Posted on Nov 10, 2014
What exactly do "career counselors" do? Do they represent the service member or the military?
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This question will piss a lot of people off and make others think back to when they were dealing with one. I ask this question because I've recently been thrown back on a trip through memory lane when looking at SGT (Join to see) question. He is either going to make a career ending decision within the next couple days because his unit has come up on orders to "deploy" to Korea. Now I don't know much about Korea. I don't know much about "fences" and I sure as hell don't know much about the new Army. but let me tell you what I DO know....
When my son was born in September of 2007 I was on my way out of the Army. I was simply not taking my terminal leave because I knew he was coming and I wanted to hold off as long as I can. He was born in Fort Bragg NC so I traveled from Ft Polk La to Bragg to be there. When I got back to Polk I was expecting clearing papers and a pat on the back. What I got was called into my 1SG's office for him to break the news to me that I was "stop lossed". Not understanding what was REALLY going down and being young and not knowing the events that were about to unfold....I quietly accepted and went about my way.
I was stop loss for 18 months because my unit came down on orders to go to Baghdad. Not being to happy about it, I wasn't the most pleasant guy to be around! I kept trying to get with my "career counselor" and see what I could do! Of course he told me repeatedly "nothing you can do bub!"
Sorry it took me so long to get to the point...So here is...What exactly do "career counselor" do?! Obviously they're not in it simply for the soldier! Are they really just the "middle man" between boots on the ground and office doors of the Army? Are they more concerned about number for the Army than they are the soldiers best interests?! I've been a little salty about this, beings that I was voluntold that I was going to miss the first two years of my sons life, first steps, first words, first smiles, first sentence, etc. etc....and I (being a responsible father) Had already planed my military experience around my family, and planned to start my family as I exited the military. I'm sure there are plenty of Career counselors on here. Just give us the honest skinny on whats up! SFC Mark Merino anyone you know out there that can help out?
When my son was born in September of 2007 I was on my way out of the Army. I was simply not taking my terminal leave because I knew he was coming and I wanted to hold off as long as I can. He was born in Fort Bragg NC so I traveled from Ft Polk La to Bragg to be there. When I got back to Polk I was expecting clearing papers and a pat on the back. What I got was called into my 1SG's office for him to break the news to me that I was "stop lossed". Not understanding what was REALLY going down and being young and not knowing the events that were about to unfold....I quietly accepted and went about my way.
I was stop loss for 18 months because my unit came down on orders to go to Baghdad. Not being to happy about it, I wasn't the most pleasant guy to be around! I kept trying to get with my "career counselor" and see what I could do! Of course he told me repeatedly "nothing you can do bub!"
Sorry it took me so long to get to the point...So here is...What exactly do "career counselor" do?! Obviously they're not in it simply for the soldier! Are they really just the "middle man" between boots on the ground and office doors of the Army? Are they more concerned about number for the Army than they are the soldiers best interests?! I've been a little salty about this, beings that I was voluntold that I was going to miss the first two years of my sons life, first steps, first words, first smiles, first sentence, etc. etc....and I (being a responsible father) Had already planed my military experience around my family, and planned to start my family as I exited the military. I'm sure there are plenty of Career counselors on here. Just give us the honest skinny on whats up! SFC Mark Merino anyone you know out there that can help out?
Posted >1 y ago
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So, because you were stop lossed 7 years ago by the Army, SSG Jeremy Siebenaller, you're trying to taking it out on Career Counselors by saying we don't care about Soldiers? Career Counselors do not have, and have never had, ANY control over the Army's stop-loss program.
If you're looking for the duties and responsibilities of Career Counselors, please reference AR 601-280, paragraph 2-2...none of which talks about "concern for a number"; retention missions are the commanders' concerns. I'll let you look up this regulation and educate yourself and when you've done some research, please feel to re-engage.
I'll let you know what Career Counselors don't do...baby Soldiers, especially NCOs.
If you're looking for the duties and responsibilities of Career Counselors, please reference AR 601-280, paragraph 2-2...none of which talks about "concern for a number"; retention missions are the commanders' concerns. I'll let you look up this regulation and educate yourself and when you've done some research, please feel to re-engage.
I'll let you know what Career Counselors don't do...baby Soldiers, especially NCOs.
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SSG Jeremy Siebenaller
SGM Matthew Quick Not at all. My question was and still stands. One of the admins renamed the question which was awesome because I DID have it wrote wrong.I Still stand by my original statement. I didn't (and still don't mean) to ruffle tu tu's. It was an honest question. Because like in my original statement I said I know nothing of fences, or retention or any of it. My question (regardless of how poorly written) Still stands...What do career counselors do, and who's interest do they have at mind. The soldiers...or the Army?
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SGM Matthew Quick
When you make comments like, "Obviously they're not in it simply for the soldier!", SSG Jeremy Siebenaller, followed by "I didn't (and still don't mean) to ruffle tu tu's", you're coming out this question in an aggressive and unprofessional tone.
If you TRULY want to know what the duties and responsibilities of an active Army Career Counselor are, please read the following (excerpt from AR 601-280):
The Active Army Career Counselor is the program administrator and expert technical advisor to the Commander and Command Sergeant Major on all reenlistment aspects of the Army Retention Program. The Active Army Career Counselor will—
(1) Administer daily operations of the commander’s retention program.
(2) Ensure the commander and command sergeant major are continually updated regarding the readiness posture of the organizational Army Retention Program and compliance with HQDA and higher headquarters regulatory guidance.
(3) Ensure completion of all required tasks, functions, duties and program compliance with HQDA and higher headquarters guidance.
(4) Maintain and publish statistics on Army Retention Program eligibles, missions, and accomplishments. Maintain mission projections, identifying potentially detrimental trends and/or retention mission shortfalls. Formulate and submit timely and specific recommendations for the commander to implement. Assign reenlistment and RC enlistment/transfer missions to subordinate units.
(5) Exercise operational supervision over subordinate unit reenlistment programs and personnel.
(6) Prepare and conduct formal training for subordinate personnel. Ensure soldiers are trained and remain sufficiently proficient to perform their assigned duties and responsibilities in support of the Army Retention Program.
(7) Conduct briefings, including but not limited to, Noncommissioned Officer Development Program (NCODP) training, Commander’s Call, NCO Call, and so on, of current Active Army and Reserve Component information to all leaders and soldiers.
(8) Counsel soldiers and family members regarding the benefits and opportunities within the Army Retention Program.
(9) Ensure eligible soldiers, not desiring reenlistment, are referred to and counseled by the servicing RC Career Counselor, at a minimum, as specified by this regulation.
(10) In the absence of an assigned RC Career Counselor, perform duties and responsibilities in g below.
(11) Conduct, at a minimum, quarterly inspections of subordinate unit retention programs. Inspections should be coordinated with the servicing RC Career Counselor wherever possible. Units found having critical deficiencies will be provided a reasonable amount of time to correct deficiencies and scheduled for reevaluation (generally 30 days).
Particular attention will be given to the DA Form 1315 (Reenlistment Data) file, ensuring soldiers are properly counseled as prescribed by appendix C. Outbrief Commander and First Sergeant when available. Provide a written report of subordinate retention programs, through the Command Sergeant Major, to the Commander for corrective action. Inspection report formats, procedures, and additional requirements are at the discretion of the MACOM.
(12) Advise commanders on bar to reenlistment preparation, imposition and removal procedures, impacts, review and separation requirements.
(13) Determine reenlistment/extension eligibility by thoroughly screening Official Military Personnel File (OMPF), Military Personnel Records Jacket (MPRJ), and local training records and rosters, as required, by regulatory criteria.
(14) Operate the RETAIN system. Ensure correct input into RETAIN of soldier qualifications and counsel soldiers regarding available reenlistment/extension options. Obtain Reenlistment Control Number (RCN)/Extension Control Number (ECN) from the RETAIN system. Report accomplished reenlistments/extensions on RETAIN.
(15) Plan and conduct reenlistment/extension ceremonies.
(16) Submit or ensure preparation and timely submission and processing of retention related SIDPERS transactions, including, but not limited to, reenlistments, extensions, and immediate reenlistment prohibition codes (ERUP). This also includes prompt correction of unresolved errors and unprocessed transactions as reported by the servicing SIDPERS Interface Branch (SIB).
(17) Ensure the Army Retention Program is sufficiently publicized, ensuring information is available and distributed throughout the command.
(18) Assist the commander in developing, implementing, and maintaining an effective Incentive Awards Program, supporting attainment of assigned retention and enlistment/transfer missions.
(19) Coordinate payments of reenlistment bonus entitlements and accrued leave, as required, through the servicing FAO.
(20) Obtain, from the servicing FAO, up-to-date information on reenlistment bonuses for prospective reenlistees (see Department of the Defense Financial Management Regulation (DODFMR)).
If you TRULY want to know what the duties and responsibilities of an active Army Career Counselor are, please read the following (excerpt from AR 601-280):
The Active Army Career Counselor is the program administrator and expert technical advisor to the Commander and Command Sergeant Major on all reenlistment aspects of the Army Retention Program. The Active Army Career Counselor will—
(1) Administer daily operations of the commander’s retention program.
(2) Ensure the commander and command sergeant major are continually updated regarding the readiness posture of the organizational Army Retention Program and compliance with HQDA and higher headquarters regulatory guidance.
(3) Ensure completion of all required tasks, functions, duties and program compliance with HQDA and higher headquarters guidance.
(4) Maintain and publish statistics on Army Retention Program eligibles, missions, and accomplishments. Maintain mission projections, identifying potentially detrimental trends and/or retention mission shortfalls. Formulate and submit timely and specific recommendations for the commander to implement. Assign reenlistment and RC enlistment/transfer missions to subordinate units.
(5) Exercise operational supervision over subordinate unit reenlistment programs and personnel.
(6) Prepare and conduct formal training for subordinate personnel. Ensure soldiers are trained and remain sufficiently proficient to perform their assigned duties and responsibilities in support of the Army Retention Program.
(7) Conduct briefings, including but not limited to, Noncommissioned Officer Development Program (NCODP) training, Commander’s Call, NCO Call, and so on, of current Active Army and Reserve Component information to all leaders and soldiers.
(8) Counsel soldiers and family members regarding the benefits and opportunities within the Army Retention Program.
(9) Ensure eligible soldiers, not desiring reenlistment, are referred to and counseled by the servicing RC Career Counselor, at a minimum, as specified by this regulation.
(10) In the absence of an assigned RC Career Counselor, perform duties and responsibilities in g below.
(11) Conduct, at a minimum, quarterly inspections of subordinate unit retention programs. Inspections should be coordinated with the servicing RC Career Counselor wherever possible. Units found having critical deficiencies will be provided a reasonable amount of time to correct deficiencies and scheduled for reevaluation (generally 30 days).
Particular attention will be given to the DA Form 1315 (Reenlistment Data) file, ensuring soldiers are properly counseled as prescribed by appendix C. Outbrief Commander and First Sergeant when available. Provide a written report of subordinate retention programs, through the Command Sergeant Major, to the Commander for corrective action. Inspection report formats, procedures, and additional requirements are at the discretion of the MACOM.
(12) Advise commanders on bar to reenlistment preparation, imposition and removal procedures, impacts, review and separation requirements.
(13) Determine reenlistment/extension eligibility by thoroughly screening Official Military Personnel File (OMPF), Military Personnel Records Jacket (MPRJ), and local training records and rosters, as required, by regulatory criteria.
(14) Operate the RETAIN system. Ensure correct input into RETAIN of soldier qualifications and counsel soldiers regarding available reenlistment/extension options. Obtain Reenlistment Control Number (RCN)/Extension Control Number (ECN) from the RETAIN system. Report accomplished reenlistments/extensions on RETAIN.
(15) Plan and conduct reenlistment/extension ceremonies.
(16) Submit or ensure preparation and timely submission and processing of retention related SIDPERS transactions, including, but not limited to, reenlistments, extensions, and immediate reenlistment prohibition codes (ERUP). This also includes prompt correction of unresolved errors and unprocessed transactions as reported by the servicing SIDPERS Interface Branch (SIB).
(17) Ensure the Army Retention Program is sufficiently publicized, ensuring information is available and distributed throughout the command.
(18) Assist the commander in developing, implementing, and maintaining an effective Incentive Awards Program, supporting attainment of assigned retention and enlistment/transfer missions.
(19) Coordinate payments of reenlistment bonus entitlements and accrued leave, as required, through the servicing FAO.
(20) Obtain, from the servicing FAO, up-to-date information on reenlistment bonuses for prospective reenlistees (see Department of the Defense Financial Management Regulation (DODFMR)).
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SSG Jeremy Siebenaller
Yes SGM Matthew Quick , I did indeed sincerely apologize. However "Crass" I may have been I meant it. You are the first one to give me the regulation and I apologize for any feelings I may have hit on the wrong chord. It wasn't a personal attack on anyone and honestly if this apology isn't taken any more sincere I am not sure what I can do to show you that I am trying to be genuine. My NEXT question is...To Whom does the BDE career counselor report to? My original questions wasn't IF any of you were doing your job, or trying to hold anyone personally responsible for anything that HAD happened to me. Yes! I understand that I should have gotten some more information from the SGT that the question was fueled by, however I just assumed that (and I do know how dangerous assuming is) that his situation was similar to mine, because I knew nothing of deployments to Korea (as I stated in the original statement) and I didn't know if his situation was much like being stop loss. I don't ask out of hate....I ask out of ignorance. I Know nothing of retention and/or Career counseling. I thought this was the only site I could get logical credible information which is why I asked SFC Mark Merino to help point me in the right direction. I SEEKED knowledge.
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SGM Matthew Quick
All Career Counselors report to and are rated by their CSM (whether battalion, brigade, division, etc).
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I spent 20-years of my 25+ years on active duty as a Career Counselor, so I may have a different perspective for you.
A question I have not seen answered in this thread is "Who does the Career Counselor work for?" I can tell you from experience that they work for both the Soldier and for the Army.
Working for the Soldier is done by explaining Army policies and how they apply to a given Soldier's situation. Sometime we have to give answers that the Soldier does not like.
Working for the Army is different than working for a CSM or whoever has been designated as the individual Career Counselor's rater. Believe me than it is not always a CSM as my NCOERs through the years will show.
A Career Counselor that is effective is sometimes stuck in the middle of bad situations. A good Career Counselor will work with the Army to take care of the individual Soldier within the needs of the Army. Ever situation is unique and experienced Career Counselor's will work with Retention Management Branch at the Human Resources Command to do what is right for a Soldier. Unfortunately not every Soldier is exceptional and have the backing of their chain-of-command to get an exception to policy.
Block assignments for units and drawdown scenarios do not leave Soldiers, HRC, or Career Counselors many option other than doing what the Army has directed. A Career Counselor does a disservice when they do not take the time to fully explain why certain policies apply and the options a Soldier has under those circumstances.
A question I have not seen answered in this thread is "Who does the Career Counselor work for?" I can tell you from experience that they work for both the Soldier and for the Army.
Working for the Soldier is done by explaining Army policies and how they apply to a given Soldier's situation. Sometime we have to give answers that the Soldier does not like.
Working for the Army is different than working for a CSM or whoever has been designated as the individual Career Counselor's rater. Believe me than it is not always a CSM as my NCOERs through the years will show.
A Career Counselor that is effective is sometimes stuck in the middle of bad situations. A good Career Counselor will work with the Army to take care of the individual Soldier within the needs of the Army. Ever situation is unique and experienced Career Counselor's will work with Retention Management Branch at the Human Resources Command to do what is right for a Soldier. Unfortunately not every Soldier is exceptional and have the backing of their chain-of-command to get an exception to policy.
Block assignments for units and drawdown scenarios do not leave Soldiers, HRC, or Career Counselors many option other than doing what the Army has directed. A Career Counselor does a disservice when they do not take the time to fully explain why certain policies apply and the options a Soldier has under those circumstances.
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There are 446 strong on RallyPoint. I'm not really following the specifics of the situation but I know SGM Matthew Quick is always a wealth of professional information.
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