Posted on May 3, 2021
President Joe Biden on immigration and border security
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Would it be a good idea to have all those that cross the border and skipping the United States Immigrant Visa Program, be instantly corralled and put to work to improve the United States infrastructure?
Roosevelt had the Great New Deal and something similar should be brought back RIGHT NOW.
I feel like some of those that cross that border and instantly assisted by the federal budget are like “THANK YOU” and laugh when they hear later or read later that the military budget for QOL or even Special Duty Assignment pay or enough money for more doctors is hotly hotly hotly debated even down to the last $10 (you will see in the example below)
Do they realize things like this in the tale of two cities?
1) how we have one part of the federal budget debate QOL budget down to the last $10 for special duty assignment pay to a combative command ( A $200,000,000 MILLION DOLLAR UNITED STATES GUIDED MISSILE FRIGATE) and even require a young broke reservist pay for their own dental without medical insurance on reserve annual poverty pay (as seen in the example below that happened to me), and another part of the federal budget go unlimited to secure support assist advocate for unlimited amount of people who decide to jump the border at there own desire and skip the entire United States Immigrant Visa Program.
Example:
“”””6th QRMC Report - Volume 1 AUGUST 1988
Unit Incentive Pay for Enlisted Selected Reservists
The 6th QRIC recommends that legislation be prepared to
permit the Secretary of the Navy to authorize payment,
under a two year test program, of "Naval Reserve Fleet Pay"
to enlisted Selected Reserve members serving on NRF ships.
This PBD included a proposed Selected Reserve Unit Incentive Pay. This
initiative would authorize the payment of an incentive pay to
Selected Reserve enlisted personnel who voluntarily affiliate
and train with certain high priority units which are
inadequately manned. It would permit payment of a $10 incentive
pay per drill period for five drills per month. This Navy
initiative was developed to help meet manpower needs for
personnel assigned to the Naval Reserve Fleet (NRF) and for
hospital corpsman assigned to Marine Corps Reserve units.
Manning and retention problems among members of the Selected
Reserve of the Naval Reserve assigned to NRF ships are of
concern to the Navy. These problems have been attributed to two
factors. First, reservists assigned to NRF ships experience many of the same hardships of sea service as members of the
active Navy, but are ineligible during IDT for the Career Sea
Pay available to active personnel. Second, reservists assigned
to the NRF experience more arduous duty than most Naval Reserve
participants, but receive no offsetting compensation.”””””
PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES)
Naval Research Advisory Committee 800 North Quincy Street
Arlington, VA 22217-5660
NRAC examined QOL for Sailors and Marines, anticipated future issues, and proposed responses to challenges. QOL impacts recruitment, retention, and readiness. Good QOL is defined as good physical and psychological well being, and the social and economic resources to sustain this level. Military QOL components are basic, traditional and work areas. Basic issues are compensation, medical care, and housing. Traditional issues involve family, childcare, education, recreation, and exchange/commissary benefits. Work issues are shipboard living, training, work environment, and workload. Leadership affects the entire QOL spectrum. Data indicate Sailor's and Marine's have lost trust and confidence in their leadership. DON should develop next generation leaders; consider the impact of budget/planning decisions on quality of work life; and examine leadership examples, identify best practices, and create an environment where leaders can maximize people and their diversity. Quality of work life issues affect retention. They are inadequate compensation, manning, training, professional development, rest, personal time; excessive drudge work; poor shipboard living conditions. DON should maintain pressure to increase military pay/benefits; examine a skill-based, dual career path and pay structure; modify watch-standing requirements; increase personal/family time in port; contract out drudge work; improve non-structural aspects of shipboard living; develop/implement training strategies that maximize technology and leverage diverse demographics; emphasize and reward mentoring, and improve individual/job skill match. Many recruits are deficient in basic academic skills. DON should provide mandatory remedial training before first duty assignment for those who require it. Facilities and equipment issues are spare parts shortages, outdated tools and equipment, and inadequate computing and communications. DON should fully fund spares and logistics long-term, and aggressively insert technology into legacy platforms and facilities. Sailors and Marines expect and receive good medical care. However, system access and bill payment issues are serious problems. Recent data reflect improvement, but continued attention is necessary. QOL family issues involve childcare, housing and spouse employment. DON should increase family services support for new parents, financial counseling, youth programs; pursue improved housing; and enhance spouse employment programs. Additionally, DON should fund longitudinal research on QOL trends in the Navy and Marine Corps.
————
“DEPARTMENT OF THE NAVY COMNAVRESFORINST 1100.4A O9 FEB 1994
Subj:ENLISTED NAVAL SELECTED RESERVE (SELRES) INCENTIVE PROGRAMS
4. SAM Educational Assistance Payments
Payment cannot exceed $1,000 in any 12 month period based on the enlistment anniversary date) or a total of $4,000. Payment. is for educational expenses (tuition, fees, books, laboratory fees and shop fees for consumable material used as part of classroom or shopinstruction) incurred by members at accredited institutions”
---------------
1995 5040.1
indiana.edu/virtual_disk_library/index.cgi/3715654/FID863/SURFACE/50401.PDF
Department of Navy
Subject: Reserve Administration and Training Evaluation (RATE) Program
4. Background
“The Rate Program was initiated in response to Navy Inspector General report documenting systemic weakness in the training and administration of SELRES Personnel assigned to NRF Ships
1998 5040.1A
indiana.edu/virtual_disk_library/index.cgi/3715654/FID863/SURFACE/50401A.PDF
Department of Navy
Subject: Reserve Administration and Training Evaluation (RATE) Program
4. Background
“The Rate Program was initiated in response to Navy Inspector General report documenting systemic weakness in the training and administration of SELRES Personnel assigned to NRF Ships
SELRES Personnel assigned must be ready to mobilize on short notice and, as a result, be maintained at the highest state of readiness.”
-------------------------
1997
“Naval War College
Newport R.I.”
“TELL THE TRUTH: LCDR THOMAS M. ROSSI, USN.”
“ABSTRACT
Over 31% of the United States Navy's combatant surface
escort force are guided missile frigates (FFGs) assigned to the
Naval Reserve Force (NRF).”
“dangerous manning situation exists which will not be
reflected in any readiness report and could result in the
operational failure of the ship over time.”
“As Admiral Boorda and many other leaders continue to stress,
reservists are critical to the success of our Total Force team.
However, few civilian men and
women work in a shipboard damage control environment, conduct corrective maintenance on intricate fire control systems, serve
as a member of a weapon system's firing team, or, for that
matter, drive a ship in their normal, daily environment.”
“Even very talented individuals cannot be expected to
effectively perform in some of the NRF FFG's more sophisticated
ratings when exposed to the limited amount of annual, complete
team training NRF Selres personnel receive.”
“The skills required to professionally and safely operate a
ship at sea may not be equivalent to the skills demanded of a
medical surgeon, but there are similar consequences to be paid if
either professional attempts to work in his or her trade without
adequate training. In 1990, the Department of Defense conducted
a Total Force Policy review in which they admitted shipboard duty
may not be a satisfactory application of the reserve force
Structure.”
“Conclusion”
“I maintain based on 27 months in command of one, that the NRF FFGs are not, and should not be expected to be, fully combat ready for immediate deployment into a high threat area, under the present “system”. reservists (SELRES) portion of the crew receives neither the quantity nor the quality of training received by their active duty counterparts, neither as port of the ‘team” nore as individual crewmembers.”
-----------------
American Forces Press Service
WASHINGTON, Nov. 24, 1997
Secretary of Defense William S. Cohen said Nov. 18 the summit will address the full spectrum of health care issues, entitlements and legislative policies affecting the readiness of reserve components in the post-Cold War world.
In Phase I, slated for late November in Washington, summit participants will evaluate prevailing laws and policy relating to reserve component health care.
Participants will identify legislative and policy changes necessary to ensure members of the reserve components receive health care benefits that are consistent with the increased reliance on today's reserve force.
"We have a vested interest in the health readiness of our reserve component personnel," said Dr. Ed Martin, acting assistant secretary of defense for health affairs.
Beginning late December, the second phase of the summit will address incapacitation and disability issues. In mid-January 1998, the third phase will address reserve component access to VA benefits and programs.
Recognizing the increased reliance on the reserve components in recent years, Cohen said, "We must ensure their medical readiness to achieve a truly integrated total force. I am pleased that this summit is a partnership effort - with the DoD, the private sector and VA all working together."
(from a DoD release)
Contact Author
1997 (DOD) Department of Defense Report To Congress
Means of Improving the Provision of
Uniform and Consistent Medical and Dental Care to
Members of the Reserve Components
INTRODUCTION
http://www.dod.mil/pubs/Sec746_111099.html[11/23/2014 9:55:26 PM]
During the Cold War, a reservist incurred limited exposure to potential hazards during periods of duty (active or inactive duty). The focus for the RC was on training for mobilization. The Reserve components consisted principally of a force whose use upon mobilization would be to provide augmentation and replacement manpower for the Active components. In contrast, the focus of the Active components was on fulfilling operational requirements.Since the end of the Cold War, and with the drawdown of the force, the role of the Reserve components has changed, and the use of the RCs in the performance of operational missions has increased dramatically. Reservists are now providing daily support to military operations around the world. This increased use results in a significant increase in exposure to injury, illness, disease, and death in the line of duty. As shown in Exhibit 1, Reserve component man-day contributions to Total Force missions have increased ten-fold from a 1989 benchmark. At the same time, the overall strength of the Reserve forces has decreased by nearly one quarter. As a result, the average Reservist’s exposure to injury and illness has increased significantly.
Means of Improving the Provision of
Uniform and Consistent Medical and Dental Care to
Members of the Reserve Components
Report
To
Congress
Prepared by: Office of the Assistant Secretary of Defense For Reserve Affairs
Office of the Assistant Secretary of Defense For Health Affairs
INTRODUCTION
Section 746 of the National Defense Authorization Act (NDAA) for Fiscal Year 1997 directed the Department of Defense (DoD), in consultation with the Secretary of Transportation, to conduct a study and report to Congress on the means of improving the provision of uniform and consistent medical and dental care to members of the Reserve components (RCs). In response to this congressional requirement, two major areas were identified and evaluated: (1) reserve component health care and (2) force health protection. These topics encompass the circumstances under which medical and dental care may be provided to Reserve component service members and the means of meeting medical readiness standards for deploying those service members. To ensure a comprehensive review of the many issues related to the provision of medical care to reservists, the Department established a working summit, which included representatives from the Office of the Secretary of Defense, the Active and Reserve components and the DoD medical community. Additionally, to support this evaluation, the Department also contracted with Birch & Davis Associates, Inc. The following report is submitted in response to section 746 and reflects the department�s assessments and recommendations. The report develops recommendations for ensuring that medical treatment, entitlements, and readiness for RC members are sufficient and in parity with those provided to Active component (AC) members. The recommendations will help ensure uniform and consistent health care and related benefits for RC members that correlate with duty status and risk of illness or injury.
I ask a question.
How does the federal government directing nearly unlimited humanitarian type budgeting and manpower to a nearly unlimited amount of people possibly skip, what others had to go through, “United States Immigrant Visa Program” , follow through on something they swore an oath to defend, the Constitution for the United States of America “Preamble”?
I hear basically the same argument all the time. The United States is an immigrant nation. Well I venture to say humans are immigrants on the globe. Humans are immigrants in every nation. Where do you want to end this type of thought? So just tear all borders to entry down everywhere!!!
What if the government was like the border and we said no border here just come in at your free will and take what position you like? What if the society you live in was a baseball or sports team. Would you all of a sudden every day say open try outs and the team and the rules are always shifting? How do you start a military or a police force?
If you always just accept people running from another country that has borders itself, then do you actually assist or motivate that government with borders to improve itself?
At least those who did the United States Visa Program learned and honor the United States Constitution.
We the People
Signed in convention September 17, 1787. Ratified June 21, 1788
We the People of the United States, in Order to form a more perfect Union, establish Justice, insure domestic Tranquility, provide for the common defence, promote the general Welfare, and secure the Blessings of Liberty to ourselves and our Posterity, do ordain and establish this Constitution for the United States of America.
Roosevelt had the Great New Deal and something similar should be brought back RIGHT NOW.
I feel like some of those that cross that border and instantly assisted by the federal budget are like “THANK YOU” and laugh when they hear later or read later that the military budget for QOL or even Special Duty Assignment pay or enough money for more doctors is hotly hotly hotly debated even down to the last $10 (you will see in the example below)
Do they realize things like this in the tale of two cities?
1) how we have one part of the federal budget debate QOL budget down to the last $10 for special duty assignment pay to a combative command ( A $200,000,000 MILLION DOLLAR UNITED STATES GUIDED MISSILE FRIGATE) and even require a young broke reservist pay for their own dental without medical insurance on reserve annual poverty pay (as seen in the example below that happened to me), and another part of the federal budget go unlimited to secure support assist advocate for unlimited amount of people who decide to jump the border at there own desire and skip the entire United States Immigrant Visa Program.
Example:
“”””6th QRMC Report - Volume 1 AUGUST 1988
Unit Incentive Pay for Enlisted Selected Reservists
The 6th QRIC recommends that legislation be prepared to
permit the Secretary of the Navy to authorize payment,
under a two year test program, of "Naval Reserve Fleet Pay"
to enlisted Selected Reserve members serving on NRF ships.
This PBD included a proposed Selected Reserve Unit Incentive Pay. This
initiative would authorize the payment of an incentive pay to
Selected Reserve enlisted personnel who voluntarily affiliate
and train with certain high priority units which are
inadequately manned. It would permit payment of a $10 incentive
pay per drill period for five drills per month. This Navy
initiative was developed to help meet manpower needs for
personnel assigned to the Naval Reserve Fleet (NRF) and for
hospital corpsman assigned to Marine Corps Reserve units.
Manning and retention problems among members of the Selected
Reserve of the Naval Reserve assigned to NRF ships are of
concern to the Navy. These problems have been attributed to two
factors. First, reservists assigned to NRF ships experience many of the same hardships of sea service as members of the
active Navy, but are ineligible during IDT for the Career Sea
Pay available to active personnel. Second, reservists assigned
to the NRF experience more arduous duty than most Naval Reserve
participants, but receive no offsetting compensation.”””””
PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES)
Naval Research Advisory Committee 800 North Quincy Street
Arlington, VA 22217-5660
NRAC examined QOL for Sailors and Marines, anticipated future issues, and proposed responses to challenges. QOL impacts recruitment, retention, and readiness. Good QOL is defined as good physical and psychological well being, and the social and economic resources to sustain this level. Military QOL components are basic, traditional and work areas. Basic issues are compensation, medical care, and housing. Traditional issues involve family, childcare, education, recreation, and exchange/commissary benefits. Work issues are shipboard living, training, work environment, and workload. Leadership affects the entire QOL spectrum. Data indicate Sailor's and Marine's have lost trust and confidence in their leadership. DON should develop next generation leaders; consider the impact of budget/planning decisions on quality of work life; and examine leadership examples, identify best practices, and create an environment where leaders can maximize people and their diversity. Quality of work life issues affect retention. They are inadequate compensation, manning, training, professional development, rest, personal time; excessive drudge work; poor shipboard living conditions. DON should maintain pressure to increase military pay/benefits; examine a skill-based, dual career path and pay structure; modify watch-standing requirements; increase personal/family time in port; contract out drudge work; improve non-structural aspects of shipboard living; develop/implement training strategies that maximize technology and leverage diverse demographics; emphasize and reward mentoring, and improve individual/job skill match. Many recruits are deficient in basic academic skills. DON should provide mandatory remedial training before first duty assignment for those who require it. Facilities and equipment issues are spare parts shortages, outdated tools and equipment, and inadequate computing and communications. DON should fully fund spares and logistics long-term, and aggressively insert technology into legacy platforms and facilities. Sailors and Marines expect and receive good medical care. However, system access and bill payment issues are serious problems. Recent data reflect improvement, but continued attention is necessary. QOL family issues involve childcare, housing and spouse employment. DON should increase family services support for new parents, financial counseling, youth programs; pursue improved housing; and enhance spouse employment programs. Additionally, DON should fund longitudinal research on QOL trends in the Navy and Marine Corps.
————
“DEPARTMENT OF THE NAVY COMNAVRESFORINST 1100.4A O9 FEB 1994
Subj:ENLISTED NAVAL SELECTED RESERVE (SELRES) INCENTIVE PROGRAMS
4. SAM Educational Assistance Payments
Payment cannot exceed $1,000 in any 12 month period based on the enlistment anniversary date) or a total of $4,000. Payment. is for educational expenses (tuition, fees, books, laboratory fees and shop fees for consumable material used as part of classroom or shopinstruction) incurred by members at accredited institutions”
---------------
1995 5040.1
indiana.edu/virtual_disk_library/index.cgi/3715654/FID863/SURFACE/50401.PDF
Department of Navy
Subject: Reserve Administration and Training Evaluation (RATE) Program
4. Background
“The Rate Program was initiated in response to Navy Inspector General report documenting systemic weakness in the training and administration of SELRES Personnel assigned to NRF Ships
1998 5040.1A
indiana.edu/virtual_disk_library/index.cgi/3715654/FID863/SURFACE/50401A.PDF
Department of Navy
Subject: Reserve Administration and Training Evaluation (RATE) Program
4. Background
“The Rate Program was initiated in response to Navy Inspector General report documenting systemic weakness in the training and administration of SELRES Personnel assigned to NRF Ships
SELRES Personnel assigned must be ready to mobilize on short notice and, as a result, be maintained at the highest state of readiness.”
-------------------------
1997
“Naval War College
Newport R.I.”
“TELL THE TRUTH: LCDR THOMAS M. ROSSI, USN.”
“ABSTRACT
Over 31% of the United States Navy's combatant surface
escort force are guided missile frigates (FFGs) assigned to the
Naval Reserve Force (NRF).”
“dangerous manning situation exists which will not be
reflected in any readiness report and could result in the
operational failure of the ship over time.”
“As Admiral Boorda and many other leaders continue to stress,
reservists are critical to the success of our Total Force team.
However, few civilian men and
women work in a shipboard damage control environment, conduct corrective maintenance on intricate fire control systems, serve
as a member of a weapon system's firing team, or, for that
matter, drive a ship in their normal, daily environment.”
“Even very talented individuals cannot be expected to
effectively perform in some of the NRF FFG's more sophisticated
ratings when exposed to the limited amount of annual, complete
team training NRF Selres personnel receive.”
“The skills required to professionally and safely operate a
ship at sea may not be equivalent to the skills demanded of a
medical surgeon, but there are similar consequences to be paid if
either professional attempts to work in his or her trade without
adequate training. In 1990, the Department of Defense conducted
a Total Force Policy review in which they admitted shipboard duty
may not be a satisfactory application of the reserve force
Structure.”
“Conclusion”
“I maintain based on 27 months in command of one, that the NRF FFGs are not, and should not be expected to be, fully combat ready for immediate deployment into a high threat area, under the present “system”. reservists (SELRES) portion of the crew receives neither the quantity nor the quality of training received by their active duty counterparts, neither as port of the ‘team” nore as individual crewmembers.”
-----------------
American Forces Press Service
WASHINGTON, Nov. 24, 1997
Secretary of Defense William S. Cohen said Nov. 18 the summit will address the full spectrum of health care issues, entitlements and legislative policies affecting the readiness of reserve components in the post-Cold War world.
In Phase I, slated for late November in Washington, summit participants will evaluate prevailing laws and policy relating to reserve component health care.
Participants will identify legislative and policy changes necessary to ensure members of the reserve components receive health care benefits that are consistent with the increased reliance on today's reserve force.
"We have a vested interest in the health readiness of our reserve component personnel," said Dr. Ed Martin, acting assistant secretary of defense for health affairs.
Beginning late December, the second phase of the summit will address incapacitation and disability issues. In mid-January 1998, the third phase will address reserve component access to VA benefits and programs.
Recognizing the increased reliance on the reserve components in recent years, Cohen said, "We must ensure their medical readiness to achieve a truly integrated total force. I am pleased that this summit is a partnership effort - with the DoD, the private sector and VA all working together."
(from a DoD release)
Contact Author
1997 (DOD) Department of Defense Report To Congress
Means of Improving the Provision of
Uniform and Consistent Medical and Dental Care to
Members of the Reserve Components
INTRODUCTION
http://www.dod.mil/pubs/Sec746_111099.html[11/23/2014 9:55:26 PM]
During the Cold War, a reservist incurred limited exposure to potential hazards during periods of duty (active or inactive duty). The focus for the RC was on training for mobilization. The Reserve components consisted principally of a force whose use upon mobilization would be to provide augmentation and replacement manpower for the Active components. In contrast, the focus of the Active components was on fulfilling operational requirements.Since the end of the Cold War, and with the drawdown of the force, the role of the Reserve components has changed, and the use of the RCs in the performance of operational missions has increased dramatically. Reservists are now providing daily support to military operations around the world. This increased use results in a significant increase in exposure to injury, illness, disease, and death in the line of duty. As shown in Exhibit 1, Reserve component man-day contributions to Total Force missions have increased ten-fold from a 1989 benchmark. At the same time, the overall strength of the Reserve forces has decreased by nearly one quarter. As a result, the average Reservist’s exposure to injury and illness has increased significantly.
Means of Improving the Provision of
Uniform and Consistent Medical and Dental Care to
Members of the Reserve Components
Report
To
Congress
Prepared by: Office of the Assistant Secretary of Defense For Reserve Affairs
Office of the Assistant Secretary of Defense For Health Affairs
INTRODUCTION
Section 746 of the National Defense Authorization Act (NDAA) for Fiscal Year 1997 directed the Department of Defense (DoD), in consultation with the Secretary of Transportation, to conduct a study and report to Congress on the means of improving the provision of uniform and consistent medical and dental care to members of the Reserve components (RCs). In response to this congressional requirement, two major areas were identified and evaluated: (1) reserve component health care and (2) force health protection. These topics encompass the circumstances under which medical and dental care may be provided to Reserve component service members and the means of meeting medical readiness standards for deploying those service members. To ensure a comprehensive review of the many issues related to the provision of medical care to reservists, the Department established a working summit, which included representatives from the Office of the Secretary of Defense, the Active and Reserve components and the DoD medical community. Additionally, to support this evaluation, the Department also contracted with Birch & Davis Associates, Inc. The following report is submitted in response to section 746 and reflects the department�s assessments and recommendations. The report develops recommendations for ensuring that medical treatment, entitlements, and readiness for RC members are sufficient and in parity with those provided to Active component (AC) members. The recommendations will help ensure uniform and consistent health care and related benefits for RC members that correlate with duty status and risk of illness or injury.
I ask a question.
How does the federal government directing nearly unlimited humanitarian type budgeting and manpower to a nearly unlimited amount of people possibly skip, what others had to go through, “United States Immigrant Visa Program” , follow through on something they swore an oath to defend, the Constitution for the United States of America “Preamble”?
I hear basically the same argument all the time. The United States is an immigrant nation. Well I venture to say humans are immigrants on the globe. Humans are immigrants in every nation. Where do you want to end this type of thought? So just tear all borders to entry down everywhere!!!
What if the government was like the border and we said no border here just come in at your free will and take what position you like? What if the society you live in was a baseball or sports team. Would you all of a sudden every day say open try outs and the team and the rules are always shifting? How do you start a military or a police force?
If you always just accept people running from another country that has borders itself, then do you actually assist or motivate that government with borders to improve itself?
At least those who did the United States Visa Program learned and honor the United States Constitution.
We the People
Signed in convention September 17, 1787. Ratified June 21, 1788
We the People of the United States, in Order to form a more perfect Union, establish Justice, insure domestic Tranquility, provide for the common defence, promote the general Welfare, and secure the Blessings of Liberty to ourselves and our Posterity, do ordain and establish this Constitution for the United States of America.
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