Would board of E-4/E-6 soldiers and field grade officers, who are focused on problem-solving, work?

2017-07-10T09:52:10-04:00

I would love to see this happen (I know it won't). Every couple week or so a board meets and hears out of some of the problems that need to be addressed that a lot of field grade officers don't see. Not like a complaining session but where actual issues all the way around need to be adjusted. Would it work? Would problems get fixed? Thoughts?

Response by MSG Private RallyPoint Member made Jul 10 at 2017 9:56 AM

2017-07-10T09:56:20-04:00

This could be a good idea (if OPTEMPO allows for it), but you and I both know that Soldiers will just turn it into a b*tch session about anything and everything.

Response by SGT Private RallyPoint Member made Jul 10 at 2017 9:57 AM

2017-07-10T09:57:09-04:00

Why not just use the chain of command?

Response by SGT Private RallyPoint Member made Jul 10 at 2017 10:12 AM

2017-07-10T10:12:29-04:00

I don’t think that’s a bad idea. Kinda like an AAR for the weekly training or so and other problems or concerns can be addressed

Response by SSG Edward Tilton made Jul 10 at 2017 10:16 AM

2017-07-10T10:16:40-04:00

Sounds like a Soviet

Response by LTC Kevin B. made Jul 10 at 2017 10:21 AM

2017-07-10T10:21:06-04:00

We had something similar when I was an enlisted soldier at Fort Hood, and it worked great. We had a Junior Enlisted Council, where every platoon within the battalion had a representative (and one of those representatives was designated as the Chair of the Council). The Council met monthly, sorted through all of the various problems, focused on those that were legitimate, prioritized those needing to be addressed most urgently, and then went to the Battalion Commander with proposed solutions. He fixed so many problems in such a short manner that, before long, the subordinate leaders (Company Commanders, 1SGs, etc.) were asking us to bring issues directly to them, and they'd fix it at their level (rather than having the big boss come down onto them). We solved issues with leave policies, duty rosters, unfair/uneven treatment of soldiers, harassment, etc. It can work, but if you have a responsive chain of command (who actually listens and takes action), it shouldn't be necessary.

Response by SFC Private RallyPoint Member made Jul 10 at 2017 10:45 AM

2017-07-10T10:45:39-04:00

Sounds like a sensing session.

Response by CW3 Private RallyPoint Member made Jul 10 at 2017 10:59 AM

2017-07-10T10:59:04-04:00

I have seen similar things like this happen in the past. Unfortunately, it seems to be very difficult for such formats not to turn into "b*tch sessions."

Response by PO2 Richard C. made Jul 10 at 2017 11:00 AM

2017-07-10T11:00:07-04:00

Many well-run companies use a similar concept, where representative of middle management and representatives elected from the work force by their peers meet periodically to discuss company and employee issues. With the right people in place - those willing to listen and not turn it into a series of bitch or accusation sessions - it works well. Would it work in the military? Probably not. Structural hierarchy is too firmly entrenched.

Response by Lt Col Jim Coe made Jul 10 at 2017 11:12 AM

2017-07-10T11:12:06-04:00

I think there is little possibility this would work. The military isn't good at doing things by committee, just not set up that way by culture or training. There are avenues for junior enlisted personnel to bring legitimate complaints to the attention of the chain of command. BTW, you might be surprised at what SNCOs and Field Grade officers know. A lot of things get discussed in staff meetings with the XO or Commander. Not everything can be top priority. Sometimes they choose not to address some challenges because of limited resources and time. The other thing military organizations sometimes do poorly is providing feedback when a problem is identified.

Response by SFC Joseph Weber made Jul 10 at 2017 1:00 PM

2017-07-10T13:00:25-04:00

Isn't that the CSM job?

Response by SGT Tony Clifford made Jul 10 at 2017 1:32 PM

2017-07-10T13:32:16-04:00

If instead this were a rotating board of E4, E5, and E6s that were told to discuss proposed policy changes before the higher ups put it out to big army, it might work. If you got 2 or each rank from combat arms, support MOSs and medical services it would pretty much end the problem of the "good idea fairy". The ACU was the perfect example of this. It was decided on before any troop could say that this magical all environment camouflage pattern didn't match any environment.

Response by Maj John Bell made Jul 10 at 2017 2:21 PM

2017-07-10T14:21:47-04:00

As a company grade officer, when I had a command, I never needed a desk. As a Platoon Leader, I had a platoon guide, assisted by the house mouse, who handled paper work. I just reviewed it before it went to the Company GySgt or XO. As a Company Commander, I had a Company GySgt assisted by the Company clerks who handled the paper work, and a Company XO who reviewed before it went to Battalion.

From morning quarters until secure, I was with my unit, garrison or field, observing NCO's and SNCO, carrying out my commands, (or standing at attention explaining myself to the six) I didn't get surprised often, and I was there enough to ensure that the chain of command did its job.

Response by LtCol Robert Quinter made Jul 10 at 2017 2:43 PM

2017-07-10T14:43:15-04:00

As CO I would make a point of walking through all the shops at least weekly. I was fair game for anyone who wanted my ear and would ask questions when I saw something going on that interested me. My people soon relaxed as it became the norm and I reaped the benefit of their honesty. Very seldom were decisions made on the spot, but gave me a lot of things to talk with my section heads about during our meetings. Other benefit, my people knew the old man really cared

Response by MAJ Eric Greek made Jul 10 at 2017 11:00 PM

2017-07-10T23:00:36-04:00

Nope, because the only thing the board sees and considers are the number of ACOM and the enumeration #1 of ... whatever. Absent that, you are not promoted. Until the military accepts things like 360 input, aptitude testing, actual testing in OES and NCOES (the Air Force flunks and fires people when the fail their very rigorous tests ... and over time the results are evident). Ratings are entirely subjective, and if you have a good rater and senior rater you will be fine. If not?

It is a very relevant question as to whether our selects, retains, and promotes the right people. The best of the best it usually gets, the remaining 90% of what it retains is ... up for grabs.