional media relations to optimize positive ARNG recruiting and
retention advertising and exposure IAW NGR 601-1.

Performance Steps
1. Identify appropriate media based on target markets.
2. Contact identified media points of contact to—
a. Discuss ARNG objectives
b. Establish relationships.
c. Place advertisements.
d. Request advertising support.
e. Provide feedback.
3. Establish programs to encourage support and show appreciation, such as—
a. Luncheons.
b. Media flights.
c. Conventions.
d. Letters of appreciation.
e. Presentation items/awards.
f. Taking food or snacks to media.
4. Document results to determine effectiveness.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Identified appropriate media based on target markets. —— ——

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Performance Measures GO NO GO
2. Contacted identified media points of contact to— —— ——
a. Discuss ARNG objectives.
b. Establish relationships.
c. Place advertisements.
d. Request advertising support.
e. Provide feedback.
3. Established programs to encourage support and show appreciation. —— ——
4. Documented results to determine effectiveness. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1
SMTC18

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805B-79T-2572
Manage a State Marketing/Advertising Plan

Conditions: Given a requirement to manage a state marketing plan/advertising plan.

Standards: Implemented and managed the state marketing/advertising plan IAW NGR 601-1
and state specific marketing/advertising operating procedures.

Performance Steps
1. Implement the state marketing/advertising plan.
2. Track results of each element/activity of the state marketing/advertising plan.
3. Conduct ongoing analysis to determine effectiveness of each element/activity.
4. Adjust/modify the state marketing/advertising plan as required. Conditions that may
constitute change may include—
a. Current results.
b. Major events (war).
c. Economy.
d. Unemployment rate.
e. Budget/resources.
f. Other military service incentives changes.
g. ARNG incentive changes.
h. Changes in psychographics.
i. Changes in state leadership objectives.
j. Training seat availability.
k. Changes in media.
5. Implement changes to the state marketing/advertising plan.
6. Document results of state marketing/advertising plan for future utilization.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Implemented the state marketing/advertising plan. —— ——

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Performance Measures GO NO GO
2. Tracked results of each element/activity of the state marketing/advertising —— ——
plan.
3. Conducted ongoing analysis to determine effectiveness of each —— ——
element/activity.
4. Adjusted/modified the state marketing/advertising plan as required. —— ——
5. Implemented changes to the state marketing/advertising plan. —— ——
6. Documented results of state marketing/advertising plan for future —— ——
utilization.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1
SMTC18

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STP 12-79T25-SM-TG

805B-79T-2574
Determine Regulatory Requirements for Advertising

Conditions: Given a requirement to execute the state marketing/advertising program, a request

for marketing/advertising, NGR 601-1, state specific regulatory guidance, and state recruiting
and retention SOP.
Standards: Determined if request for marketing/advertising was in compliance with NGR 601-1,
state regulations, and state recruiting and retention SOP.

Performance Steps
1. Determine if the state marketing/advertising program meets regulatory guidance for—
a. Goods and services.
b. Cost and distribution of presentation items.
c. Purchase of display and classified.
d. Public outdoor advertising.
e. Recruiting and retention promotional items.
f. Business cards.
g. Awards.
h. Use of electronic media.
i. Professional association dues.
j. Promotional displays.
k. Noncommercial sustaining agreements (NCSA).
2. Determine if the request for marketing/advertising meets regulatory guidance.
3. Determine if advertising is consistent with the national advertising campaign.
4. Determine of functional responsibilities are being conducted.
5. Determine if waiver is authorized.
6. Determine source of waiver authority.
7. If waiver is authorized, submit waiver request.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

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Performance Measures GO NO GO
1. Determined if the state marketing/advertising program met regulatory —— ——
guidance.
2. Determined if request for marketing/advertisement met regulatory —— ——
guidance.
3. Determined if advertising was consistent with national advertising —— ——
campaign.
4. Determined if functional responsibilities were being conducted. —— ——
5. Determined if waiver was authorized. —— ——
6. Determined source of waiver authority. —— ——
7. If waiver was authorized, submitted waiver request. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1
NGR 601-2
SMTC18

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STP 12-79T25-SM-TG

805B-79T-2576
Implement and Process State Marketing/Advertising Campaigns

Conditions: Given a requirement to implement a state marketing/advertising campaign and

access to the state marketing/advertising plan, state and federal purchasing/contracting
guidance, and NGR 601-1.
Standards: Implemented and processed a state marketing/advertising campaign IAW state
marketing/advertising, state and federal purchasing/contracting guidance, and NGR 601-1.

Performance Steps
1. Review the state marketing/advertising plan. (See task 805B-79T-3101.)
2. Request purchase of goods and services to support the marketing/advertising campaign,
such as—
a. Job fairs.
b. Direct mailing.
c. Print.
d. Electronic media.
e. Banners.
f. Billboards.
g. Theater.
h. Newspaper.
i. Brochures.
j. Television.
k. Radio.
l. Diversity advertising.
m. Awards and recognition.
3. Purchase goods and services in accordance with creative strategy and state
marketing/advertising plan.
4. Receive, inspect, distribute, and/or verify as required.
5. Initiate appropriate purchasing documentation within set timelines.
6. Evaluate effectiveness of goods and services received. (See task 805B-79T-2572.)

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task

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on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed the state marketing/advertising plan. —— ——
2. Requested purchase of goods and services to support the —— ——
marketing/advertising campaign.
3. Purchased goods and services in accordance with creative strategy and —— ——
state marketing/advertising plan.
4. Received, inspected, distributed, and/or verified as required. —— ——
5. Initiated appropriate purchasing documentation within set timelines. —— ——
6. Evaluated effectiveness of goods and services received. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1
SMTC18

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STP 12-79T25-SM-TG

805B-79T-3101
Develop a Written State Marketing/Advertising Plan

Conditions: Given a national marketing/advertising plan, RRM guidance, state recruiting and
retention objectives IAW NGR 601-1 and state recruiting and retention SOP.
Standards: Developed a state marketing/advertising plan to assist the state to meet it’s
recruiting and retention objectives IAW NGR 601-1 and state recruiting and retention SOP.

Performance Steps
1. Review the national marketing/advertising plan.
2. Review the state recruiting and retention objectives.
3. Review the state strength maintenance plan.
4. Conduct a market analysis by reviewing—
a. Demographics.
b. Psychographics.
c. Census.
d. Surveys.
e. National research.
f. Historical data.
5. Identify target audiences.
6. Determine the marketing/advertising goals for—
a. Non-prior service (NPS).
b. Prior service (PS).
c. Warrant officers/officers (WO/OFF)
d. AMEDD.
e. Current members.
f. Family support.
g. Reserve Component transition soldiers.
h. Employer support.
7. Create marketing/advertising strategy for each goal.
8. Identify appropriate advertising media to accomplish each goal.
9. Develop appropriate advertising campaign to accomplish marketing/advertising goals.
10. Plan promotional activities such as—
a. Career fairs.
b. Community events.
c. Static displays.

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Performance Steps
d. School programs.
11. Prioritize activities and campaigns based on available resources.
12. Develop advertising calendar.
13. Write state’s marketing/advertising plan.
14. Submit state’s marketing/advertising plan to RRM for approval.
15. Distribute state’s marketing/advertising plan to recruiting and retention force.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed the national marketing/advertising plan. —— ——
2. Reviewed the state recruiting and retention objectives. —— ——
3. Reviewed the state strength maintenance plan. —— ——
4. Conducted a market analysis. —— ——
5. Identified target audiences. —— ——
6. Determined marketing/advertising goals. —— ——
7. Created marketing/advertising goals for each goal. —— ——
8. Identified appropriate advertising media to accomplish each goal. —— ——
9. Developed appropriate advertising campaign to accomplish —— ——
marketing/advertising goals.
10. Planned promotional activities. —— ——
11. Prioritized activities and campaigns based on available resource. —— ——
12. Developed advertising calendar. —— ——
13. Wrote state’s marketing/advertising plan. —— ——
14. Submitted state’s marketing/advertising plan to RRM for approval. —— ——
15. Distributed state’s marketing/advertising plan to recruiting and retention —— ——
force.

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Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1
SMTC18

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805B-79T-3107
Analyze Effectiveness of Marketing/Advertising Campaign or Program

Conditions: Given a national or state marketing/advertising campaign or program.

Standards: Analyzed the effectiveness of the marketing/advertising source by determining if the
state recruiting and retention objectives are being met IAW the state strength maintenance plan.

Performance Steps
1. Review details of the marketing/advertising campaign or program.
2. Identify the source within the campaign or program, which may include—
a. Job fairs.
b. Direct mailing.
c. Print.
d. Electronic media.
e. Banners.
f. Billboards.
g. Theater.
h. Newspaper.
i. Brochures.
j. Television.
k. Radio.
l. Diversity advertising.
m. Awards and recognition.
3. Analyze the source by—
a. Determining quantity of leads generated.
b. Determining quality of leads generated.
c. Determining leads, to prospect, to enlistment.
d. Utilizing questionnaires, surveys, and feedback. Determine—
(1) Effect on family support.
(2) Effect of civilian employers.
(3) Effect on retention.
(4) Effect on attrition.
4. Adjust state marketing/advertising plan as required. (See task 805B-79T-2572.)

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Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed details of the marketing/advertising campaign or program. —— ——
2. Identified the source within the campaign or program. —— ——
3. Analyzed the source. —— ——
4. Adjusted state marketing/advertising plan as required. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
SMTC18

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Subject Area 8: MEPS Processing

805B-79T-3401
Perform ARNG MEPS Guidance Counselor Administrative Procedures

Conditions: Given an ARNG MEPS guidance counselor in a MEPS environment and a

requirement to perform administrative duties with access to—
a. AR 25-50.
b. NGR 600-200 with current ARNG FY ECM.
c. Jetform/Formflow application.
d. ARNG Memo 25-52.
e. Current MEPS policies and procedures.
f. State specific SM SOP
g. Required office supplies and equipment.
Standards: Conducted daily, weekly, monthly and quarterly administrative/training tasks that
resulted in an efficient workflow. Disseminated MEPS/SM information to applicable personnel.

Performance Steps
1. Disseminate MEPS/SM information.
a. Monthly calendar.
b. Qualifications list updates.
c. Request operations center messages.
d. ARADS center messages.
e. MEPS operation procedures.
(1) Hotel policies.
(2) MEPS dress code.
(3) Procedural changes.
(4) New recruiter/NCOIC MEPS orientation.
f. Publish high school SASVAB test schedules.
g. Distribute MET site schedule.
2. Conduct MEPS training.
a. New RRNCO/area RRNCO/MEPS related training.
b. Sustainment MEPS related training.
c. Newly assigned MEPS GC training.
3. Prepare and maintain military correspondence.
a. DA 200/transmittal documents.
b. Memorandums.

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Performance Steps
c. Manage electronic mail (e-mail).
d. Pre/post lodging and meal report to NGB.
e. State/MEPS specific reports.
4. Establish and maintain inter-office files (at a minimum).
a. Suspense/functional file(s).
b. USMEPCOM Form 727-E (24 months).
c. Request operation center messages.
d. IET orders (24 months).
e. Positive DAT results.
f. DA 200/transmittal document (24 months).

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Disseminated MEPS/SM information. —— ——
2. Conducted MEPS training. —— ——
3. Prepared and maintained military correspondence. —— ——
4. Established and maintained inter-office files. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 25-50 SMTC07
SMTC18

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805B-79T-3402
Process an ARNG Applicant at a Military Entrance Processing Station (MEPS)

Conditions: Given a requirement to prepare and process an ARNG applicant through a military
entrance processing station (MEPS) and access to—
a. NGR 600-7 w/ current SRIP policy memorandums.
b. AR 600-9.
c. AR 45-501.
d. AR 611-21.
e. MIRS user manual.
f. Recruit Quota System (REQUEST) user manual.
g. MEPS SOP/ policy letters.
h. Security clearance guidance.
i. USMEPCOM 601-23R/ 40-1R/ 680-1R.
j. NGR 600-200 w/ current ECM.
k. DOD 1312.1-1 Occupational Conversion Index.
l. State specific strength maintenance SOP.
Standards: Conducted pre-MEPS processing procedures, provide RRNCO force with
necessary applicant data, process ARNG applicants at MEPS, and counsel applicants on their
final disposition.

Performance Steps
1. Conduct MEPS prescreen processing.
a. Review and submit USMEPCOM Form 714A-E.
b. Review and submit DD 2807-2 with supporting documents.
c. Review prior service documents (if applicable).
2. Disseminate applicable MEPS information to RRNCO.
a. Changes of service and/ or component service processing for (SPF).
b. High school pulls/ look up (SASVAB).
c. SSAN pull.
d. ASVAB look up.
e. MEPS processing schedule.
f. Medical data.
(1) Prescreen approval/ disapproval.
(2) Current MEPS medical status.
3. Verify enlistment eligibility.
4. Verify eligibility for enlistment options/ SRIP incentives/ MGIB.
5. Obtain applicable waiver control numbers from National Guard Bureau.

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Performance Steps
6. Obtain training seat reservation. (Refer to task 805B-79T-3404 for operate request
application.)
7. Finalize enlistment packet. (Refer to task 805B-79T-3405 for operate guidance counselor
redesign application.)
8. Electronic Personnel Security Questionnaire (EPSQ).
a. Verify information with applicant.
b. Determine level of security clearance.
c. Submit request.
9. Submit request for order (RFO).
10. Review enlistment contract.
a. Verify all entered data is correct.
b. Ensure applicant enters full signature.
11. Provide soldier/ applicant with required out-briefing.
a. Soldier.
(1) ARNG welcome packet.
(2) Unit.
(3) ARNG “Stripes for Buddies” program
(4) Shipping obligation (if applicable).
(5) Army height/ weight standard.
(6) Army physical fitness standard.
b. Disqualified applicant.
(1) Counsel regarding reason for disqualification (TDQ/ PDQ).
(2) Return back justified (RBJ) date (if applicable).
(3) Consult Procedure (if applicable).
(4) Additional medical/ moral documents (if applicable).
c. Qualified not enlisted (QNE).
(1) Counsel regarding reason for QNE.
(2) Coordinate with RRNCO.
12. Prepare and submit end-of-day report.
a. Refer to task 805B-79T-3404 for operate request application.
b. Refer to task 805B-79T-3405 for operate guidance counselor redesign application.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task

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on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Conducted MEPS prescreen processing. —— ——
2. Disseminated applicable MEPS information to RRNCO. —— ——
3. Verified enlistment eligibility. —— ——
4. Verified eligibility for enlistment options/ SRIP incentives/ MGIB. —— ——
5. Obtained applicable waiver control numbers from National Guard Bureau. —— ——
6. Obtained training seat reservation. (Refer to task 805B-79T-3404 for —— ——
operate request application.)
7. Finalize enlistment packet. (Refer to task 805B-79T-3405 for operate —— ——
guidance counselor redesign application.)
8. Submitted EPSQ. —— ——
9. Submitted request for order (RFO). —— ——
10. Reviewed enlistment contract. —— ——
11. Provided soldier/ applicant with required out-briefing. —— ——
12. Prepared and submitted end-of-day report. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 40-501 NGR 600-7
AR 600-9 NGR 600-200
DA Pam 611-21 SMTC01
DOD 1312.1-1 SMTC07
SMTC09
SMTC10
SMTC18
USMEPCOM Reg 40-1
USMEPCOM Reg 601-23
USMEPCOM Reg 680-1

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805B-79T-3403
Process ARNG Soldiers for Initial Entry Training (IET)

Conditions: Given an ARNG Soldier and a requirement to process the soldier for attendance to
IET or AIT and access to—
a. TRADOC Reg 350-6.
b. NGR 600-200 with current ARNG FY ECM.
c. State specific SM policies.
d. REQUEST application.
e. MIRS application.
f. REQUEST users manual.
g. GCR application.
h. AR 40-501.
i. AR 600-9.
j. DA Pam 611-21.
k. Training liaison specific memorandums.
Standards: Performed necessary action to process ARNG soldiers for shipment to IET or AIT.

Performance Steps
1. Verify pre-ship ETNAC results.
a. Favorable.
b. Non-favorable.
2. Verify DAT/HIV results.
a. Positive.
b. Negative.
3. Review IET/IADT orders.
a. Verify accuracy.
b. Make distribution.
4. Unit/IADT manager request for change.
a. Medical/moral/hardship.
b. Discharged.
c. MOS change.
d. Unit transfer/Interstate transfer.
5. Courtesy ship.
a. Amend/revoke orders.
b. Contact shipping MEPS.
c. Forward ship packet.

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Performance Steps
d. Contact NGB recruiting operations center (ROC).
6. Verify ship eligibility.
a. Review medical documentation.
b. DA Form 4187.
c. Education documentation.
d. Annotate changes on DD Form 1966 IAW current ARNG FY ECM.
e. Conduct TRADOC liaison briefing.
f. Additional documentation for change to enlistee’s status (marriage, dependents, direct
deposit, etc.)
7. Non-ship actions.
a. Contact RRNCO/unit/state IADT manager.
b. Counsel soldier (if applicable).
c. Cancel/Reno/update reservation. (See task 805B-79T-3404 for procedures.)
d. Revoke/amend orders.
e. Coordinate transportation (if applicable).
8. Perform administrative packet actions.
a. Shippers.
b. Non-shippers.
9. Prepare and submit end-of-day report.
a. Refer to task 805B-79T-3404 for procedures.
b. Refer to task 805B-79T-3405 for procedures.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Verified pre-ship ETNAC results. —— ——
2. Verified DAT/HIV results. —— ——
3. Reviewed IET/IADT orders. —— ——
4. Performed request for change with unit/IADT manager. —— ——

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Performance Measures GO NO GO
5. Performed courtesy ship. —— ——
6. Verified ship eligibility. —— ——
7. Performed non-ship actions. —— ——
8. Performed administrative packet actions. —— ——
9. Prepared and submitted end-of-day report. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 40-501 NGR 600-200
AR 600-9 SMTC10
DA Pam 611-21 SMTC18
TRADOC Reg 350-6

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805B-79T-3404
Operate REQUEST Application

Conditions: Given an ARNG MEPS guidance counselor assigned to a military entrance

processing stations with access to—
a. Operations guidance counselor workstation.
b. NGR 600-200 with current ARNG FY ECM.
c. Appropriate messages and updates.
d. REQUEST operator’s manual.
e. REQUEST operating system.
f. Standard office supplies and equipment.
Standards: Identified and accessed required reports, built and updated applicant records, and
completed training or vacancy searches as required.

Performance Steps
1. Log in to REQUEST system with user name and password.
2. Review mail.
3. Update/review applicant record.
a. Select REQUEST manager’s tab.
b. Select reservation processing.
c. Select ARNG.
d. Select applicant under pending tab.
e. Update/review applicant information.
f. Save.
4. Build new applicant record.
a. Select REQUEST manager’s tab.
b. Select reservation processing.
c. Select new applicant.
d. Build applicant’s personal information.
e. Save.
5. Secure unit vacancy for applicant.
a. Select REQUEST manager’s screen.
b. Select manage unit vacancies.
c. Select ARNG unit vacancies.
d. Enter state/UIC and select OK.
e. Search unit vacancy by state/UIC.
f. Secure applicant’s unit vacancy.

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Performance Steps
6. Build new unit vacancy (if vacancy does not exist).
a. Select REQUEST manager’s screen.
b. Select manage unit vacancies.
c. Select ARNG unit vacancies.
d. Enter state, select new.
e. Build unit vacancy information.
f. Save.
7. Secure applicant training seat.
a. Select REQUEST manager’s screen.
b. Select reservation processing.
c. Select ARNG.
d. Select applicant under pending tab.
e. Secure applicant training reservation.
8. Check opportunity (if no training reservation available).
a. Select REQUEST manager’s screen.
b. Select reservation processing.
c. Select ARNG.
d. Select applicant under pending tab.
e. Check opportunity.
9. Check opportunity (if no training reservation available).
a. Select REQUEST manager’s screen.
b. Select reservation processing.
c. Select ARNG.
d. Select enlistment/shipper confirm tab.
10. Maintain applicant’s training reservation.
a. Select REQUEST manager’s screen.
b. Select reservation processing.
c. Select ARNG.
d. Select reservation processing.
e. Select process applicant.
f. Enter SSAN.
g. Select appropriate function.
11. Manage units.

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Performance Steps
a. Select REQUEST manager’s screen.
b. Manage units.
c. Enter state/UIC and click SELECT.
d. Highlight unit and click OK.
e. Review/update unit Information.
12. Reports.
a. Select REQUEST manager’s screen.
b. Select report(s) for review/print.
13. Change/update password.
a. Select user management.
b. Select change password.
c. Change password.
14. Log out.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Logged in. —— ——
2. Reviewed mail. —— ——
3. Updated/reviewed applicant record. —— ——
4. Built new applicant record. —— ——
5. Secured unit vacancy for applicant. —— ——
6. Built new unit vacancy (if vacancy did not exist). —— ——
7. Secured applicant training seat. —— ——
8. Checked opportunity (in no training reservation available). —— ——
9. Confirmed enlistment/shippers. —— ——
10. Maintained applicant’s training reservation. —— ——
11. Managed units. —— ——

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Performance Measures GO NO GO
12. Prepared reports. —— ——
13. Changed/Updated password. —— ——
14. Logged out. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-200
SMTC10

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805B-79T-3405
Operate Guidance Counselor Redesign Application

Conditions: Given an ARNG MEPS guidance counselor assigned to a Military Entrance

Processing Stations with access to—
a. Operations guidance counselor workstation with scanner and signature pad.
b. Current guidance counselor redesign (GC-R) user manual.
c. NGR 600-200 with current ARNG FY ECM.
Standards: Identified and maintained MEPS SC quality controls, electronic records
management (ERM), and applicant/soldier processing using GC-R.

Performance Steps
1. Log in.
2. Choose select a person link.
3. View applicant processing list.
4. Select an applicant for processing.
5. Verify source documents using QC summary report in ERM.
a. See step 12a-d in this task.
6. Submit USMEPCOM 714ADP information to REQUEST.
a. Select process applicant.
b. Select 714ADP.
c. Complete required information.
d. Select save.
e. Select submit.
7. Scan source documents into ERM.
a. Select ERM.
b. Select scan.
c. Select document type.
d. Select forms name.
8. Complete ARNG enlistment annex and addendums.
a. Select forms name.
b. Select annex forms.
c. Complete required information.
d. Select save.
e. Capture electronic signature.
f. Select save.

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Performance Steps
g. Choose Adobe Reader application.
h. Repeat items e-g for any additional addendums.
9. Complete additional enlistment forms.
a. Select process applicant.
b. Select forms and docs.
c. Complete required information.
d. Select save.
e. Select desired forms.
f. Display selected forms for signature.
g. Capture signatures.
h. Print necessary documents for MEPS OPNS.
(1) DD Form 1966 series.
(2) SF 86.
10. Scan MEPS OPNS Documents into ERM.
a. Select ERM.
b. Select scan.
c. Select document type.
d. Select reservation processing.
e. Select forms name.
11. Access GC-R workflow inbox.
a. Select links.
b. Select inbox.
12. Perform quality controls.
a. NG GC QC (projection QC).
(1) Prioritize.
(2) Select name.
(3) Perform visual QC on data in NG QC summary report.
(a) Approve.
(b) Disapprove.
b. NG GC QC (GC generated).
(1) Prioritize.
(2) Select name.
(3) Perform visual QC on data in NG QC summary report.
(a) Approve.
(B) Disapprove.

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Performance Steps
c. NG before ship QC.
(1) Prioritize.
(2) Select name.
(3) Perform visual QC on data in NG QC summary report.
(a) Approve.
(b) Disapprove.
d. Ship counselor QC (one day prior to ship).
(1) Prioritize.
(2) Select name.
(3) Perform visual QC on data in NG QC summary report.
(a) Approve.
(b) Disapprove.
13. Initiate validation on non-validated projections.
a. Select record.
b. Select ERM.
c. Select validation.
d. Select initiate validation.
14. Perform NG QNE (end of day).
a. Select links.
b. View inbox.
c. Select QNE.
d. Select finish task.
15. Perform QNE report.
a. Select the select a person screen.
b. Select workflow.
c. Select QNE report.
d. Complete required information.
e. Save.
16. Update projections.
a. Select the select a person screen.
b. Select projections.
c. Update/Add 714a information.
d. Select save/project.
17. Scan in completed physical forms and supporting medical documentation.
a. Select ERM.

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Performance Steps
b. Select document type.
c. Select forms name.
18. Log out.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Logged in. —— ——
2. Selected person link. —— ——
3. Viewed applicant processing list. —— ——
4. Selected applicant for processing. —— ——
5. Verified source documents. —— ——
6. Submitted USMEPCOM 714ADP information to REQUEST. —— ——
7. Scanned source documents into ERM. —— ——
8. Completed ARNG enlistment annex and addendums. —— ——
9. Completed additional enlistment forms. —— ——
10. Scanned MEPS OPNS documents into ERM. —— ——
11. Accessed GC-R workflow inbox —— ——
12. Performed quality controls. —— ——
a. NG GC QC (projections QC).
b. NG GC QC (GC generated).
c. NG before ship QC.
d. Ship counselor QC (one day prior to ship).
13. Initiated validation on non-validated projections. —— ——
14. Performed NG QNE. —— ——
15. Performed QNE report. —— ——
16. Updated projections. —— ——

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Performance Measures GO NO GO
17. Scanned completed physical forms and supporting medical documentation. —— ——
18. Logged out. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-200
SMTC11

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805B-79T-3406
Operate MEPCOM Integrated Resource System (MIRS) Application

Conditions: Given an ARNG MEPS guidance counselor assigned to a military entrance

processing station with access to—
a. Operational guidance counselor MIRS terminal.
b. MIRS user manual.
c. Verifiable applicant SSAN.
Standards: Utilized MIRS terminal to process a USMEPCOM action.

Performance Steps
1. Log in.
a. Enter user name.
b. Enter password.
2. Confirm projections.
a. Select service.
b. Select data entry.
c. Select projection.
d. Enter SSAN.
e. Verify projection data.
f. Select CTRL F7 to commit projection.
g. Select CTRL F4 to clear screen or SHIFT & F9 to return to main menu.
3. Print 727 processing list (processing, lunch/dinner and lodging roster).
a. Select service.
b. Select print.
c. Select 727 APL.
d. Enter processing date.
e. Enter service code.
(1) DAG.
(2) DAZ.
f. Enter desired report type (CTRL&L).
g. Select SHIFT & F6 to print.
h. Select SHIFT & F9 to return to main menu.
4. Clear applicant “N” status.
a. Select service.
b. Select data entry.

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Performance Steps
c. Select “N” status.
d. Enter “X” next to service comment.
e. Select CTRL & F7 to commit.
f. Select SHIFT & F9 to return to main menu.
5. Print 714 ADP to obtain ASVAB, ENTNAC, DAT and HIV results.
a. Select service.
b. Select view only.
c. Select 714 ADP.
d. Enter applicant SSAN.
e. Select print.
f. Select SHIFT & F9 to return to main menu.
6. Build personal data.
a. Select service.
b. Select data entry.
c. Select personal data.
d. Enter SSAN.
e. Select service code.
(1) DAG.
(2) DAZ.
f. Complete personal data information.
g. Select CTRL & F7 to commit.
h. Select “X” to print 714 ADP.
i. Select SHIFT & F9 to return to main menu.
7. Database query to view SASVAB results.
a. Select service.
b. Select database query.
c. Enter an “X” in the student ASVAB line.
d. Enter SSAN.
e. Select SHIFT & F9 to return to main menu.
8. Print forms.
a. Select service.
b. Select print.
c. Select form/reports.
d. Select CTRL & L.

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Performance Steps
e. Select desired report.
f. Enter SSAN if prompted to.
g. Select SHIFT & F9 to return to main menu.
9. Logout.
a. Select exit.
b. Select exit.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Logged in. —— ——
2. Confirmed projections. —— ——
3. Printed 727 processing list (processing, lunch/dinner and lodging roster). —— ——
4. Cleared applicant “N” status. —— ——
5. Printed 714 ADP to obtain ASVAB, ENTNAC, DAT and HIV results. —— ——
6. Built personal data. —— ——
7. Performed database query to view SASVAB results. —— ——
8. Printed forms. —— ——
9. Logged out. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
SMTC09

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Subject Area 9: Liaison NCO

805B-79T-2540
Explain Duties/Responsibilities/Utilization of TRADOC Liaison NCOs

Conditions: As a TRADOC liaison in a field environment, given a requirement to explain the

role of a TRADOC liaison and access to TRADOC 135-6.
Standards: Explained the role of a TRADOC liaison to assist in the reception and processing of
ARNG/USAR soldiers into, through and to completion of IADT/ADT IAW TRADOC Reg 135-6
and AR 612-201.

Performance Steps
1. Explain the mission of the TRADOC liaison NCO.
2. Explain the TRADOC liaison responsibilities by discussing (as required) how a liaison will—
a. Assist in the effective flow of processing procedures at Army Training Centers (ATC).
b. Assist in the management of soldiers through the training arena.
c. Assist families of soldiers as required.
d. Maintain data and regulations as required.
e. Brief soldiers/cadre/command on all aspects of processing IAW AR 612-201.
f. Counsel soldiers who have training challenges IAW task 805B-79T-2543.
g. Monitor REQUEST to determine student load and no show stats.
h. Advise student military personnel office (MILPO) in obtaining new training seats.
i. Advise unit commanders about ARNG/USAR soldiers unique training distracters.
j. Conduct preliminary inquires of erroneous or fraudulent enlistments IAW task 805B-79T-
2541.
k. Coordinate with installation agencies and units to obtain information essential to the
performance of duties.
l. Coordinate with appropriate command regarding soldier challenges requiring special
handling or classification.
m. Participate in workshops/seminars as required.
n. Notify proper authorities in the event of soldier death.
o. Conduct weekly checks of training units.
p. Provide serious incident reports (SIRs) to appropriate authority.
q. Perform all duties and responsibilities in support or both ARNG and USAR soldiers on a
reciprocal basis.
3. Explain the LNCO authorization, program design and supervision by discussing (as
required) the following:

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Performance Steps
a. The table of distribution and allowance (TDA) of the activity to which they are attached
as a non-add position.
b. The TRADOC LNCO program design.
c. The supervision and evaluation of the TRADOC LNCO.
d. The TRADOC LNCO qualifications.
4. Discuss Installation support/UCMJ authority (as required).

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s Evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Explained the mission of the TRADOC liaison NCO. —— ——
2. Explained the TRADOC liaison responsibilities. —— ——
3. Explained the LNCO authorization, program design and supervision. —— ——
4. Discussed installation support/UCMJ authority. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
TRADOC Reg 135-6

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805B-79T-2541
Identify Enlistment Irregularities for USAR/ARNG Soldiers Ordered to or Currently in
Training

Conditions: As a TRADOC liaison in a field environment given a requirement to review

enlistment documents and access to a NGR 600-200 and AR 600-200.
Standards: Identified enlistment irregularities and/or ethical misconduct IAW NGR 601-2, AR
135-205, NGR 600-200, and USAREC Reg 600-8.

Performance Steps
1. Identify the standards of conduct for professionalism, conduct and performance of the
strength maintenance personnel and soldiers.
a. Discuss formal and informal investigations.
b. Discuss processing procedures of an AR 15-6 investigation.
c. Discuss the final determination/notification.
2. Assist Army Training Center military personnel office (MILPO) with review of soldiers’
enlistment packets to identify discrepancies. Typically errors are found in the following
documents:
a. Orders.
b. Contracts DD4/1 and DD4/2
c. DD Form 1966 series.
d. Personal documents.
e. Waivers.
f. Security clearance requirements.
g. Medical/dental reviews.
h. Missing required documents, such as DA 4187’s.
i. Moment of truth disclosure.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Identifies the standards of conduct for professionalism, conduct and —— ——
performance of the strength maintenance personnel and soldiers.

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Performance Measures GO NO GO
2. Assists Army Training Center military personnel office (MILPO) with review —— ——
of soldiers’ enlistment packets to identify discrepancies.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-205 NGR 600-200
NGR 601-2

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805B-79T-2542
Identify Alternatives to Separation for ARNG/USAR Soldiers Ordered to or Currently in
Training

Conditions: As a TRADOC liaison in a field environment, given an ARNG/USAR soldier

experiencing a training challenge, explains alternatives to separation or discharge.
Standards: Assisted ARNG/USAR soldiers in identifying alternatives to or in lieu of
separation/discharge IAW AR 635-200 and TRADOC Reg 350-6.

Performance Steps
1. Discuss the following types of separations:
a. Discharge for expiration of service obligation, chapter 4.
b. Existed prior to service (EPTS), chapter 5.
c. Defective enlistment/reenlistment/extensions, chapter 7.
d. Entry level separations (ELS), chapters 11/13.
e. Separation for misconduct, chapter 14.
f. Homosexual conduct, chapter 15.
2. Identify and discuss the following alternatives in lieu of separation.
a. Split training options.
b. State Recall/REFRAD.
c. MOS reclassification.
d. Physical Training Rehabilitation Program.
e. Fitness training unit.
f. New start program.
g. Values training.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self Evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Discussed types of separations. —— ——
2. Identified and discussed alternatives in lieu of separation. —— ——

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Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 635-200
TRADOC Reg 350-6

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805B-79T-2543
Counsel ARNG/USAR Soldiers Ordered to or Currently in Training

Conditions: As a TRADOC liaison in a field environment, given a requirement to counsel an

ARNG/USAR soldier who has been ordered to or currently in training.
Standards: Counseled the soldier to overcome their cause for counseling and complete their
training requirement IAW FM 22-100.

Performance Steps
1. Utilize the following leader counseling skills as required:
a. Basic skills of counseling.
b. Appropriate approach to counseling.
c. Counseling process.
2. Refer the soldier to the appropriate support activities:
a. American Red Cross.
b. Army Emergency Relief.
c. Chaplain.
d. Equal Opportunity Office.
e. Judge Advocate Office.
f. Defense Finance and Accounting Service.
g. Housing Referral Office.
3. Counsel the soldier how to overcome their cause for counseling. Typical causes for
counseling include—
a. APFT.
(1) PFU.
(2) New Start.
b. Medical.
(1) PTRP.
(2) Medical Board.
(3) Line of duty.
c. BRM.
(1) New Start
d. Personal
(1) Financial.
(2) Family.
e. Academic.
(1) New Start.
(2) MOS reclassification.

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Performance Steps
(3) Fast Track.
f. Motivational.
g. Existed prior to service.
(1) Legal.
(2) Medical.
4. Counsel the soldier on alternatives to separation as required. (See task 805B-79T-2542.)

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Utilized appropriate leader counseling skills. —— ——
2. Referred soldier to appropriate support activities. —— ——
3. Counseled the soldier how to overcome their cause for counseling. —— ——
4. Counseled the soldier on alternatives to separation. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
FM 22-100

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805B-79T-2544
Explain Policies and Administrative Procedures for ARNG/USAR IET Soldiers

Conditions: As a TRADOC liaison in a field environment, given a requirement to explain

policies and administrative procedures and having access to NGR 600-200 and TRADOC Reg
350-6.
Standards: Explained the guidance, policies, procedures and responsibilities for managing and
conducting enlisted IADT/ADT IAW NGR 600-200 chapter 4 and TRADOC Reg 350-6.

Performance Steps
1. Explain NGB guidance, policies, procedures and responsibilities by discussing the following
as required:
a. Responsibilities.
b. Personnel ordered to IADT.
c. Army training requirements.
d. Failure to report to IADT
e. Training requirements for split training options.
f. Buddy platoon policies.
g. Orders and related details.
h. Pay grade upon entry.
i. Records screening.
j. Physical and moral screening.
k. Entrance national agency check.
l. Composition of enlistment packet.
m. Soldier information.
n. Processing defects.
o. Complaints.
p. Hospitalization/medical care.
q. UCMJ.
r. Rights and benefits.
s. DD Form 220 and DD Form 214.
2. Explain TRADOC liaison policies and procedures by discussing the following as required:
a. Objectives for IET.
b. Soldierization program.
c. Training policies, procedures, and administration.
d. Physical fitness training.

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Performance Steps
e. Reserve Component training.
f. Fitness training unit.
g. Physical Training and Rehabilitation Program.
h. Defense Language Institute.
i. Fast Track.
j. Initial Entry Training Cadre/Support Personnel Training Requirements.
k. Training records.
l. Hometown Recruiter Assistance Program.
m. Military occupational specialty retraining/reclassification procedures.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Explained NGB guidance, policies, procedures and responsibilities. —— ——
2. Explained TRADOC liaison policies and procedures. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
TRADOC Reg 350-6 NGR 600-200

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Subject Area 10: RCT NCO

805B-79T-2550
Coordinate Inbound Interstate Transfers

Conditions: As a RCT/ISR NCO, in a field environment, given a requirement to coordinate an

inbound interstate transfer (IST), access to current unit vacancies, NGR 601-1, NGR 600-200,
AR 600-9, AR 40-501, AR 135-7, DA Pam 611-201, state/territory specific RRF SOP and
standard office supplies.
Standards: Accessed IST IAW NGR 600-200 and state/territory specific RRF SOP.

Performance Steps
1. Receive initial contact for IST from—
a. Losing state RCT NCO.
b. Transferring soldier.
c. Losing unit.
d. Gaining unit.
e. RRNCO.
2. Complete interstate transfer (IST worksheet):
a. Acquire soldier data (Loosing unit/state RCT NCO).
b. Acquire loosing unit data.
3. Locate appropriate unit assignment based on the following:
a. Eligibility.
b. Unit vacancies.
c. Geographic location.
d. Gender.
e. MOS qualifications.
f. SRIP.
g. Rank/pay grade.
h. PULHES.
4. Coordinate completion of contract (NGB 22-5 and addendum to DD Form 4) with—
a. Loosing state for coordinated transfers.
b. Gaining state for uncoordinated transfers.
5. Request personnel qualification record (PQR) from loosing states IST NCO.
6. Receive PQR from loosing state’s IST NCO.
7. Verify PQR and contract for accuracy.

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Performance Steps
8. Process accession (PQR/NGR 22-5-R-E and addendum to DD Form 4) IAW state specific
R&R SOP.
Note: For REP 63 soldiers, ensure MEPS to MEPS transfer.
9. Report accession data (production report) IAW state specific R & R SOP.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Received initial contact for IST from— —— ——
a. Losing state RCT NCO.
b. Transferring soldier.
c. Losing unit.
d. Gaining unit.
e. RRNCO.
2. Completed interstate transfer (IST Worksheet): —— ——
a. Acquired soldier data (loosing unit/state RCT NCO).
b. Acquired loosing unit data.
3. Located appropriate unit assignment based on the following: —— ——
a. Eligibility.
b. Unit vacancies.
c. Geographic location.
d. Gender.
e. MOS qualifications.
f. SRIP.
g. Rank/pay grade.
h. PULHES.
4. Coordinated completion of contract (NGB 22-5-R-E and addendum to DD —— ——
Form 4) with—
a. Loosing state for coordinated transfers.

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Performance Measures GO NO GO
b. Gaining state for uncoordinated transfers.
5. Requested PQR from loosing states IST NCO —— ——
6. Received PQR from loosing state’s IST NCO. —— ——
7. Verified PQR and contract for accuracy. —— ——
8. Processed accession (PQR/NGR 22-5-R-E and addendum to DD Form 4) —— ——
IAW state specific R&R SOP.
Note: For REP 63 soldiers, ensure MEPS to MEPS transfer.
9. Reported accession data (production report) IAW state specific R & R —— ——
SOP.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 NGR 600-200
AR 40-501 NGR 601-1
DA Pam 611-21 SMTC18

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805B-79T-2551
Coordinate Outbound Interstate Transfers

Conditions: As a RCT/ISR NCO, in a field environment, given a requirement to coordinate an

outbound interstate transfer, NGR 601-1, NGR 600-200, AR 600-9, AR 40-501, AR 135-7, DA
Pam 611-201, state/territory specific RRF SOP and standard office supplies.
Standards: Coordinated an outbound interstate transfer IAW NGR 600-200 and state/territory
specific RRF SOP.

Performance Steps
1. Receive initial contact for outbound interstate transfer from—
a. Gaining/losing state RCT NCO.
b. Transferring soldier.
c. Gaining/losing unit.
d. RRNCO.
2. Complete IST worksheet; acquire soldier data.
a. Losing unit.
b. SIDPERS.
3. Request appropriate unit assignment from gaining RCT NCO based on the following:
a. Eligibility.
b. Unit vacancies.
c. Geographic location.
d. Gender.
e. MOS qualifications.
f. SRIP.
g. Rank/pay grade.
h. PULHES.
4. Receive unit assignment from gaining state.
5. Coordinate completion of contract (NGB 22-5-R-E and addendum to DD Form 4) with—
a. Losing unit for coordinated transfers.
b. Gaining state for uncoordinated transfers.
6. Receive the contract (NGB 22-5-R-E and addendum to DD Form 4).
7. Forward PQR and contract to gaining state IST NCO.
8. Request/receive transfer order.
9. Process transfer/discharge order.

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Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Received initial contact for outbound interstate transfer from— —— ——
a. Gaining/losing state RCT NCO.
b. Transferring soldier.
c. Gaining/losing unit.
d. RRNCO.
2. Completed IST worksheet; acquire soldier data. —— ——
a. Losing unit.
b. SIDPERS
3. Requested appropriate unit assignment from gaining RCT NCO based on —— ——
the following:
a. Eligibility.
b. Unit vacancies.
c. Geographic location.
d. Gender.
e. MOS qualifications.
f. SRIP.
g. Rank/pay grade.
h. PULHES.
4. Received unit assignment from gaining state. —— ——
5. Coordinated completion of contract (NGB 22-5-R-E and addendum to DD —— ——
Form 4) with—
a. Losing unit for coordinated transfers
b. Gaining state for uncoordinated transfers
6. Received the contract (NGB 22-5-R-E and addendum to DD Form 4) —— ——
7. Forwarded PQR and contract to gaining state IST NCO. —— ——
8. Requested/received transfer order. —— ——
9. Processed transfer/discharge order. —— ——

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Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 NGR 600-200
AR 40-501 NGR 601-1
AR 600-9 SMTC18
DA Pam 611-21

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805B-79T-2552
Process In-Service Recruits

Conditions: As a RCT/ISR NCO, in a field environment, given a requirement to process an in

service recruit, given access to NGR 601-1, NGR 600-200, current unit vacancies, REQUEST,
reenlistment Army incentives (RETAIN), keystone, state/territory specific RRF SOP and
standard office supplies.
Standards: Processed and accessed an in service recruit IAW NGR 600-200 and state/territory
specific RRF SOP.

Performance Steps
1. Identify pending in service recruits (ISR) through one or more of the following sources:
a. Keystone.
b. Personal contact with RCCC. For personal contact with RCCC, complete the following:
(1) Locate appropriate unit assignment.
(2) Add a vacancy to REQUEST.
(3) Provide RCCC with unit vacancy control number.
c. U.S. mail.
2. Inform unit of pending ISR.
3. Receive ISR packet.
4. Verify ISR packet contents as applicable:
a. DA Form 5691-R.
b. DD Form 4.
c. DA Form 7249-R.
d. DA Form 5435-R.
e. DA Form 5261-3-R.
f. DA Form 5261-4-R.
g. DA Form 5642-R.
h. Separation order.
i. Amendment order.
j. Endorsement order.
k. DA Form 2A (ERB).
l. DA Form 2-1.
m. DD Form 2807-1 and DD Form 2807-2.
n. DA 5500-R.
o. DD Form 214.
5. Forward ISR packet to SIDPERS IAW with state specific RRF SOP.

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Performance Steps
6. Report accession data IAW state specific RRF SOP.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Identified pending ISR through one or more of the following sources: —— ——
a. Keystone.
b. Personal contact with RCCC. For personal contact with RCCC,
complete the following:
(1) Locate appropriate unit assignment.
(2) Add a vacancy to REQUEST.
(3) Provide RCCC with unit vacancy control number.
c. U.S. mail.
2. Informed unit of pending ISR. —— ——
3. Received ISR packet. —— ——
4. Verified ISR packet contents as applicable: —— ——
a. DA Form 5691-R.
b. DD Form 4.
c. DA Form 7249-R.
d. DA Form 5435-R.
e. DA Form 5261-3-R.
f. DA Form 5261-4-R.
g. DA Form 5642-R.
h. Separation order.
i. Amendment order.
j. Endorsement order.
k. A Form 2A (ERB).
l. DA Form 2-1.
m. DD 2808 & 2807.

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Performance Measures GO NO GO
n. DA 5500-R.
o. DD Form 214.
5. Forwarded ISR packet to SIDPERS IAW with State specific RRF SOP. —— ——
6. Reported accession data IAW State specific RRF SOP. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-200
NGR 601-1
SMTC18

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805B-79T-2553
Manage State REQUEST System

Conditions: As a RCT/ISR NCO, in a field environment, given a requirement to RCT/ISR

workstation, NGR 601-1, NGR 600-200 with current ECM, appropriate messages, REQUEST
operation system, REQUEST manual and standard office supplies.
Standards: Performed duties as REQUEST manager and maintain accurate information on all
units and vacancies IAW REQUEST user manual.

Performance Steps
1. Log in using REQUEST user name and password.
2. Check mail.
3. Review weekly top-load and coordinate resolution of errors.
4. Manage unit vacancies.
a. Search and hold a unit vacancy.
B. Create a unit vacancy.
c. Verify a unit vacancy.
d. Update a unit vacancy.
5. Manage ARNG station assignments/ARNG units.
a. Verify unit by facility ID.
b. Create a new facility ID.
c. Verify a unit by UIC.
d. Create a unit by UIC.
e. Match a unit by UIC to a facility ID.
f. Create/update a unit POC.
6. Manage reports.
a. Arrivals report.
b. Available vacancies report.
c. Frozen report.
d. Job qualification policies report.
e. Cancellation report.
f. Reservation report.
g. Unconfirmed accessions report.
h. Unit report.
i. Vacancy report.
j. Print a report.

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Performance Steps
7. User management.
a. Change REQUEST password.
b. Maintain users.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Log in using REQUEST user name and password. —— ——
2. Check mail. —— ——
3. Review weekly top-load and coordinate resolution of errors. —— ——
4. Manage unit vacancies. —— ——
a. Search and hold a unit vacancy.
b. Create a unit vacancy.
c. Verify a unit vacancy.
d. Update a unit vacancy.
5. Manage ARNG station assignments/ARNG units. —— ——
a. Verify unit by facility ID.
b. Create a new facility ID.
c. Verify a unit by UIC.
d. Create a unit by UIC.
e. Match a unit by UIC to a facility ID.
f. Create/update a unit POC.
6. Manage reports. —— ——
a. Arrivals report.
b. Available vacancies report
c. Frozen report.
d. Job qualification policies report.
e. Cancellation report.

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Performance Measures GO NO GO
f. Reservation report.
g. Unconfirmed accessions report.
h. Unit report.
i. Vacancy report.
j. Print a report.
7. User management. —— ——
a. Change REQUEST password.
b. Maintain users.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-200
NGR 601-1
SMTC10

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Subject Area 11: Automation NCO

805B-79T-2420
Manage User Accounts

Conditions: Given a requirement to add, modify or delete a user account and ANCO has
access to the necessary ARISS application(s).
Standards: Added, maintained, transferred, or deleted a user account IAW current ARISS
application utilizing procedures outlined in the user manuals for personnel application (PER),
system user registration (BigSUR), Fastlane, force structure address and zip code realignment
(FAZR), and joint recruiting management support (JRMS).

Performance Steps
1. Create new user account.
a. Initiate USAAC Form 101 to verify favorable security investigation.
(1) If favorable, go to step 1b.
(2) If no record—
(a) Ensure that user completes the SF 86 and submits to the state security officer.
(b) Initiate USAREC FM 1189 and request for a waiver.
(c) Upon waiver approval, go to step 1b.
(3) If unfavorable, user not eligible. Refer to chain of command (end of task).
b. Verify the following required user accounts:
(1) Army Knowledge Online (AKO).
(2) Virtual armory / youcannet.
(3) E-mail.
c. Add user to PER by completing the following:
(1) Pending-gain-add screen.
(2) Arrival Information data fields.
d. Select user applications and roles in BigSUR interface.
e. Receive and forward e-mail with user information regarding public key infrastructure
(PKI) to [email protected] to request PKI certificates.
f. Receive e-mail notification regarding internet service provider (ISP) account from joint
recruiting management support (JRMS) and accept the account on the JRMS website as
required.
2. Modify user account(s) by updating user data in—
a. PER.
(1) Maintain.
(2) Transfer.
(3) Loss.

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Performance Steps
b. BigSUR.
(1) Modify user data.
(2) Change user roles.
(3) Applications.
c. FAZR. Modify user data.
d. JRMS (if required). Modify user data.
e. Fastlane.
(1) Maintain user passwords.
(2) Remove machine name (as required).
f. E-mail (state specific).

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Created new user account: —— ——
a. Initiated USAAC Form 101 to verify favorable security investigation.
(1) If favorable, go to step 1b.
(2) If no record—
(a) Ensured that user completes the SF 86 and submits to the state
security officer.
(b) Initiated USAREC FM 1189 and request for a waiver.
(c) Upon waiver approval go to step 1b.
(3) If unfavorable, user not eligible. Referred to chain of command
(end of task).
b. Verified the following required user accounts:
(1) Army Knowledge Online (AKO).
(2) Virtual armory / youcannet.
(3) E-mail.
c. Added user to PER by completing the following:
(1) Pending-gain-add screen.
(2) Arrival information data fields.
d. Selected user applications and roles in (BigSUR).interface

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Performance Measures GO NO GO
e. Received and forwarded e-mail with user information regarding PKI to
[email protected] to request PKI certificates.
f. Received e-mail notification regarding ISP account from JRMS and
accept the account on the JRMS website as required.
2. Modified user account(s) by updating user data in— —— ——
a. PER.
(1) Maintain.
(2) Transfer.
(3) Loss.
b. BigSUR.
(1) Modified user data.
(2) Changed user roles.
(3) Applications.
c. FAZR. Modified user data.
d. JRMS (if required). Modified user data.
e. Fastlane.
(1) Maintained user passwords.
(2) Removed machine name (as required).
f. E-mail (state specific).

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
SMTC12
SMTC13
SMTC14
SMTC21

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805B-79T-2421
Prepare Recruiter Work Station (RWS) for Issue

Conditions: Given a requirement to provide an RWS for the end user and access to ARISS
administrator guide, RWS, latest images and updates.
Standards: Prepared RWS for issue IAW ARISS administrator guide.

Performance Steps
1. Install the ARISS image onto the RWS utilizing the current ARISS administrator guide.
2. Setup EPSQ for state specific security manager information.
3. Setup email.
a. Add user’s email account.
b. Setup secured email.
c. Setup email for off-line use.
d. Setup personal folders.
4. Setup connectivity as required.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Installed the ARISS image onto the RWS utilizing the current ARISS —— ——
administrator guide.
2. Set up EPSQ for state specific security manager information. —— ——
3. Set up email. —— ——
a. Added user’s email account.
b. Set up secured email.
c. Set up email for off-line use.
d. Set up personal folders.
4. Set up connectivity as required. —— ——

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Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
SMTC16

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805B-79T-2422
Maintain Recruiter Work Station (RWS)

Conditions: Given a fully functional RWS and access to—

a. Appropriate recovery CD.
b. Required updates.
c. Appropriate Army recruiting information support system (ARISS) operations messages
and administrators guides.
d. ARISS logistical support plan.
Standards: Maintained functionality and in compliance with current USAREC RWS hardware
and software baseline requirements.

Performance Steps
1. Identify maintenance required.
a. Update required (go to step 2).
b. RWS malfunction identified (go to step 3).
2. Apply appropriate update IAW supplied ARISS documentation. (Task complete.)
3. Perform troubleshooting process by determining nature of problem.
a. Software.
(1) Commercial off the shelf (COTS) software.
(2) Operating system.
(3) ARISS Software.
b. Hardware.
(1) Laptop.
(2) Connectivity.
(a) LAN.
(b) Dial-up.
(3) Printer.
c. User.
4. Perform repair process.
a. Identify appropriate documentation (if available).
b. Utilize appropriate documentation (if available) to correct problem.
c. If unable to solve or repair problem, contact customer service center (CSC), the ARISS
help desk.
Note: Share knowledge of successful solution of previously unknown problem with
Recruiting and Retention Area Command (RRAC) automation sub-committee chair. If
unable to solve or repair problem, contact CSC, the ARISS help desk.

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Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Identified maintenance required. —— ——
a. Updated required (go to step 2).
b. RWS malfunction identified (go to step 3).
2. Applied appropriate update IAW supplied ARISS documentation. (Task —— ——
complete.)
3. Performed troubleshooting process by determining nature of problem. —— ——
a. Software.
(1) COTS software.
(2) Operating system.
(3) ARISS software.
b. Hardware.
(1) Laptop.
(2) Connectivity.
(a) LAN.
(b) Dial-up.
(3) Printer.
c. User.
4. Performed repair process. —— ——
a. Identified appropriate documentation (if available).
b. Utilized appropriate documentation (if available) to correct problem.
c. If unable to solve or repair problem, contacted CSC, the ARISS help
desk.
Note: Share knowledge of successful solution of previously unknown
problem with RRAC automation sub-committee chair.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

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References
Required Related
SMTC16
SMTC17

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 MOS 79T Tasks—Skill Level 4

805B-79T-2423
Maintain RSID Territory Assignments and Relationships

Conditions: Given an RSID structure, recruiting territory assignments, access to force address
and zip code realignment (FAZR) user’s manual and application.
Standards: Maintained correct RSID and territory assignments utilizing the FAZR application
IAW ARNG FAZR user’s manual and state specific recruiting and retention standing operating
procedures (SOPs).

Performance Steps
1. Review/update RSID information (as required).
2. Review/update zip codes assignments (as required).
Note: All zip codes must be assigned.
3. Review/update school assignments (as required).
4. Review/update unit assignments (as required).

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed/updated RSID information (as required). —— ——
2. Reviewed/updated zip codes assignments (as required). —— ——
Note: All zip codes must be assigned.
3. Reviewed/updated school assignments (as required). —— ——
4. Reviewed/updated unit assignments (as required). —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
SMTC14

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References
Required Related
SMTC18

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805B-79T-2424
Manage Information Security (INFOSEC) for the ARNG Recruiting and Retention Force

Conditions: Given the responsibility as the information assurance security officer (IASO) for the
recruiting and retention command and access to—
a. AR 380-19.
b. Guidance from USAREC-IAM.
c. Guidance from NGB-ASM.
d. State and local guidance.
Standards: Managed INFOSEC for the recruiting and retention command IAW AR 380-19,
guidance from USAREC-IAM, guidance from NGB-ASM, state and local guidance.

Performance Steps
1. Process and maintain appropriate security forms and paperwork.
a. Assignment of automation NCO (ANCO) as an IASO.
(1) Acknowledgement of trusted agent (TA) responsibilities memorandum.
(2) DD Form 2841.
(3) Memorandum identifying the state security manager.
b. USAAC Form 101 (USAAC Information Systems Access Request).
c. DD Form 2842.
2. Manage public key infrastructure (PKI):
a. Establish secure email with the ARISS information assurance manager (IAM) at Fort
Knox.
(1) Setup Microsoft Outlook for secure email.
(2) Receive DOD PKI certificate registration instructions in a secure email.
b. Download PKI certificates.
(1) Ensure user downloads all certificates from the DISA web site
http://reg.c3pki.chamb.disa.mil/.
(2) Ensure user backs up certificates onto PKI floppy disk and assigns password to
each certificate.
c. Manage PKI certificates.
(1) IASO and user complete DD Form 2842.
(2) Make proper distribution of DD Form 2842.
(a) Original copy to ARISS IAM.
(b) Maintain file copy as an inspectable item.
(3) User tests PKI certificates.
(4) Automation NCO deletes certificates from Netscape by deleting the cert7.db and
key3.db files.
(5) Report lost, found or compromised PKI to ARISS IAM.
3. Conduct initial and annual security briefings.

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Performance Steps
4. Comply with DOD, NGB, USAREC, and state password conventions and policies.
5. Conduct periodic review of INFOSEC equipment and update as required.
6. Respond to INFOSEC violations.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Processed and maintained appropriate security forms and paperwork. —— ——
a. Assignment of automation NCO (ANCO) as an IASO.
(1) Acknowledgement of TA) responsibilities memorandum.
(2) DD Form 2841.
(3) Memorandum identifying the state security manager.
b. USAAC Form 101.
c. DD Form 2842.
2. Managed PKI: —— ——
a. Established secure email with the ARISS IAM at Fort Knox.
(1) Setup Microsoft Outlook for secure email.
(2) Received DOD PKI certificate registration instructions in a secure
email.
b. Downloaded PKI certificates.
(1) Ensured user downloaded all certificates from the DISA web site
http://reg.c3pki.chamb.disa.mil/.
(2) Ensured user backed up certificates onto PKI floppy disk and
assigned password to each certificate.
c. Managed PKI certificates.
(1) IASO and user complete DD Form 2842.
(2) Made proper distribution of DD Form 2842.
(a) Original copy to ARISS IAM.
(b) Maintained file copy as an inspectable item.
(3) User tests PKI certificates.
(4) Automation NCO deletes certificates from Netscape by deleting the
cert7.db and key3.db files.

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Performance Measures GO NO GO
(5) Reported lost, found or compromised PKI to ARISS IAM.
3. Conducted initial and annual security briefings. —— ——
4. Complied with DOD, NGB, USAREC, and state password conventions and —— ——
policies.
5. Conducted periodic review of INFOSEC equipment and updated as —— ——
required.
6. Responded to INFOSEC violations. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 380-19

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STP 12-79T25-SM-TG

805B-79T-2425
Provide Initial Recruiter Work Station (RWS) Familiarization

Conditions: Given a requirement to familiarize a newly assigned user with the RWS and
access to RWS.
Standards: Introduced a newly assigned user to the RWS software and hardware IAW
leads/report user manual and state specific guidance.

Performance Steps
1. Familiarize user with RWS hardware.
a. Lights and indicators on RWS.
b. How to open and close RWS.
c. Specific buttons on RWS.
d. Environmental limits of RWS
e. Ports on back of RWS.
f. Location and operation of peripherals.
2. Introduce user to RWS software.
a. Hardware profiles.
(1) Dialup.
(2) LAN.
b. Connectivity.
(1) Dialup.
(2) LAN.
c. Login to RWS.
d. Secure VPN tunnel.
e. Asset manager option (AMO)/software delivery option (SDO).
f. Leads/reports.
(1) Login.
(2) Replication.
(3) Projection.
g. EST.
h. EPSQ.
i. Microsoft Outlook.
j. Form Flow.
k. Girth.
l. Printers.
m. Dialup networking.

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Performance Steps
n. Shutdown procedures.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Familiarized user with RWS hardware. —— ——
a. Lights and indicators on RWS.
b. How to open and close RWS.
c. Specific buttons on RWS.
d. Environmental limits of RWS.
e. Ports on back of RWS.
f. Location and operation of peripherals.
2. Introduced user to RWS software. —— ——
a. Hardware profiles.
(1) Dialup.
(2) LAN.
b. Connectivity.
(1) Dialup.
(2) LAN.
c. Login to RWS.
d. Secure VPN tunnel.
e. Asset manager option (AMO)/software delivery option (SDO).
f. Leads/reports.
(1) Login.
(2) Replication.
(3) Projection.
g. EST.
h. EPSQ.
i. Microsoft Outlook.
j. Form Flow.

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Performance Measures GO NO GO
k. Girth.
l. Printers.
m. Dialup networking.
n. Shutdown procedures.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
SMTC15

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Subject Area 12: RCCC

805B-79S-7001
Conduct a Pre-Transition Briefing

Conditions: Given a soldier scheduled for transition from active duty and access to—
a. AR 135-7.
b. AR 135-91.
c. AR 140-10.
d. AR 601-280.
e. AR 611-201.
f. AR 614-200.
g. AR 635-10.
h. FM 101-5.
i. DA Pam 140-8.
j. Current RETAIN messages.
k. Appropriate policy memorandums.
l. Standard office supplies and equipment.
Standards: Conducted a pre-transition briefing IAW AR 635-10 and FM 101-5 by preparing the
briefing, coordinating with the soldier or PSC to ensure attendance, and delivering the briefing.
Made the content of the briefing clear enough to allow the soldier to make a transition decision.

Performance Steps
1. Construct the pre-transition briefing.
2. Prepare an outline.
3. Coordinate briefing.
4. Deliver the briefing.
5. Follow up the briefing.

Evaluation Preparation: You may use the evaluation guide to evaluate this task. If the task is
performed on the job, perform the task, using the materials listed in the conditions statement
above.

Performance Measures GO NO GO
1. Constructed the pre-transition briefing. —— ——
2. Prepared an outline identifying the following steps: —— ——
a. Introduction.
b. History/mission statement of Reserve components.

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Performance Measures GO NO GO
c. Body, to include obligations, options, and benefits.
d. Close.
3. Coordinated briefing with soldier(s) and or PSC, to include the following: —— ——
a. Time.
b. Location.
c. Equipment.
4. Delivered the briefing and ensured the following: —— ——
a. Stated the purpose.
b. Anticipated questions and was prepared to respond accordingly.
c. Asked for questions when closing.
5. Followed up the briefing by scheduling one-on-one interviews. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 AR 614-200
AR 135-91 RETAIN
AR 140-10
AR 601-280
AR 635-10
DA Pam 611-21
FM 101-5

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805B-79S-7002
Determine Reserve Component Enlistment/Transfer Eligibility

Conditions: Given a soldier scheduled for transition from the active Army and access to—
a. AR 135-91.
b. AR 135-7.
c. AR 600-9
d. AR 601-280.
e. AR 614-200.
f. DA Pam 611-21.
g. DA Form 4591-R.
h. DA Form 5690-R.
i. Retain.
j. Current Human Resources Command (HRC) processing procedures.
k. Soldier’s MPRJ.
Standards: Determined a soldier’s eligibility for enlistment/transfer into the Reserve
Component.

Performance Steps
1. Ensured the soldier is scheduled for an interview, within 90 days prior to ETS or beginning
date of transitional leave.
2. Determine eligibility.
3. Determine enlistment/transfer periods.

Evaluation Preparation: You may use the evaluation guide to evaluate this task. If the task is
performed on the job, perform the task, using the materials listed in the conditions statement
above.

Performance Measures GO NO GO
1. Ensured servicing career counselor scheduled an interview for soldiers, —— ——
within 90 days prior to ETS to include submission of a completed DA Form
4591-R card.
2. Determined eligibility for a soldier (obligor/non-obligor) to enlist/transfer into —— ——
the Reserve Component.
3. Determined enlistment/transfer periods (obligor/non-obligor). —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

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STP 12-79T25-SM-TG

References
Required Related
AR 135-91 AR 614-200
AR 601-280 RETAIN
AR 635-10

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 MOS 79T Tasks—Skill Level 4

805B-79S-7003
Determine Reserve Component Options and Incentives

Conditions: Given a soldier scheduled for transition from the active Army and access to—
a. AR 135-7.
b. AR 135-91.
c. AR 601-280.
d. AR 614-200.
e. AR 635-10.
f. DA Pam 611-21.
g. DA Form 4591-R.
h. DA Form 5690-R.
i. Soldier’s MPRJ.
Standards: Determined a soldier’s eligibility for options and incentives into the Reserve
Component.

Performance Steps
1. Determine eligibility for enlistment/transfer.
2. Determine eligibility for options.
3. Determine eligibility for incentives.

Evaluation Preparation: You may use the evaluation guide to evaluate this task. If the task is
performed on the job, perform the task, using the materials listed in the conditions statement
above.

Performance Measures GO NO GO
1. Determined eligibility for enlistment/transfer into the ARNG/USAR. —— ——
2. Determined eligibility for options. —— ——
3. Determined eligibility for incentives. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 AR 614-200
AR 135-91 RETAIN
AR 601-280

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STP 12-79T25-SM-TG

References
Required Related
AR 635-10
DA Pam 611-21

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 MOS 79T Tasks—Skill Level 4

805B-79S-7004
Conduct a Transition Counseling Session

Conditions: Given a soldier scheduled for transition from active duty and access to—
a. AR 135-7
b. AR 135-91.
c. AR 601-280.
d. DA Pam 611-21.
e. DA Form 4591-R.
f. DA Form 5690-R.
Standards: Conducted a transition interview IAW AR 601-280 by ensuring all pertinent data
about the soldier and the soldier’s status was reviewed and available during the interview.
Ensured the soldier understood all options and made a final decision using the information
supplied.

Performance Steps
1. Schedule the interview.
2. Gather information on the soldier.
3. Prepare for the interview.
4. Conduct the interview.
5. Schedule a follow-up interview if necessary.
6. Record the results of the interview.

Evaluation Preparation: You may use the evaluation guide to evaluate this task. If the task is
performed on the job, perform the task, using the materials listed in the conditions statement
above.

Performance Measures GO NO GO
1. Scheduled the interview so as not to rush the interviewer or the —— ——
interviewee.
2. Gathered all available information about the soldier. —— ——
3. Prepared for the interview by accomplishing the following: —— ——
a. Established the objective of the interview.
b. Determined the type of interview/counseling session desired to
accomplish the objective.
c. Prepared a list of questions to guide the interview.
d. Prepared the physical surroundings to ensure—
(1) Privacy.
(2) An informal, friendly atmosphere.

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Performance Measures GO NO GO
(3) An effective display of retention/transition literature.
(4) Access to all necessary material, directives, and other sources of
information.
4. Conducted the interview by accomplishing the following: —— ——
a. Opened the interview – a friendly, personal greeting.
b. Summarized advance information. Determined if anything had
changed.
c. Established the soldier’s needs, wants, and desires. Used probing,
open-ended questions to get the soldier actively involved.
d. Presented factual information utilizing Army regulations, directives, or
other source references. Explained the benefits or disadvantages of a
particular course of action being discussed.
e. Restated the soldier’s objections, clarified with facts, and overcame if
possible.
f. Summarized before concluding the session. Summarized what had
been accomplished, or what course of action/decision had been
reached.
g. Closed the session by obtaining a commitment from the soldier.
5. Scheduled a follow-up interview if necessary. —— ——
6. Recorded the results of the interview on the DA Form 4591-R, DA Form —— ——
5690-R, and the soldier data file.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 AR 614-200
AR 135-91 RETAIN
AR 140-10
AR 601-280
AR 635-10
DA Pam 611-21
FM 101-5

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805B-79S-7005
Process a Reserve Components Assignment

Conditions: Given a soldier scheduled for transition from active duty and access to—
a. AR 135-7
b. AR 135-91.
c. AR 140-10.
d. AR 601-280.
e. AR 614-200.
f. AR 635-10.
g. FM 101-5.
h. DA Pam 611-21.
i. Current HRC processing procedures.
j. RETAIN.
k. DA Form 4591-R.
l. DA Form 5690-R.
Standards: Processed a Reserve Component assignment IAW AR 601-280.

Performance Steps
1. Obtain/verify the RC assignment.
2. Record the results of the assignment.

Evaluation Preparation: You may use the evaluation guide to evaluate this task. If the task is
performed on the job, perform the task, using the materials listed in the conditions statement
above.

Performance Measures GO NO GO
1. Processed an ARNG assessment: —— ——
a. Accessed to RETAIN system terminal.
b. Used the determine soldier eligibility module and enter the soldier’s
personal data, using the completed DA Form 5690-R.
c. Performed CONUS coordination as applicable. Obtained compatible
unit assignment.
d. Performed OCONUS coordination as applicable.
e. Used the vacancy training search/make reservation module to make
the reservation.
f. Used the confirm shipment or change ship date module to confirm the
reservation.
2. Updated the DA Form 5690-R and the soldier data file. —— ——

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Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-18 AR 614-200
AR 135-7 RETAIN
AR 135-91
AR 140-10
AR 601-280
AR 635-10
DA Pam 611-21
FM 101-5

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805B-79S-7006
Process a Reserve Components Enlistment/Transfer Packet

Conditions: Given a qualified soldier transitioning from active duty, who has accepted a
Reserve Components assignment, and access to—
a. AR 135-7.
b. AR 135-9.
c. AR 140-10.
d. AR 601-280.
e. AR 635-200.
f. DA Pam 600-8.
g. Unit assignment data.
h. RETAIN system printout sheet.
i. Completed DA Form 1811 (Physical Data and Aptitude Test Scores Upon Release From
Active Duty) and/or medical documentation (if applicable).
j. Completed DA Form 5690.
k. Blank DA Form 5691-R (Request for Reserve Component Assignment Orders).
l. Blank DD Form 4.
m. Blank DA Form 3540-R.
n. Blank DA Form 7249-R.
o. Blank options/incentives documents (if applicable).
p. Separation orders.
q. Completed DD Form 214.
r. Standard office supplies and equipment.
Standards: Processed a Reserve Components enlistment/transfer packet IAW task 121-023-
8002, Review the processing of soldiers for the Reserve Component and AR 601-280.

Performance Steps
1. Perform task, review the processing of soldiers for the Reserve Component.
2. Complete an IRR enlistment packet.
3. Complete an ARNG enlistment packet.
4. Verify entries on all documents.
5. Establish the correctness of all entries with the soldier.
6. Consummate the ceremony.
7. Distribute enlistment/transfer packet.

Evaluation Preparation: You may use the evaluation guide to evaluate this task. If the task is
performed on the job, perform the task, using the materials listed in the conditions statement
above.

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Performance Measures GO NO GO
1. Performed the task, review/validate the processing of soldiers for the —— ——
reserve components.
2. Completed USAR transfer packet. —— ——
3. Completed a USAR enlistment packet. —— ——
4. Completed an IRR enlistment packet. —— ——
5. Completed an ARNG enlistment packet. —— ——
6. Verified entries on all documents to ensure that all required information is —— ——
present.
7. Established the correctness of all entries with the soldier. —— ——
8. Consummated the ceremony. —— ——
9. Distributed enlistment/transfer packet. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7
AR 135-91
AR 140-10
AR 601-280
AR 635-200
DA Pam 600-8

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 MOS 79T Tasks—Skill Level 5

Skill Level 5

Subject Area 1: Automation

805B-79T-2508
Review Top of System (TOS) Report

Conditions: You are an area recruiting and retention NCO. You have a daily requirement to
access the top of the system reports and analyze the available data. You have recruiting and
retention NCO’s with or without experience and access to—
a. Recruiter workstation with leads and reports system software Installed.
b. User manual 79T ARRNCO top of the system.
c. Access to a data line.
d. Standard office supplies.
e. State and local standing operating procedures.
Standards: Accessed the top of the system and generated reports needed to analyze RRNCO
productivity IAW state and local standing operating procedures.

Performance Steps
1. Connect to ISP.
a. Click Dial – Networking.
b. Enter password.
c. Click OK
d. Right click on Permit Client icon
e. Click Disable on the permit client menu.
2. Login user.
a. Click Permit Client Program icon.
b. Click Login User.
c. Insert PKI disk then click Browse.
d. Click DOD ID PKI Certificate and then enter password.
e. Click OK.
3. Extended authentication (click OK).
4. Access and log onto ARISS.
a. Click Bookmarks.
b. Click Top Of the System West (East if necessary).

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Performance Steps
c. Enter username (NT username).
d. Enter user password (NT password).
5. Set RSID (RRNCO) distribution parameters.
a. Click a RRNCO.
b. Click a school.
c. Click Assign UP Arrow.
d. Click Zip Code.
e. Click a RRNCO
f. Click Assign UP Arrow
g. Click Assigned to View Zip Code.
h. Click Unassigned to View School.
6. View Missions.
a. Click Mission.
b. Select and click.
c. Click Retrieve.
7. Continued process to get all needed reports. Generate reports.
a. Click Reports to view report.
b. Click folder.
c. Select folder and click.
d. Click Generate Report.
e. Click RSID window drop-down arrow.
f. Enter RSID.
g. Click Report Level then select and click.
h. Input year.
i. Click OK to generate report.
j. Continued process to get all needed reports.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

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Performance Measures GO NO GO
1. Connected to ISP. —— ——
a. Clicked Dial – Networking.
b. Entered password.
c. Clicked OK.
d. Right clicked on Permit Client icon
e. Clicked disable on the permit client menu.
2. Logged in as user. —— ——
a. Clicked Permit Client Program icon.
b. Clicked Login User.
c. Inserted PKI disk then clicked Browse.
d. Clicked DOD ID PKI Certificate and then entered password.
e. Clicked OK.
3. Established extended authentication (clicked OK). —— ——
4. Accessed and logged onto ARISS. —— ——
a. Clicked bookmarks.
b. Clicked Top Of the System West (East if necessary)
c. Entered Username (NT username).
d. Entered User password (NT password).
5. Set station distribution parameters. —— ——
a. Clicked a RRNCO.
b. Clicked a school.
c. Clicked Assign UP Arrow.
d. Clicked Zip Code.
e. Clicked a RRNCO.
f. Clicked Assign UP Arrow.
g. Clicked Assigned to View Zip Code.
h. Clicked Unassigned to View School.
6. Viewed missions. —— ——
a. Clicked mission.
b. Selected and clicked.
c. Clicked Retrieve.
7. Generated reports. —— ——
a. Clicked Reports to View Report.

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Performance Measures GO NO GO
b. Clicked folder.
c. Selected folder and clicked.
d. Clicked Generate Report.
e. Clicked RSID window drop-down arrow.
f. Entered RSID.
g. Clicked Report Level then selected and clicked.
h. Inputted year.
i. Clicked OK to generate report.
8. Continued process to get all needed reports. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-2
SMTC15
SMTC20

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805B-79T-2510
Conduct Automated Performance Review

Conditions: As an ARNG recruiting and retention NCOIC with PKI/CAC access, access to the
top of the system (TOS), word-wide web (with appropriate ARISS system), and RRNCOs with a
wide variety of experience in sales and administrative skill.
Standards: Conducted a performance review that focused the RRNCOs on their mission,
sharpened administrative/management skills, and caused real growth in production by
prescribing specific follow-on actions for prospects/applicants at various stages in the
sales/prospecting process.

Performance Steps
1. Discuss recruiting personnel status.
a. Personnel accountability (leave).
b. Personnel issues.
c. End of tour awards, recruiter performance/production awards.
2. Review production/floor activities.
a. Prospecting.
(1) Do RRNCOs know their requirements to achieve mission?
(2) Are the RRNCOs meeting prospecting goals? If not, which RRNCOs are not
meeting their goals? What is being done to train that RRNCO? Make appropriate
changes in prospecting methods when necessary.
b. Projections.
(1) Are all projections on ARISS? Have RRNCOs received a “passed edit?”
(2) Are all packets complete and turned in to MEPS?
c. Waivers.
(1) Review outstanding waivers.
(2) Have all your waivers been sent to the approving authority?
(3) Status of waivers still being worked by the RRNCOs.
3. Analyze pre-IET soldier management.
a. Are all pre-IET soldiers ready to ship?
b. Have all documents required for shipping been sent to the MEPS?
c. Graduation status on all pre-IET high school seniors.
d. Pre-IET soldier referral rate.
4. Review training/counseling.
a. Training.
(1) Review new recruiter training program.
(2) Provide individual performance orientated training to RRNCOs as needed.
b. Counseling.

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Performance Steps
(1) Counsel RRNCOs on performance as needed.
(2) Check NCO-ER suspense.
5. Close performance review.
a. Identify training needs and plan training accordingly.
b. Close daily progress report.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Discussed recruiting personnel status. —— ——
a. Personnel accountability (leave).
b. Personnel issues.
c. End of tour awards, recruiter performance/production awards.
2. Reviewed production/floor activities. —— ——
a. Prospecting.
(1) Do RRNCOs know their requirements to achieve mission?
(2) Are the RRNCOs meeting prospecting goals? If not, which
RRNCOs are not meeting their goals? What is being done to train
that RRNCO? Make appropriate changes in prospecting methods
when necessary.
b. Projections.
(1) Are all projections on ARISS? Have RRNCOs received a “passed
edit?”
(2) Are all packets complete and turned in to MEPS?
c. Waivers.
(1) Review outstanding waivers.
(2) Have all your waivers been sent to the approving authority?
(3) Status of waivers still being worked by the RRNCOs.
3. Analyzed pre-IET soldier management. —— ——
a. Are all pre-IET soldiers ready to ship?
b. Have all documents required for shipping been sent to the MEPS?
c. Graduation status on all pre-IET high school seniors.

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Performance Measures GO NO GO
d. Pre-IET soldier referral rate.
4. Reviewed training/counseling. —— ——
a. Training
(1) Review New Recruiter Training Program
(2) Provide individual performance orientated training to RRNCOs as
needed
b. Counseling
(1) Counsel RRNCOs on performance as needed
(2) Check NCO-ER suspense
5. Closed performance review. —— ——
a. Identify training needs and plan training accordingly.
b. Close daily progress report.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
SMTC20

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STP 12-79T25-SM-TG

805B-79T-2512
Analyze State Top of System (TOS) Report

Conditions: As an ARNG recruiting and retention SGM with PKI/CAC access, a requirement to
access the top of the system (TOS), and access to the word-wide web (with appropriate ARISS
system).
Standards: Analyzed the TOS reports to prepare for periodic progress reports.

Performance Steps
1. Analyze the applicant processing list.
a. Check to see the recruiter prospects in both male and female markets.
b. Check and verify the recruiter has a variety of lead sources.
c. Check to see if appointments are being conducted within 72 hours of original scheduled
time.
d. Check to see if the appointments are being conducted and immediately terminated.
e. Verify if there are any problems with too many DQ’s, QNE’s, medical disqualifications, or
test failures.
f. Check recruiter’s follow-up dates.
g. Ensure your own directives are measurable, achievable, and aggressive.
2. Analyze the lead source analysis.
a. Check the volume of appointments conducted and compare with contracts obtained.
This indicates the efficiency in converting prospects of a particular market segment.
b. Look for the absence of or low volume of appointments conducted and contracts
obtained in a given market segment. This indicates the potential for increased
production by directing activity into the appropriate market.
c. Look for a low volume of contracts obtained in relation to appointments conducted in a
particular market segment. This indicates difficulty in converting appointments to
contracts and must be resolved through sales training.
3. Analyze military entrance processing station (MEPS) processing list.
a. Check the MEPs processing list to ensure the following are given another opportunity to
enlist:
(1) QNE.
(2) Temporary medical disqualifications.
(3) Over weights.
4. Analyze telephone prospecting data.
a. Trouble making appointments.
(1) Not establishing rapport. Find out as much as you can prior to calling (such as ask
DEP members for current and past yearbooks, sports, and other school activities;
talk to other people who might know the individual and can give you information).

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Performance Steps
(2) Not creating enough interest. You must ask fact-finding, open-ended questions. This
will assist you in uncovering the prospect’s buying motive.
(3) Not using the buying motive as a reason for asking for an appointment. Don’t forget
you must sell the appointment not the Army National Guard.
(4) Not asking for the appointment, just flat not asking: “John, would Monday at 4:00
p.m. be good or Tuesday at 6:00 p.m. be better for you to talk about your buying
motive? I’ll see you at 4:00 p.m., if you have a friend bring him or her with you.”
(5) Not prospecting or prospecting at the wrong time.
b. Trouble with no-shows.
(1) Not enough interest created during prospecting. (See trouble making appointments.)
(2) Too much time between appointments made and conducted. (More than 72 hours
increases no-show rate.)
(3) Follow-up 24 hours before appointment to confirm.
(4) Overselling on the telephone. Telling the lead everything over the telephone will
leave little to talk about during the interview.
(5) Making the appointment just for the sake of satisfying a requirement. (Not making a
good appointment.) You know this person will be a no-show, remember you have to
follow-up on this person (time management).
(6) Failure to confirm the time and place of appointment.
(7) Failure to confirm the prospect’s mode of transportation to the place of appointment.
(8) Failure to use effective listening when speaking with the prospect(s).
c. Appointment conducted to test. Low conversion from appointment conducted to test.
(1) Did you get a commitment from the applicant? Did you ask the applicant to enlist?
(2) Did you present features and benefits for all the applicant’s buying motives?
(3) Did you sell the Army National Guard and present facts, evidence, benefits, and
attempt to obtain an agreement for all the applicant’s buying motives?
(4) Did you paint word pictures and put the prospect in the pictures?
(5) Did you ask a second and third time for the commitment?
(6) Did you schedule a follow-up appointment if you could not close the first time?
(7) Did you use all the recruiting tools available to you (such as your sales book,
recruiting publicity items, other members of your recruiting team, etc.)?
(8) Did you provide the prospect with a benefits summary sheet?
d. Trouble getting applicants to pass the ASVAB.
(1) Are you prospecting in a quality market or just calling anyone to make an
appointment?
(2) Did you ask if the applicant was taking college preparatory courses or general
studies in school?
(3) Did you ask if the applicant took the Scholastic Aptitude Test or the American
College Test?
(4) Did you ask has the applicant previously taken the ASVAB/SASVAB?
e. Trouble getting applicants to pass the physical.
(1) Did you properly prescreen the applicant using DD Form 2807-2?

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Performance Steps
(2) Did you have medical documentation for all cases where an individual was
hospitalized or received treatment from a doctor?
(3) Did you check with parents to clear up any questions about physical problems the
applicant might have had?
(4) Did you advise applicant about MEPS processing procedures (such as consults,
blood pressure, high protein, bring glasses, refraction, etc.)?
(5) Did you check thoroughly for drug and/or alcohol abuse?
(6) Did you send an applicant you knew wasn’t qualified to physical?
(7) Did you use dial-a-medic for questionable cases? (Dial-a-medic is a telephone
contact at each MEPS that reaches the medical section. It is designed to provide
guidance to recruiters pertaining to medical questions.)
f. Trouble getting applicants from physically qualified to enlisted.
(1) Did you close the sale? (Was the applicant ready to enlist?)
(2) Did you sell specific options the applicant might not be qualified for (such as
mechanics to a person who could be colorblind)?
(3) Did you oversell your applicant?
(4) Did you send your applicant to MEPS to let the GC close the sale?
(5) Did you explain MEPS processing procedures to your applicant (such as long day
and to be patient)?
(6) Did you fail to determine your applicant’s real buying motives?
(7) Did you present features and benefits to satisfy your applicant’s real needs, wants,
and desires?
(8) Did you uncover the emotional reason for buying?
g. Are you having pre-IET losses?
(1) Have you kept in contact with your pre-IET soldiers?
(2) Do you have monthly pre-IET functions and do your pre-IET members bring
referrals?
(3) Are your pre-IET functions fun and informative and do you vary the content or do the
same thing every time?
(4) Do you explain to the parents how important the pre-IET member’s contract is?
(5) Are your pre-IET soldiers properly trained, motivated, and prepared for BT/AIT?
(6) Do you tell your pre-IET members what an important job, etc., he or she enlisted for
although it may not have been their first choice?
(7) Do you constantly reinforce the sale with your pre-IET members-after the sale?
(8) Do you give your pre-IET members the same amount of attention and interest as you
did before they enlisted?

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task

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on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Analyzed the applicant processing list. —— ——
a. Checked to see the recruiter prospects in both male and female
markets.
b. Checked and verified the recruiter had a variety of lead sources.
c. Checked to see if appointments were being conducted within 72 hours
of original scheduled time.
d. Checked to see if the appointments were being conducted and
immediately terminated.
e. Verified problems with too many DQ’s, QNE’s, medical
Disqualifications, or test failures.
f. Checked recruiter’s follow-up dates.
g. Ensured your own directives were measurable, achievable, and
aggressive.
2. Analyzed the lead source analysis. —— ——
a. Checked the volume of appointments conducted and compared with
contracts obtained. This indicated the efficiency in converting prospects
of a particular market segment.
b. Looked for the absence of or low volume of appointments conducted
and contracts obtained in a given market segment. This indicated the
potential for increased production by directing activity into the
appropriate market.
c. Looked for a low volume of contracts obtained in relation to
appointments conducted in a particular market segment. This indicated
difficulty in converting appointments to contracts and must be resolved
through sales training.
3. Analyzed military entrance processing station (MEPS) processing list. —— ——
a. Checked the MEPs processing list to ensure the following were given
another opportunity to enlist:
(1) QNE.
(2) Temporary medical disqualifications.
(3) Over weights.
4. Analyzed telephone prospecting data. —— ——
a. Trouble making appointments.
(1) Not establishing rapport. Find out as much as you can prior to
calling (such as ask DEP members for current and past yearbooks,
sports, and other school activities; talk to other people who might
know the individual and can give you information).

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STP 12-79T25-SM-TG

Performance Measures GO NO GO
(2) Not creating enough interest. You must ask fact-finding, open-
ended questions. This will assist you in uncovering the prospect’s
buying motive.
(3) Not using the buying motive as a reason for asking for an
appointment. Don’t forget you must sell the appointment not the
Army National Guard.
(4) Not asking for the appointment, just flat not asking: “John, would
Monday at 4:00 p.m. be good or Tuesday at 6:00 p.m. be better for
you to talk about your buying motive? I’ll see you at 4:00 p.m., if
you have a friend bring him or her with you.”
(5) Not prospecting or prospecting at the wrong time.
b. Trouble with no-shows.
(1) Not enough interest created during prospecting. (See trouble
making appointments.)
(2) Too much time between appointments made and conducted. (More
than 72 hours increases no-show rate.)
(3) Followed-up 24 hours before appointment to confirm.
(4) Overselling on the telephone. Telling the lead everything over the
telephone will leave little to talk about during the interview.
(5) Making the appointment just for the sake of satisfying a
requirement. (Not making a good appointment.) You know this
person will be a no-show, remember you have to follow-up on this
person (time management).
(6) Failure to confirm the time and place of appointment.
(7) Failure to confirm the prospect’s mode of transportation to the place
of appointment.
(8) Failure to use effective listening when speaking with the
prospect(s).
c. Appointment conducted to test. Low conversion from appointment
conducted to test.
(1) Did you get a commitment from the applicant? Did you ask the
applicant to enlist?
(2) Did you present features and benefits for all the applicant’s buying
motives?
(3) Did you sell the Army National Guard and present facts, evidence,
benefits, and attempt to obtain an agreement for all the applicant’s
buying motives?
(4) Did you paint word pictures and put the prospect in the pictures?
(5) Did you ask a second and third time for the commitment?
(6) Did you schedule a follow-up appointment if you could not close the
first time?
(7) Did you use all the recruiting tools available to you (such as your
sales book, recruiting publicity items, other members of your
recruiting team, etc.)?
(8) Did you provide the prospect with a benefits summary sheet?

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Performance Measures GO NO GO
d. Trouble getting applicants to pass the ASVAB.
(1) Are you prospecting in a quality market or just calling anyone to
make an appointment?
(2) Did you ask if the applicant was taking college preparatory courses
or general studies in school?
(3) Did you ask if the applicant took the Scholastic Aptitude Test or the
American College Test?
(4) Did you ask has the applicant previously taken the
ASVAB/SASVAB?
e. Trouble getting applicants to pass the physical.
(1) Did you properly prescreen the applicant using DD Form 2807-2?
(2) Did you have medical documentation for all cases where an
individual was hospitalized or received treatment from a doctor?
(3) Did you check with parents to clear up any questions about physical
problems the applicant might have had?
(4) Did you advise applicant about MEPS processing procedures (such
as consults, blood pressure, high protein, bring glasses, refraction,
etc.)?
(5) Did you check thoroughly for drug and/or alcohol abuse?
(6) Did you send an applicant you knew wasn’t qualified to physical?
(7) Did you use dial-a-medic for questionable cases? (Dial-a-medic is a
telephone contact at each MEPS that reaches the medical section.
It is designed to provide guidance to recruiters pertaining to medical
questions.)
f. Trouble getting applicants from physically qualified to enlisted.
(1) Did you close the sale? (Was the applicant ready to enlist?)
(2) Did you sell specific options the applicant might not be qualified for
(such as mechanics to a person who could be colorblind)?
(3) Did you oversell your applicant?
(4) Did you send your applicant to MEPS to let the GC close the sale?
(5) Did you explain MEPS processing procedures to your applicant
(such as a long day and to be patient)?
(6) Did you fail to determine your applicant’s real buying motives?
(7) Did you present features and benefits to satisfy your applicant’s real
needs, wants, and desires?
(8) Did you uncover the emotional reason for buying?
g. Are you having pre-IET losses?
(1) Have you kept in contact with your pre-IET soldiers?
(2) Do you have monthly pre-IET functions and do your pre-IET
members bring referrals?
(3) Are your pre-IET functions fun and informative and do you vary the
content or do the same thing every time?

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Performance Measures GO NO GO
(4) Do you explain to the parents how important the pre-IET member’s
contract is?
(5) Are your pre-IET soldiers properly trained, motivated, and prepared
for BT/AIT?
(6) Do you tell your pre-IET members what an important job, etc., he or
she enlisted for although it may not have been their first choice?
(7) Do you constantly reinforce the sale with your pre-IET members-
after the sale?
(8) Do you give your pre-IET members the same amount of attention
and interest as you did before they enlisted?

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
SMTC18
SMTC20

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Subject Area 6: Supervision

805B-79T-3503
Evaluate a Unit Sponsorship Program

Conditions: Given a unit to evaluate and access to—

a. NGR 601-1.
b. State strength maintenance planning guidance.
c. State specific strength maintenance SOP.
d. Unit strength maintenance plan.
e. Unit sponsorship plan.
f. Unit sponsorship checklist.
g. Standard office supplies and equipment.
Standards: Determined if the unit had a sponsorship program that conformed to the criteria
identified in NGR 601-1and the unit sponsorship plan/state SOP. Provided after action reviews
to the commander.

Performance Steps
1. Evaluate the unit to determine if the unit has a sponsorship program and if—
a. It is up to date.
b. The unit is following the program.
c. The following minimum standards are addressed in the program:
(1)Was each new member assigned a sponsor?
(2)Was the new member introduced to the key unit personnel?
(3)Were the unit’s history/mission/policies explained to the new member?
(4)Was all administrative/training/supply inprocessing accomplished?
(5)Have duties and responsibilities for the unit commander, first sergeant, first line
supervisor, sponsor, full time support personnel been addressed as part of the unit’s
sponsorship SOP?
(6) Were NPS personnel enrolled in and attended pre-initial entry training?
(7) Have assigned sponsors been screened and trained?
2. Provide an after action review to the first sergeant on the information gathered and any
recommended changes.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task

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on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Evaluated the unit to determine if the unit had a sponsorship program and —— ——
if—
a. It was up to date.
b. The unit was following the program.
c. The following minimum standards were addressed in the program:
(1) Was each new member assigned a sponsor?
(2) Was the new member introduced to the key unit personnel?
(3) Were the unit’s history/mission/policies explained to the new
member?
(4) Was all administrative/training/supply inprocessing accomplished?
(5) Had duties and responsibilities for the unit commander, first
sergeant, first line supervisor, sponsor, full time support personnel
been addressed as part of the unit’s sponsorship SOP?
(6) Had assigned sponsors been screened and trained?
2. Provided an after action review to the commander on the information —— ——
gathered and any recommended changes.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-2
SMTC18

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805B-79T-5001
Determine Strength Maintenance Objectives

Conditions: As an ARNG area RRNCOIC, in a field environment, given an assigned end-

strength objective by the state recruiting and retention manager and access to—
a. Demographic/environmental data.
b. Past strength maintenance statistics for RRNCO, assigned unit(s) and the area.
c. NGR 601-2.
d. Recruiter work station (RWS).
e. State listing of all high schools, colleges, and universities for the area.
f. Breakdown of each recruiting and retention area in square miles and mileage between
population areas.
g. State specific strength maintenance SOP.
h. Standard office supplies and equipment.
Standards: Determined individual RRNCO annual, monthly, or weekly objective(s) IAW NGR
601-1 and the state recruiting and retention SOP.

Performance Steps
1. Determine each RRNCO’s productivity by comparing it with past recruiting/attrition/retention
statistics and demographic/environmental data.
2. Determine current vacancies/projected losses for each unit the RRNCO is responsible for.
3. Review strength maintenance NCO’s area map (or similar device) to determine and plot (if
not already done) population centers in relation to units with vacancies.
4. Determine the following area and individual RRNCO factors affecting productivity:
a. Social/economic/ethnic/religious considerations.
b. Distance to, and availability of, mobile enlistment testing site (METS) and MEPS
location.
c. Weather and terrain hazards.
d. Other Reserve Component units in the area.
5. Review state strength maintenance SOP and list resource availability/constraints to include
at least—
a. Vehicle mileage.
b. Telephone calls limits.
c. Full-time National Guard duty special work (FTNGDSW).
d. School entry program materials.
e. Recruiting & retention NCO experience.
6. Determine the average amount of non-productive time. For example—
a. 5 days of training (annual conference).

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Performance Steps
b. 12 days of team meetings.
c. 30 days of leave.
d. 7 days of sick leave.
7. Determine the number of months/weeks of productive time by subtracting the amount of
non-productive time (performance step 6) from 12 months. For example—
a. 12 months equals 365 days.
b. 54 days non-productive time (step 6).
c. 311days of productive time.
8. Determine the annual recruiting objective for each RRNCO based on performance steps 1
through 5. Divide the results of performance step into the results of performance step 8 to
determine the monthly or weekly objective. Review individual objectives with each RRNCO
to ensure each RRNCO are aware of objectives.
9. Determine the annual attrition/retention objective for each RRNCO. Determination should
be based upon guidance from NGB, past and current attrition rate for assigned unit(s), and
past and anticipated retention data for assigned unit(s). Review individual objectives with
each RRNCO to ensure each RRNCO are aware of objectives.
10. Publish and distribute individual RRNCO monthly and yearly objectives to each RRNCO,
State R&R SGM and RRM.
11. Maintain production statistics as required by state specific strength maintenance SOP.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Determined each RRNCO’s productivity. —— ——
2. Determined current vacancies/projected losses for each supported unit. —— ——
3. Reviewed RRNCO’s area map. —— ——
4. Determined factors affecting productivity. —— ——
5. Reviewed state specific strength maintenance SOP to determine resource —— ——
availability/constraints.
6. Determined the average amount of non-productive time. —— ——
7. Determined the average amount of productive time. —— ——

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Performance Measures GO NO GO
8. Determined annual recruiting objectives for each RRNCO. —— ——
9. Determined annual attrition/retention objectives with each RRNCO. —— ——
10. Published and distributed individual RRNCO monthly and yearly objectives. —— ——
11. Maintained production statistics as required by state specific strength —— ——
maintenance SOP.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 600-200
NGR 601-2
SMTC18

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805B-79T-5002
Evaluate Strength Maintenance Activities

Conditions: Given a recruiting and retention area or office, one or more subordinate RRNCOs,
a requirement to evaluate/inspect subordinates, and access to—
a. AR 25-50.
b. AR 135-7.
c. NGR 600-200 with current FY ECM.
d. NGR 601-2.
e. Recruiter work station (RWS).
f. STP 12-79T-25-SM-TG.
Standards: Observed subordinate RRNCOs in the performance of daily strength maintenance
(SM) activities. All actions shall be completed as specified in NGR 601-2 and STP 12-79T-25-
SM-TG.

Performance Steps
1. Conduct an evaluation of subordinate RRNCO(s) in the performance of their daily SM
activities.
2. Provide feedback to RRNCO(s):
a. If task(s) are performed satisfactorily, this evaluation is complete (refer to step 3).
b. If task(s) are performed unsatisfactorily, go to performance step 4.
3. Record the results of the evaluation.
4. Establish a time to reevaluate the task, allowing the RRNCO(s) sufficient training time.
5. Include reinforcement training as part of individual task 805B-79T-5006.
6. Provide reinforcement training using individual task 805B-79T-5008.
7. Reevaluate the task following guidance in performance step 2.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Conducted an evaluation of subordinate RRNCO(s) in the performance of —— ——
their daily SM activities.
2. Provided feedback to RRNCO(s). —— ——

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Performance Measures GO NO GO
3. Recorded the results of the evaluation. —— ——
4. Established a time to reevaluate the task. —— ——
5. Prepared reinforcement training. —— ——
6. Provided reinforcement training. —— ——
7. Reevaluated the task. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 NGR 600-200
AR 25-50 NGR 601-2
STP 12-79T25-SM-TG SMTC18

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805B-79T-5004
Develop Recruiting and Retention NCO Incentive Program

Conditions: Given one or more subordinate RRNCOs, a requirement to develop or change a

strength maintenance NCO incentive program, and access to—
a. NGR 601-1.
b. State specific strength maintenance (SM) SOP.
Standards: Developed incentive programs complying with all the requirements specified in
NGR 601-1 and state specific strength maintenance SOP.

Performance Steps
1. Review state specific strength maintenance SOP for approved incentive/awards programs.
2. Review NGR 601-1 for regulatory guidance of incentive/awards programs.
3. Evaluate needs of subordinate RRNCOs.
a. Identify type of incentives/awards currently available.
b. Solicit input from RRNCOs for changes or creation of future incentives/awards.
c. Perform cost analysis of recommended incentives/awards.
d. Ensure recommendations are in compliance with NGR 601-1 and state specific SM
SOP.
4. Develop recommendations for changes or creation of new incentives/awards.
5. Submit recommendations through chain of command for approval.
6. Provide subordinate RRNCOs with approved criteria for incentives/awards.
7. Review performance records of subordinate RRNCOs to establish recognition.
8. Submit recommendations for incentives/awards to approving authority.
9. Conduct a recognition ceremony.
10. Evaluate effectiveness of incentive programs.
11. Maintain continuity of incentive programs.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed state SOP for approved incentive/awards programs. —— ——

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Performance Measures GO NO GO
2. Reviewed NGR 601-1 for regulatory guidance of incentive/awards —— ——
programs.
3. Evaluated needs of subordinate RRNCOs. —— ——
4. Developed recommendations for changes or creation of new —— ——
incentives/awards.
5. Submitted recommendations through chain of command for approval. —— ——
6. Provided subordinate RRNCOs with approved criteria for —— ——
incentives/awards.
7. Reviewed performance records of subordinate RRNCOs to establish —— ——
recognition.
8. Submitted recommendations for incentives/awards to approving authority. —— ——
9. Conducted a recognition ceremony. —— ——
10. Evaluated effectiveness of incentive programs. —— ——
11. Maintained continuity of incentive programs. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1
SMTC18

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805B-79T-5005
Conduct an Orientation for a Newly Assigned Recruiting and Retention NCO

Conditions: Given one or more new full time recruiting and retention force (FTRRF) member
and access to—
a. NGR 600-5.
b. NGR 601-1.
c. NGR 600-200 with current FY ECM memorandum.
d. State specific Strength Maintenance SOP.
e. State specific Strength Maintenance forms.
f. AR 135-18.
g. Standard office supplies and equipment.
Standards: Conducted new recruiting and retention NCO orientation IAW AR 135-18, NGR
600-5, NGR 601-1, NGR 600-200, current FY ECM memo, and state strength maintenance
SOP.

Performance Steps
1. Ensure new RRNCO comprehends state and recruiting, attrition, and retention mission and
objectives.
2. With map, show the assigned strength maintenance area(s).
3. Explain supply procedures.
4. Explain personnel and finance procedures, including:
a. Tour matters.
b. Personnel actions such as leave, promotion, and reduction.
c. Finance actions such as travel, per diem, reimbursable expenses, and financial
responsibilities.
d. Health care matters, including family members.
e. Family matters.
f. Awards/incentive programs.
5. Explain vehicle policies concerning such areas as usage, reporting, maintenance, and
security.
6. Explain state, and local training programs and requirements.
7. Explain ethical standards, applicable justice procedures, standards of conduct, and
investigative and grievance procedures.
8. Discuss stress management.
a. Good stress
b. Bad stress
9. Demonstrate the use of NGR 600-200 with current FY ECM, all recruiting, attrition
management, retention materials and aids issued.

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Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Ensure new recruiter comprehends state and recruiting, attrition, and —— ——
retention mission and objectives.
2. With map, show the assigned recruiting area(s). —— ——
3. Review all categories of supply that affect the RR NCO, and procedures —— ——
followed.
4. Explain personnel and finance procedures, including— —— ——
a. Tour matters.
b. Personnel actions, such as leave, promotion, and reduction.
c. Finance actions, such as travel, per diem, reimbursable expenses, and
financial responsibilities.
d. Health care matters, including family members.
e. Family matters.
f. Awards/incentive programs.
5. Explain vehicle policies concerning such areas as usage, reporting, —— ——
maintenance, and security.
6. Demonstrate state, and local training programs and requirements. —— ——
7. Alert new recruiter ethical standards, applicable justice procedures, —— ——
standards of conduct, and investigative and grievance procedures.
8. Discuss stress management. —— ——
a. Good stress.
b. Bad stress.
9. Demonstrate the use of NGR 600-200 all recruiting, attrition management, —— ——
retention materials and aids issued.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

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References
Required Related
AR 135-18 NGR 600-200
NGR 600-5
NGR 601-1
NGR 601-2
SMTC18

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 MOS 79T Tasks—Skill Level 5

805B-79T-5006
Prepare Recruiting and Retention NCO Training Program

Conditions: Given the results of an evaluation of an RRNCOs job performance and access
to—
a. NGR 601-1.
b. NGR 601-2.
c. Military occupational specialty training plan (MTP) in chapter 2 of this manual.
d. FM 7-0.
e. FM 7-1.
f. Standard office supplies and equipment.
g. FM 22-100.
h. Subject areas 1-5 of this STP.
i. State specific SM plan/SOP.
Standards: Prepared RRNCO training programs complying with all the requirements specified
in NGR 601-1 and FM 7-1.

Performance Steps
1. Review job performance assessment of an RRNCO.
2. Review task summary for each task identified for inclusion in RRNCO(s) training program.
3. Prepare training program and include the following:
a. Site selection.
b. Cost analysis.
c. Individual or group/team training.
d. Time requirements.
e. Material/equipment requirements.
f. State RRNCO training requirements.
4. Submit the training program through the chain of command for approval.
5. Review and evaluate feedback on the training program.
6. Update training program as required.
Note: Performance step 1 assessment may be based in part on individual task 805B-79T-
5002. Update programs when required. Provide RRNCO training IAW individual task 805B-
79T-5008.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.

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b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed job performance assessment of an RRNCO. —— ——
2. Reviewed task summary for each task identified. —— ——
3. Prepared training program. —— ——
4. Submitted the training program through chain of command for approval. —— ——
5. Reviewed and evaluated feedback on the training program. —— ——
6. Updated the training program as required. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
FM 7-0 NGR 601-1
FM 7-1 NGR 601-2
SMTC18

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805B-79T-5007
Review a State Marketing Plan

Conditions: Given the current state marketing plan and access to—
a. NGR 601-1.
b. NGR 601-2.
c. Previous marketing plans.
d. State strength objectives.
e. Current demographic information.
f. State specific strength maintenance SOP.
g. Standard office supplies and equipment.
Standards: Reviewed a state marketing plan, state specific strength maintenance SOP, and
accepted marketing practices. Provided feedback to the state marketing NCO for
improvements.

Performance Steps
1. Review current state marketing plan to include—
a. Marketing objective.
b. Market analysis.
c. Identification of target audiences.
d. Advertising strategy.
e. Creative strategy.
f. Media plan.
g. Promotional strategy.
2. Review previous state marketing plans to determine their impact on—
a. Leads generated.
b. Applicants processed.
c. Enlistments obtained.
d. Attrition.
e. Retention.
3. Compare current state marketing plan to previous state marketing plans to identify potential
weaknesses.
4. Provide input to state marketing NCO with recommendations for improvement to the current
state marketing plan.
5. Record all media placement, advertising events and programs on an advertising calendar.
6. Review, update and make recommendations as changes occur.

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Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Reviewed current state marketing plan. —— ——
2. Reviewed previous state marketing plans. —— ——
3. Compared current and previous state marketing plans to identify potential —— ——
weaknesses.
4. Provided input to state marketing NCO with recommendations for —— ——
improvement.
5. Recorded all media placement, advertising events and programs on an —— ——
advertising calendar.
6. Reviewed, updated and made recommendations as changes occur. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
NGR 601-1
NGR 601-2
SMTC18

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805B-79T-5008
Provide Recruiting and Retention NCO Training

Conditions: Given a recruiting and retention NCO(s) requiring training and access to—
a. NGR 601-1
b. NGR 601-2
c. Prepared testing materials.
d. Evaluation results of RRNCO(s) job performance.
e. Monthly and daily activity schedule.
f. RWS.
g. NGR 600-200 with current FY ECM.
h. FM 7-0.
i. FM 7-1.
j. Standard office supplies and equipment.
k. State specific Strength Maintenance plan/SOP.
l. Indoor room that is free from distractions that can accommodate the attendee.
Standards: Provided recruiting, attrition management, and retention training IAW standards
specified in NGR 601-1, NGR 600-200 with current FY ECM, FM 7-0, FM 7-1 and/or state
specific strength maintenance SOP.

Performance Steps
1. Determine training method and location.
a. Use workshop and/or seminar methods for new policy and updates on information.
b. Use practical exercises for reinforcement of current skills and development of new or
changed techniques.
2. Prepare training outline/lesson plan and gather materials for training.
3. Distribute training outline/schedule to designated attendees.
4. Review with RRNCO:
a. Deficiencies identified.
b. Differences between performance and the published performance standards.
c. Training objectives and anticipated results.
5. Conduct training.
6. Perform evaluation of soldier(s).
a. Evaluate how well soldier(s) perform task(s). This STP provides an evaluation guide for
each task.
b. Record the results of the training and evaluation IAW FM 7-1, appendix B.
c. Retrain and evaluate soldier(s) until task performance meets standard.
7. Conduct after-action review.

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Performance Steps
8. Document all training.
Note: Refer to individual task 805B-79T-5006 for preparation of training.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Determined training method and location. —— ——
2. Prepared training outline/lesson plan and gather materials for training. —— ——
3. Distributed training outline/training schedule. —— ——
4. Reviewed with RRNCO deficiencies, standards, objectives and anticipated —— ——
results.
5. Conducted training. —— ——
6. Performed evaluation of soldier(s). —— ——
7. Conducted after-action review. —— ——
8. Documented all training. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
FM 7-0 NGR 600-200
FM 7-1 NGR 601-1
NGR 601-2
SMTC18

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805B-79T-5009
Implement a Diversity Strength Maintenance Program

Conditions: Given a diversity strength maintenance (SM) program and—

a. An assigned strength maintenance area.
b. A strength maintenance mission.
c. Access to RWS.
d. Access to NGR 600-200 with current fiscal year (FY) enlistment criteria memorandum
(ECM).
e. State specific strength maintenance SOP.
f. Standard office supplies and equipment.
Standards: Implemented a diversity strength maintenance program that results in referrals,
lead generation, high visibility and access to the population that will ultimately lead to mission
accomplishment.

Performance Steps
1. Ensure subordinate RRNCOs identify markets of opportunity in their assigned SM areas.
a. School programs.
b. Job / career fairs / conventions (local and state level).
c. State employment and temporary employment agencies.
d. Civic organizations and associations.
e. Veterans’.
2. Ensure subordinate RRNCOs establish rapport with key personnel in their market.
a. School counselors, staff (teachers, coaches, veterans’ representative, JROTC/ROTC,
etc.).
b. Job / career fairs / conventions (local and state level attendees and exhibitors).
c. State employment and temporary employment agencies (veterans’ representatives,
case workers, etc.).
d. Civic organizations and associations (members and officers of the
organization/association).
e. Veterans’ Organizations (members and officers of the VFW, American Legion, etc.).
3. Coordinate market specific advertising with state marketing NCO.
4. Supervise distribution of—
a. Mail outs.
b. Market specific recruiting publicity items (RPI’s) in approved locations.
c. Presentation items to centers of influence (COIs) IAW NGR 601-1.
5. Participate in diversity strength maintenance program presentations/events.

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STP 12-79T25-SM-TG

Performance Steps
a. School programs.
b. Job / career fairs / conventions.
c. Civic organizations/associations.
d. Veterans’ organizations.
e. Counselor workshops/luncheons.
6. Obtain referrals.
a. School programs.
b. Job / career fairs / conventions.
c. State employment and temporary employment agencies.
d. Civic organizations and associations.
e. Veterans’ organizations.
f. Troop program unit (TPU members).
g. COIs/VIPs.

Evaluation Preparation: This task may be evaluated by two methods:

a. Self evaluation. Perform the task on the job, using the materials listed in the conditions
statement. Evaluate yourself, using the performance measures, graded IAW the evaluation
guidance section.
b. Supervisor’s evaluation. Ensure that the soldier(s) have the material shown in the
conditions statement to accomplish the task. When you feel they are able to perform the task
on the job, have them do it. Grade them, using the performance measures, scored IAW the
evaluation guidance section.

Performance Measures GO NO GO
1. Ensured subordinate RRNCOs identified markets of opportunity in their —— ——
assigned areas.
2. Ensured subordinate RRNCOs established rapport with key personnel in —— ——
their market.
3. Coordinated market specific advertising with state marketing NCO. —— ——
4. Supervised distribution of mail outs, RPIs, and COI items. —— ——
5. Participated in diversity SM program presentations/events. —— ——
6. Obtained referrals. —— ——

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

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 MOS 79T Tasks—Skill Level 5

References
Required Related
NGR 600-200
NGR 601-1
SMTC18
SMTC19

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STP 12-79T25-SM-TG

Subject Area 13: RCCC Supervisory

805B-79S-8001
Evaluate a Pre-Transition Briefing

Conditions: Given a requirement to evaluate a pre-transition briefing conducted by a

subordinate RC Career Counselor and access to—
a. AR 135-7.
b. AR 135-18.
c. AR 135-91.
d. AR 140-10
e. AR 601-280.
f. AR 611-201.
g. AR 614-200.
h. AR 635-10.
i. FM 101-5.
j. DA Pam 140-8.
k. Current RETAIN messages.
l. Appropriate policy memorandums.
m. Standard office supplies and equipment.
Standards: Evaluated a pre-transition briefing IAW all applicable regulations.

Performance Steps
1. Review the briefing.
2. Provide positive reinforcement.
3. Make recommendations.
4. Schedule a reevaluation (if applicable).

Evaluation Preparation: You may use the evaluation guide to evaluate this task. If the task is
performed on the job, perform the task, using the materials listed in the conditions statement
above.

Performance Measures GO NO GO
1. Reviewed the briefing to ensure the following is accomplished— —— ——
a. Introduction.
b. History/mission statement of the Reserve Components.
c. Body of the briefing.
d. Closing.

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 MOS 79T Tasks—Skill Level 5

Performance Measures GO NO GO
2. Upon completion of the briefing, provided positive reinforcement on —— ——
techniques used during the briefing.
3. Made recommendations to subordinate RC career counselor to improve —— ——
briefing skills.
4. Scheduled a reevaluation briefing with the subordinate RC career —— ——
counselor (if applicable).

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-18 AR 614-200
AR 135-7 RETAIN
AR 135-91
AR 140-10
AR 601-280
AR 635-10
DA Pam 611-21
FM 101-5

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STP 12-79T25-SM-TG

805B-79S-8002
Review the Processing of Soldiers for the Reserve Components

Conditions: Given a requirement to review the processing of a soldier for a Reserve

Components enlistment/transfer and access to—
a. AR 135-7.
b. AR 140-10.
c. AR 601-280.
d. AR 611-201.
e. AR 614-200.
f. AR 635-5.
g. AR 635-5-1.
h. DA Pam 351-4.
i. Current RETAIN messages.
j. Completed accession packet.
k. Standard office supplies.
Standards: Reviewed the processing of soldiers for Reserve Components enlistment/transfer to
verify that all required actions were completed and all documentation was complete and
accurate IAW tasks numbers 121-023-7004 (Obtain and Verify a Reserve Components
Assignment) and 121-023-7006 (Process a Reserve Component Enlistment/Transfer Packet).

Performance Steps
1. Review task 121-023-7004, Obtain and Verify a Reserve Component Assignment.
2. Verify all documents.
3. Review task 121-023-7006, Process a Reserve Component Enlistment/Transfer Packet.

Evaluation Preparation: You may use the evaluation guide to evaluate this task. If the task is
performed on the job, perform the task, using the materials listed in the conditions statement
above.

Performance Measures GO NO GO
1. Reviewed task 121-023-7004, Obtain and Verify a Reserve Components —— ——
Assignment.
2. Verify all documents and REQUEST system printouts to ensure accuracy. —— ——
3. Reviewed task 121-023-7006, Process a Reserve Component
Enlistment/Transfer Packet.
4. After review, returned all documents to the responsible RC career —— ——
counselor for packet distribution.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-

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 MOS 79T Tasks—Skill Level 5

the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 135-7 AR 614-200
AR 135-91 RETAIN
AR 140-10
AR 601-280
AR 635-10
AR 635-5
DA Pam 351-4
DA Pam 611-21

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STP 12-79T25-SM-TG

805B-79S-9001
Utilize Automated Systems for Transition Activities

Conditions: Given a requirement to utilize automated systems to enhance the operation of an

installation/division or similar level career counselor activity, and access to—
a. AR 380-19.
b. AR 601-280.
c. RETAIN terminal.
d. DA Pam 601-5-2.
e. Standard office supplies and equipment.
f. Local transition SOP.
Standards: Instituted procedures for utilization of automated systems (RETAIN/STARSII) and
enhanced the operation of an installation/division or similar level transition activity IAW the
procedures outlined in DA Pam 601-5-2 and the local transition SOP.

Performance Steps
1. Establish procedures for the utilization of the automated systems.
2. Identify requirements.
3. Establish procedures and controls for the effective use and operation of automated systems.
4. Publish policies and controls.
5. Manage the training program.

Evaluation Preparation: You may use the evaluation guide to evaluate this task. If the task is
performed on the job, perform the task, using the materials listed in the conditions statement
above.

Performance Measures GO NO GO
1. Established procedures for the utilization of the automated systems for —— ——
transition activities within the command.
2. Identified any requirements that were unique to the assigned transition —— ——
activity.
3. Established procedures and controls for the effective use and operation of —— ——
automated systems within the installation/division or similar level retention
activity, to include the following:
a. Systems security.
b. Terminal operator(s).
c. Timely accession reporting, to include copies of reports accomplished
at a subordinate level.
d. Use of the RETAIN programs to reconcile production reports.

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 MOS 79T Tasks—Skill Level 5

Performance Measures GO NO GO
e. Timely distribution. RETAIN generated messages if applicable.
f. Maintain system requirements (such as up-to-date terminal/user
information, password for the system operation, etc.).
g. Timely cancellation of unused reservations.
h. Proper use of HOTLINE program.
i. Controlled use of automated systems accessible through the RETAIN
terminal (such as PERNET, DDN, etc.).
4. Published policies and controls with the transition activity SOPs. —— ——
5. Managed the training program to ensure proficiency in the use of —— ——
automated systems of the assigned counselor.

Evaluation Guidance: Score “GO” if soldier correctly performs all performance measures.
Score “NO GO” if soldier incorrectly performs one or more performance measure. Provide on-
the-spot correction, should the soldier experience minor difficulty. Consider directing self-study
or OJT for soldiers who experience major difficulties in task performance.

References
Required Related
AR 380-19
AR 601-280
DA Pam 601-5-2

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 Glossary

ACRONYMS & ABBREVIATIONS

ACCP Army Correspondence Course Program

ACS Army Community Service
AD active duty
ADAPCP Army alcohol and drug abuse prevention and control program
ADSD active duty service date
ADSW additional duty special work
ADT active duty for training
AER Army Emergency Relief
AFQT armed forces qualification test
AG adjutant general
AGR Active Guard Reserve
AIT advanced individual training
AKO Army Knowledge Online
AN annually
APPLE-MD age and citizenship, prior service, physical/mental testing status, law
violations, education, marital status, and dependency
APRT Army physical readiness test
AR Army regulation; Army Reserve
ARADS Army recruiting accession data system
ARCOM Army commendation medal; Army Reserve Command
ARISS Army recruiting information support system
ARNG Army National Guard
ARPERCEN Army Reserve Personnel Center
ARTEP Army Training and Evaluation Program
ARTEP-MTP Army Training and Evaluation Program-Mission Training Plan
ASI additional skill identifier
ASVAB armed services vocational aptitude battery
ATA additional training assemblies
ATTN attention
AUVS automatic unit vacancy system
BCT basic combat training
BigSUR system user registration
CF copy furnished
CIR circular
CLT company leadership team
CMF career management field

Glossary-1
STP 12-79T25-SM-TG

CMPR command pay management report

COI center of influence
CONUS the continental United States
COTS common of the shelf
CSC customer service center
CTT common task training; common task test; constructed travel time
DA Department of the Army
DEERS Defense Enrollment Eligibility Reporting System
DEH Directorate of Engineering and Housing
DENTAC dental activity
DOB date of birth
DoD Department of Defense
DoDFMR Department of Defense Financial Management Regulation
DOL Directorate of Logistics
DOR date of rank; detail obligation report
ECM enlisted criteria memorandum
ELS entry level separations
EPSQ electronic personnel security questionnaire
EPTS existed prior to service
ERM electronic records management
ESGR employer support of the Guard and Reserve
ESO end strength objective
EST enlisted screening test
etc. and so forth
ETS expiration term of service
FAZR Fastlane, force structure address and zip code realignment
FM field manual; frequency modulation
FORSCOM Forces Command
FOUO for official use only
freq frequency
FTNGDSW full time National Guard duty special work
FTTD full-time training duty
FY fiscal year
GAINS Guard Accession Information Network System Plus
GED general education development
GOCOM U.S. Army Reserve General Officer Command
GPO Government Printing Office
GSA General Services Agency; General Services Administration
HRC Human Resources Command
HSSR high school senior
IADT initial active duty training

Glossary-2
 Glossary

IAW in accordance with

IDT inactive duty training
IET initial entry training
IG inspector general
IMA individual mobilization augmentees
ING inactive National Guard
IRR individual ready reserve
ISP Internet service provider
ISR in-service recruiter
IST interstate transfer
JRMS joint recruiting management support
LOI letter of instruction
LRL lead refinement list
MANDEX monthly and daily activity schedule
MARKS modern Army recordkeeping system
MEDDAC medical activity
MEPCOM Military Entrance Processing Command
MEPS military entrance processing station
METL mission essential task list
METS mobile enlistment testing site
MFR memorandum for record
MGIB Montgomery G.I. Bill
MILPO military personnel office
MOA memorandum of agreement
MOS military occupational specialty
MOSC military occupational specialty code
MOU memorandum of understanding
MPRJ military personnel records jacket, U.S. Army
MQD mentally qualified declined
MSO military service obligation
MTDA modification table of distribution and allowances
MTOE modified table of organization and equipment
MTP mission training plan; MOS training plan
MUSARC Major United States Army Reserve Command
MUTA multiple unit training assembly
NA not applicable
NCESGR National Committee for Employer Support of the Guard and Reserve
NCO noncommissioned officer
NCOER noncommissioned officer evaluation report
NCOIC noncommissioned officer in charge
NCSA noncommercial sustaining agreements

Glossary-3
STP 12-79T25-SM-TG

NETS non-expiration term of service

NGB National Guard Bureau
NGB Pam National Guard Bureau pamphlet
NGR National Guard Regulation
NPS nonprior service; new permanent station
No number
OCONUS outside the continental United States
OPTIMIS operation management information system
P pass
PAC Personnel and Administration Center
PAM pamphlet
PAO public affairs officer
PCS permanent change of station
PDQ permanently disqualified
PEBD pay entry basic date
PER personnel application
PIF place in inactive file
PMOS primary military occupational specialty
POC point of contact; privately owned conveyance
PQR personnel qualification
PS prior service; postal service
PSA port support activity
PSC personnel service company
PSS professional selling skills
PUB publication
PULHES physical profile serial code
QNE qualified – not enlisted
RBJ return back justified
RC Reserve Component
RCT reserve component transition
RCTRNCO reserve component transition NCO
RE-CODE reenlistment eligibility code
reg regiment; regulation; regular
REQUEST Recruit Quota System
RETAIN reenlistment Army incentives
RFO Request for order
RHA records holding area
RMA readiness management assembly
RMO records management official
ROC recruiting operations center
RPA reserve personnel, Army

Glossary-4
 Glossary

RPI recruiting publicity item

RRAC Recruiting and Retention Area Command
RR NCO recruiting and retention NCO
RRA retention recognition award
RRM recruiting and retention manager
RRO recruiting and retention office
RRPM regional recruiting potential model
RWS recruiter work station
SF standard form
SGLI service members’ group life insurance
SIDPERS standard installation/division personnel system
SIR serious incident report
SJA staff judge advocate
SL skill level
SM soldier’s manual; strength maintenance
SM/TG soldier’s manual/trainer’s guide
SMCT soldier’s manual of common tasks
SOP standing operating procedure
SRIP selected reserve incentive program
SSN social security number
STF sustainment training frequency
STP soldier training publication
SUR system user registration
TDA table of distribution and allowance
TG training guide; trainer’s guide; task group
TNG LOC training location
TOS top of system
TPU troop program units
TR TRADOC regulation; transportation request
TSC Theater Support Command; Training Support Center
TTP tactics, techniques, and procedures
UCMJ uniform code of military justice
UMR unit manning report
USAR U.S. Army Reserve
USAREC United States Army Recruiting Command
USERRA The Uniformed Services Employment and Reemployment Rights Act
USPFO United States Property and Fiscal Officer
VA Veterans Administration
VIP very influential person
VPN virtual private network
WNRC Washington National Records Center

Glossary-5
STP 12-79T25-SM-TG

TERMS

Applicant
A person who applies voluntarily for enlistment in the Army National Guard and is found eligible
for further processing after completing and signing the DD Form 1966 series.

Contractual obligation
A military service obligation incurred by completion of the oath of enlistment on a reenlistment or
extension agreement.

Critical skill
A military occupational specialty (MOS) with less than 8O percent assigned of the ARNG
wartime required strength.

Critical task
A task that is essential for accomplishment of successful individual skill performance.

Disqualified/barred
An individual who does not meet the eligibility requirements for continued service or one who
has been specifically prohibited (by proper authority) from continuing military service.

Drill
An exercise or training event; RC training event/period (often referred to as a multiple unit
training assembly (MUTA)).

Duty MOS
The MOS of the position on the TOE/TDA/MTOE to which a soldier is assigned.

Employer support program

A program that promotes employer support for members of all Reserve Components of the
Armed Forces of the United States.

Enlistment
An original or first voluntary term of military service in the ARNGUS by personnel with or without
prior service.

Extension (ARNG)
The continuation of active ARNG service with the ARNG of the same state, territory, or
commonwealth accomplished by administration of and subscription to the oath of enlistment, DA
Form 4836, Oath of Extension of Enlistment or Reenlistment.

Glossary-6
 Glossary

Extension (USAR)
An extension of term of service of the existing or current USAR enlistment contract or
agreement. This extension never extends the statutory obligation of an individual.

FORM DEPS
A regulation that provides information and guidance to Reserve Component (RC) Commanders
to enable them to plan for mobilization, to mobilize and move to assigned mobilization stations,
and to prepare post-mobilization training plan.

Immediate reenlistment
The second or subsequent voluntary enrollment in the Armed Forces within 24 hours from the
time of separation.

Lead
The name, address, and/or phone number of someone who may or may not be interested in the
ARNG.

Nonregular service
That service performed as a member of an active Reserve Component.

Paragraph and line number

A position of a specific duty MOS in the MTOE/MTDA.

Planning guide
An appointment/work plan book referred to as a monthly and daily activities schedule
(MANDEX), used for establishing short-, mid-, and long-term goals/work plans.

Position vacancy
A position in the current MTOE/TDA of a unit that is vacant or projected to be vacant.

Prior service
Persons who have served 180 days or more on active duty as a member of the Armed forces.

Prospect
An individual who has stated directly to a RR NCO an interest in enlistment.

Reassignment
Voluntary or mandatory change of military status.

Recruiting area
A specific area with one or more RR NCOs assigned under the supervision of an area NCO
(NCOIC).

Glossary-7
STP 12-79T25-SM-TG

Reenlistment (ARNG)
The reentry of an individual who has had a break in ARNG service, or is joining the ARNG from
the ANG, or has been discharged from one state, regardless of break in service.

Reenlistment (USAR)
The second or subsequent voluntary enrollment in the USAR from civilian status as a prior
service applicant.

Retention control measures

Those procedures used by commanders and/or other leaders to effectively control the losses of
enlisted personnel.

Retention objectives
A non-ETS loss objective that will be used to maintain the manageable losses at or below a
stated percentage of enlisted assigned strength.

Self-development
A planned, progressive and sequential program followed by leaders to enhance and sustain
their military competencies. Self-development consists of individual study, research,
professional reading, practice, and self-assessment.

Separation
An inclusive term used in personnel actions to describe release from active duty, discharge,
retirement, dropped from the rolls, release from military control of personnel without military
status, death, or transfer from unit status to the IRR.

Statutory obligation
A legal military obligation incurred on initial entry into the Armed forces.

Training seat
A reservation of an allocated training slot obtained, using REQUEST for an applicant's IADT
training.

Unsatisfactory participant
A member with nine or more unexcused absences from scheduled drills during a one-year
period.

Waiver
A request, submitted through appropriate channels, for permission to enlist/reenlist/immediately
reenlist/extend an individual who does not meet all of the eligibility requirements.

Glossary-8
 References

REQUIRED PUBLICATIONS
Required publications are sources that users must read in order to understand or to comply with
this publication.

Army Regulations
AR 25-50, Preparing and Managing Correspondence, 3 June 2002.
AR 40-501, Standards of Medical Fitness, 29 August 2003.
AR 135-7, Army National Guard and Army Reserve Incentive Programs, 15 April 1996.
AR 135-18, The Active Guard/Reserve (AGR) Program, 19 June 2003.
AR 135-91, Service Obligations, Methods of Fulfillment, Participation Requirements, and
Enforcement Procedures, 26 September 2000.
AR 135-178, Army National Guard and Army Reserve Enlisted Administrative Separations, 17
October 2003.
AR 135-180, Qualifying Service for Retired Pay Nonregular Service, 1 July 1987.
AR 135-205, Enlisted Personnel Management, 1 September 1994.
AR 140-10, Assignments, Attachments, Details, and Transfers, 1 September 1994.
AR 380-19, Information Systems Security, 27 February 1998.
AR 600-8-22, Military Awards, 25 February 1995.
AR 600-9, The Army Weight Control Program, 10 June 1987.
AR 601-280, Army Retention Program, 31 March 1999.
AR 635-5, Separation Documents, 15 September 2000.
AR 635-10, Processing Personnel for Separation, 1 July 1984.
AR 635-200, Enlisted Personnel, 1 November 2000.

Department of the Army Forms

DA Form 2A, Qualification Record, Part 1 – Enlisted Peacetime
DA Form 2-1, Personnel Qualification Record-Part II
DA Form 705, Army Physical Fitness Test Scorecard
DA Form 1379, U.S. Army Reserve Components Unit Record of Reserve Training
DA Form 1811, Physical Data and Aptitude Test Scores Upon Release from Active Duty
DA Form 3540-R, Certificate and Acknowledgement of U.S. Army Reserve Service
Requirements and Methods of Fulfillment
DA Form 4187, Personnel Action
DA Form 4591-R, Retention Data Worksheet
DA Form 4836, Oath of Extension of Enlistment or Reenlistment
DA Form 5164-R, Hands-On Evaluation
DA Form 5261-3-R, Selective Reserve Incentive Program – Affiliation Bonus Addendum (LRA)
DA Form 5261-4-R, Student Loan Repayment Program Addendum

References-1
STP 12-79T25-SM-TG

DA Form 5435-R, Statement of Understanding – Selected Reserve Montgomery GI Bill

DA Form 5500-R, Body Fat Content Worksheet
DA Form 5642-R, Statement of Understanding and Selected Reserve Service Agreement Basic
Educational Assistance Entitlement for Service in the Selected Reserve
DA Form 5690-R, Reserve Component Career Counselor Interview Record
DA Form 5691-R, Request for Reserve Component Assignment Orders
DA Form 7249-R, Annex A Certificate and Acknowledgement of Service Requirements and
Methods of Fulfillment for Individuals Enlisting or Transferring into Units of the Army
National Guard/Upon Refrad/Discharge from Active Army Service
SF Form 86, Questionnaire for National Security Positions

Department of Army Pamphlets

DA Pam 351-4, U. S. Army Formal Schools Catalog, 30 October 1995.
DA Pam 600-8, Management and Administrative Procedures, 1 August 1986.
DA Pam 600-69, Unit Climate Profile, Commanders Handbook, 1 October 1986.
DA Pam 601-5-2, Army Reserve REQUEST User's Manual, 1 May 1985.
DA Pam 611-1, The Army Interview, 31 August 1965.
DA Pam 611-21, Military Occupational Classification and Structure, 31 March 1999.

Department of Defense Publications

DD Form 4, Enlistment/Reenlistment Document Armed Forces of the United States
DD Form 108, Application for Retired Pay Benefits
DD Form 214, Certificate of Release or Discharge from Active Duty
DD Form 220, Active Duty Report
DD Form 368, Request for Conditional Release from Reserve or Guard Component
DD Form 1966, Record of Military Processing – Armed Forces of the United States
DD Form 2384-1, Notice of Basic Eligibility (NOBE)
DD Form 2807-1, Report of Medical History
DD Form 2807-2, Medical Prescreen of Medical History Report
DD Form 2808, Report of Medical Examination
DD Form 2841, DOD Public Key Infrastructure (PKI) Registration Official Certificate Acceptance
and Acknowledgement of Responsibilities
DD Form 2842, DOD Public Key Infrastructure (PKI) Subscriber Certificate Acceptance and
Acknowledgement of Responsibilities
DOD 1312.1-I, Occupational conversion Index-Enlisted/Officer/Civilian, 26 March 1997.

Field Manuals
FM 7-0, Training the Force, 22 October 2002.
FM 7-1, Battle Focused Training, 15 September 2003.
FM 21-20, Physical Fitness Training, 30 September 1992.
FM 22-100, Army Leadership, 31 August 1999.
FM 101-5, Staff Organization and Operations, 31 May 1997.

References-2
 References

RELATED PUBLICATIONS
Related publications are sources of additional information. They are not required in order to
understand this publication.

Army Regulations
AR 140-185, Training and Retirement Point Credits and Unit Level Strength Accounting
Records, 1 July 1987.
AR 380-5, Department of the Army Information Security Program, 29 September 2000.
AR 600-8-7, Retirement Services Program, 1 June 2000.
AR 600-8-14, Identification Cards for Members of the Uniformed Services, Their Family
Members, and Other Eligible Personnel, 20 December 2002.
AR 600-8-104, Military Personnel Information Management/Records, 27 April 1992.
AR 601-210, Regular Army and Army Reserve Enlistment Program, 28 February 1995.
AR 614-200, Enlisted Assignments and Utilization Management, 30 April 2003.
AR 680-29, Military Personnel – Organization and Type of Transaction Codes, 29 March 1996.

Department of Army Pamphlets

DA Pam 601-5-3, National Guard REQUEST User's Manual, 23 April 1986.

Department of Defense Publications

DOD 5500.7-R, Standards of Conduct, 30 August 1993.

Other Product Types

ARNG 86-107, Army National Guard Career Plan
ASVAB 14, Recruiters' Guide
CECM, Current Enlistment Criteria Memorandum
MANUAL-CLT, Company Leadership Team User's Manual
NGB Form 22, Report of Separation and Record of Service
NGB PAM 600-8-20, SIDPERS-ARNG Handbook for Commanders, 1 June 1988.
NGB PAM 680-4, Drill Attendance Monitoring Procedures and Report
NGR (AR) 350-1, Army National Guard Training, 3 June 1991.
NGR (AR) 600-5, The Active Guard/Reserve (AGR) Program, Title 32, Full-Time National Guard
Duty (FTNGD), 20 February 1990.
NGR 600-7, Selective Reserve Incentive Programs, 26 March 1999.
NGR 600-12, National Guard Family Program, 8 January 1986.
NGR 600-100, Federal Recognition and related Personnel Actions, 15 April 1994
NGR 600-101, Warrant Officers - Federal Recognition and Related Personnel Actions, 1
October 1996.
NGR 600-200, Enlisted Personnel Management w/Current ARNG Enlistment Criteria, 1 March
1997.
NGR 601-1, Recruiting and Retention Resource Management, 15 September 1997.
NGR 601-2, Army National Guard Strength Maintenance Program, 1 October 1996.

References-3
STP 12-79T25-SM-TG

NGR 614-1, Inactive Army National Guard, 14 November 1986.

NGR (AR) 680-1, Personnel Assets Attendance and Accounting, 29 December 1989.
NGR 680-2, Automated Retirement Points Accounting System, 15 January 1989.
RETAIN, Current RETAIN Messages
SMTC01, Current ARNG Selective Reserve Incentive Program Policy Letter
SMTC02, Current ARNG Montgomery GI Billl Kicker Program Policy Letter
SMTC03, ESGR Factsheets
SMTC04, Professional Selling Skills (PSS) Kit
SMTC05, Prospecting Program Kit
SMTC07, MEPS Processing SOP
SMTC08, National Guard Almanac
SMTC09, MEPCOM Integrated Resource System (MIRS) User's Manual
SMTC10, Recruit Quota System (REQEST) Operator/User's
SMTC11, Guidance Counselor Redesign (GC-R) User's Manual
SMTC12, User Manual Personnel Application (PER)
SMTC13, User Manual Big SUR (System User Registration)
SMTC14, User Manual ARNG Force Address and Zip Code Realignment (FAZR)
SMTC15, User Manual Leads/Reports
SMTC16, ARISS Administrator Guide
SMTC17, ARISS Logistical Support Plan
SMTC18, State Specific Strength Maintenance SOP
SMTC19, State Specific Diversity Strength Maintenance Program Guidance
SMTC20, User's Manual - Top of the System
SMTC21, User's Manual - Joint Recruiting Management Support (JRMS)
STATE R&R SOP, State Recruiting and Retention SOP
STATE ATTRITION MGT PLN, State Attrition Management Plan/Local SOP
STATE R&R SOP, State Recruiting and Retention SOP
TRADOC Reg 135-6, The ARNG/USAR Liaison NCO Program at U.S. Army Training Centers
and Service Schools, 1 November 1999.
TRADOC Reg 350-6, Initial Entry Training (IET) Policies and Administration, 15 August 2003.
U.S. Code, Title 38, Veterans' Benefits.
USERS MANUAL-ARADS, ARADS User's Manual.
USMEPCOM Form 714A-E, Request for Examination.
USMEPCOM Form 727-E, Processing List.
USMEPCOM Reg 40-1, Medical Processing and Examinations, 26 September 2002.
USMEPCOM Reg 601-23, Enlistment Processing, 25 September 2003.
USMEPCOM Reg 680-1, Military Entrance Processing Reporting System (MEPRS), 15
December 1992.
VA Form 22-1990, Application for VA Education Benefits

References-4
 STP 12-79T25-SM-TG
16 APRIL 2004

By Order of the Secretary of the Army:

PETER J. SCHOOMAKER
General, United States Army
Chief of Staff

Official:

JOEL B. HUDSON
Administrative Assistant to the
Secretary of the Army
0408301

DISTRIBUTION:

Active Army, Army National Guard, and U.S. Army Reserve: To be distributed in
accordance with initial distribution number 115481, requirements for STP 12-79T25-
SM-TG.
PIN: 075412-000