DOD Service Academies: Problems Limit Feasibility of Graduates Directly
Entering the Reserves (Letter Report, 03/24/97, GAO/NSIAD-97-89).
Pursuant to a legislative requirement, GAO reviewed the policy and cost
implications of up to 5 percent of each military service academy's
graduating class serving in the reserve with a corresponding increase in
the number of Reserve Officers Training Corps (ROTC) graduates serving
on active duty, focusing on: (1) the number of academy graduates serving
in an active status in the reserve component; (2) the feasibility and
implications of a proposal to have academy graduates serve in a drilling
status in the reserve component without having served on active duty as
a means of enhancing the capability of the guard/reserves; and (3) other
means through which the reserve components are recruiting junior
officers.
GAO noted that: (1) as of October 1, 1996, 5,014 service academy
graduates were serving in the active reserve components; (2)
additionally, 424 academy graduates were on active duty with a reserve
component performing full-time Active Guard/Reserve support functions
under the authority of 10 U.S.C. 12301(d) and 32 U.S.C. 502(f); (3)
about 4.6 percent of the officers in the drilling guard/reserves were
academy graduates compared to 17.4 percent of the active forces; (4)
Department of Defense (DOD), service, and academy officials, with the
exception of those representing the National Guard, believe that sending
academy graduates to the drilling guard/reserves upon graduation would
be counterproductive; (5) they pointed to the need for new officers,
regardless of their commissioning source, to receive skill training and
experience before they can be productive guard/reserve members; (6)
since the academies are the most expensive source of new officers,
concerns were expressed that sending academy graduates to the reserves
before they complete their active duty obligation would not produce a
sufficient payback for the cost of their education; (7) DOD officials
additionally cited a number of administrative and practical problems
that would require policy changes at the academies and the selected
reserves; (8) National Guard officials, however, noted that they have
vacancies for officers in the junior officer grades and believe that the
assignment of academy graduates directly to the National Guard would be
feasible; (9) based on their experiences with programs for new ROTC
graduate accessions, National Guard officials believe that the policy
and administrative difficulties in accessing academy graduates could be
managed; (10) the reserve components presently receive academy graduates
through normal attrition as academy-produced officers join the drilling
guard/reserves after completing their obligated active duty service;
(11) in addition, efforts to downsize the active duty force have had a
side benefit of enhancing the capability of the reserve component by
getting more trained and experienced officers into active reserve
status; (12) recently, these early release programs have been opened to
graduates from the academies and the ROTC; and (13) since 1994, the Army
National Guard Combat Readiness Reform Act of 1992 has allowed the Army
to bring in 482 academy graduates and 108 graduates from the ROTC with *
--------------------------- Indexing Terms -----------------------------
REPORTNUM: NSIAD-97-89
TITLE: DOD Service Academies: Problems Limit Feasibility of
Graduates Directly Entering the Reserves
DATE: 03/24/97
SUBJECT: Armed forces reserves
Federal service academies
Military officers
Military training
Military recruiting
Human resources utilization
Cost effectiveness analysis
Education or training costs
IDENTIFIER: Reserve Officer Training Corps Program
Army Individual Mobilization Augmentee Program
Army Voluntary Early Release/Retirement Program
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Cover
================================================================ COVER
Report to Congressional Requesters
March 1997
DOD SERVICE ACADEMIES - PROBLEMS
LIMIT FEASIBILITY OF GRADUATES
DIRECTLY ENTERING THE RESERVES
GAO/NSIAD-97-89
DOD Service Academies
(703163)
Abbreviations
=============================================================== ABBREV
AGR - Active Guard/Reserve
DOD - Department of Defense
IMA - Individual Mobilization Augmentees
OCS - Officer Candidate Schools
OCS/OTS - Officer Candidate Schools/Officer Training Schools
ROTC - Reserve Officers Training Corps
VERRP - Voluntary Early Release/Retirement Program
Letter
=============================================================== LETTER
B-276401
March 24, 1997
The Honorable Strom Thurmond
Chairman
The Honorable Carl Levin
Ranking Minority Member
Committee on Armed Services
United States Senate
The Honorable Floyd Spence
Chairman
The Honorable Ronald Dellums
Ranking Minority Member
Committee on National Security
House of Representatives
Section 557 of the National Defense Authorization Act for Fiscal Year
1997 (P. L. 104-201) directed us to report to the congressional
defense committees on the policy and cost implications of up to 5
percent of each academy's graduating class serving in the reserve
with a corresponding increase in the number of Reserve Officers
Training Corps (ROTC) graduates serving on active duty. Based on
discussions with your offices, we (1) determined the number of
academy graduates serving in an active status in the reserve
component; (2) obtained information regarding the feasibility and
implications of a proposal to have academy graduates serve in a
drilling status in the reserve component, without having served on
active duty, as a means of enhancing the capability of the
guard/reserves; and (3) identified other means through which the
reserve components are recruiting junior officers.
BACKGROUND
------------------------------------------------------------ Letter :1
The Department of Defense (DOD) has several commissioning programs
that it uses to bring new officers onto active duty, including the
service academies, ROTC, and the services' Officer Candidate
Schools/Officer Training Schools (OCS/OTS). These programs vary in
length, intensity, and content; the required period of active duty
service incurred; and their cost to DOD. Each of the academies
produces about 1,000 graduates a year. Consequently, if 5 percent of
the graduates were to enter the guard/reserve, it would involve about
50 graduates a year from each of the 3 DOD academies. In 1996, the
numbers of ROTC and OCS/OTS officers produced, respectively, in each
of the services were: 2,887 and 350 in the Army, 857 and 1,383 in
the Navy, 227 and 365 in the Marine Corps, and 1,637 and 646 in the
Air Force.
The reserve components have become increasingly central to the U.S.
national defense strategy and have played an integral part in most
recent military operations, including the Gulf War and Bosnia. The
reserve component consists of various categories involving different
degrees of participation. The policy proposal we examined specified
that placement of academy graduates would be in an active reserve
status, which includes only those in the selected reserve. The
selected reserve includes those individuals in a part-time, paid
drill status in either a reserve or National Guard unit, personnel in
the Active Guard/Reserve (AGR) on active duty providing full-time
support, and trained personnel called Individual Mobilization
Augmentees (IMA) designated to fill specific positions during
mobilization. Since AGR personnel are on active duty and IMA
personnel are typically fully trained, we focused our examination of
the policy proposal only on the drilling guard/reserve. (See app.
II for further background on the reserve components.)
RESULTS IN BRIEF
------------------------------------------------------------ Letter :2
As of October 1, 1996, 5,014 service academy graduates were serving
in the active reserve components. Additionally, 424 academy
graduates were on active duty with a reserve component performing
full-time AGR support functions under the authority of 10 U.S.C.
12301(d) and 32 U.S.C. 502(f). About 4.6 percent of the officers in
the drilling guard/reserves were academy graduates compared to 17.4
percent of the active forces.
Department of Defense, service, and academy officials, with the
exception of those representing the National Guard, believe that
sending academy graduates to the drilling guard/reserves upon
graduation would be counterproductive. They pointed to the need for
new officers, regardless of their commissioning source, to receive
skill training and experience before they can be productive
guard/reserve members. Since the academies are the most expensive
source of new officers, concerns were expressed that sending academy
graduates to the reserves before they complete their active duty
obligation would not produce a sufficient payback for the cost of
their education. Department of Defense officials additionally cited
a number of administrative and practical problems that would require
policy changes at the academies and the selected reserves.
National Guard officials, however, noted that they have vacancies for
officers in the junior officer grades and believe that the assignment
of academy graduates directly to the National Guard would be
feasible. Based on their experiences with programs for new Reserve
Officers Training Corps graduate accessions, National Guard officials
believe that the policy and administrative difficulties in accessing
academy graduates could be managed.
The reserve components presently receive academy graduates through
normal attrition as academy-produced officers join the drilling
guard/reserves after completing their obligated active duty service.
In addition, efforts to downsize the active duty force have had a
side benefit of enhancing the capability of the reserve component by
getting more trained and experienced officers into active reserve
status. Recently, these early release programs have been opened to
graduates from the academies and the Reserve Officers Training Corps.
Since 1994, the Army National Guard Combat Readiness Reform Act of
1992\1 has allowed the Army to bring in 482 academy graduates and 108
graduates from the Reserve Officers Training Corps with 2 to 3 years
of experience to serve the remainder of their military service
obligations in the selected reserves.
--------------------
\1 Title XI of P.L. 102-484, October 23, 1992, 106 Stat. 2315,
2536.
ACADEMY GRADUATES IN THE
DRILLING GUARD/RESERVE
------------------------------------------------------------ Letter :3
As of October 1, 1996, the drilling guard/reserve officer corps of
109,594 included 5,014 academy graduates, or about 4.6 percent (see
fig. 1). This percentage compares to academy graduates comprising
about 17.4 percent of the active duty officer corps (see fig. 2).
The Navy reserve has the largest proportion of academy graduates at
10.3 percent, followed by the Air Force at 6.0 percent, the Marine
Corps at 3.5 percent, and the Army at 2.6 percent.
About 424 academy graduates were on full-time active duty in a
reserve component under 10 U.S.C. 12301(d) and 32 U.S.C. 502(f) for
the purpose of organizing, administering, recruiting, instructing,
and training the reservists. See appendix III for additional details
on the number of academy graduates serving in the selected reserve.
Figure 1: Drilling
Guard/Reserve Officers by
Source of Commission
(See figure in printed
edition.)
Note: The "OCS" category in
this figure refers to the
active duty OCS/OTS program.
The "Other" category includes:
graduates of the Army National
Guard OCS schools run by each
state and territory, the 6-week
Air National Guard Academy of
Military Science, direct
commissions, officers trained
in one service and accessed in
another, and officers whose
source of commission was
missing.
(See figure in printed
edition.)
Figure 2: Active Duty Officers
by Source of Commission
(See figure in printed
edition.)
Note: The "Other" category
includes officers accessed by
direct commissions (commissions
offered to professionals in
medicine, law, and the
ministry), officers trained in
one service and accessed in
another, and officers whose
source of commission was
missing.
(See figure in printed
edition.)
FEASIBILITY OF ACADEMY
GRADUATES SERVING IN THE
GUARD/RESERVE UPON GRADUATION
------------------------------------------------------------ Letter :4
CONCERNS RAISED REGARDING
LACK OF EXPERIENCE AND
TRAINING FOR IMMEDIATE
RESERVE DUTY
---------------------------------------------------------- Letter :4.1
DOD, the active services, and the reserve components, with the
exception of the Army National Guard and the Air National Guard,
stated that sending service academy graduates directly to the
drilling guard/reserve without officer skill training or active duty
experience would not enhance the capability of the reserve component.
Newly commissioned officers, regardless of whether they come from the
academies, ROTC, or OCS/OTS, are not fully prepared for direct entry
into military jobs. The military education at the service academies
and the other commissioning programs focus on preparing graduates to
go into the active component. But these commissioning programs do
not provide specific military occupational skills. The transition
into the active service is considered a necessary part of completing
an officer's education. Also, DOD officials told us that those
officers who enter the guard/reserves without active duty experience
would likely be at a competitive disadvantage, which could negatively
affect their long-term career potential as a member of the reserve
component.
An additional concern to the reserve components is funding for
mandatory follow-on training for newly commissioned officers
transferred directly to units after commissioning. The requirement
to train these officers would shift to the respective component,
imposing significant increases in training funds because the basic
branch qualification courses involve active duty, with sometimes
lengthy training.
DIRECT ENTRY INTO
GUARD/RESERVE MAY NOT BE
CONSIDERED ADEQUATE PAYBACK
FOR THE COST OF ACADEMY
EDUCATION
---------------------------------------------------------- Letter :4.2
DOD, the service academies, and the reserves believe that serving in
the drilling guard/reserve may not be considered by the Congress or
the taxpayers to be sufficient recoupment for the cost of an academy
education. The service academies spent about $762 million in fiscal
year 1995 to produce 2,900 officers. The cost of producing an
officer in the class of 1995 was $277,000 at the Military Academy,
$218,000 at the Naval Academy, $283,000 at the Air Force Academy, and
$82,000\2 for the scholarship ROTC program. The services' OCS/OTS
programs and the National Guard OCS programs are considerably less
expensive.
The Congress has expressed concern about ensuring an adequate payback
for the cost of officer training. The minimum active duty service
commitment for academy graduates is 5 years, and ROTC graduates are
obligated to serve 4 years. The active duty service commitment for
academy graduates was raised to 6 years, starting with the class
entering the academies in 1992, in an effort to ensure a greater
return for the cost of an academy education. But before the change
took effect, the 6-year obligation was rolled back to 5 years in 1995
because of concerns that it would harm academy recruiting.
DOD officials have raised the question of whether attendance at
training for 2 days per month and an annual training requirement of
about 14 days would provide an adequate payback for DOD's investment
of $218,000 to $283,000 in an academy graduate's education. If an
academy graduate's 5-year service obligation was required to be
served through drilling guard/reserve participation, it would amount
to about 190 total days of service. That amount would provide an
implicit payback rate for their education of between $1,147 and
$1,489 per day of drilling guard/reserve service.
--------------------
\2 The ROTC cost per graduate includes only those costs paid for by
the military.
ADMINISTRATIVE AND PRACTICAL
DIFFICULTIES IN ACCESSING
ACADEMY GRADUATES DIRECTLY
INTO ACTIVE RESERVE SERVICE
---------------------------------------------------------- Letter :4.3
Officials cited a number of administrative and practical difficulties
that would have to be overcome to make direct accession of academy
graduates into the reserves feasible. They cited problems regarding
the absence of an employment placement process at the academies;
placement of graduates into drilling guard/reserve units; enforcement
of guard/reserve service obligations; development of a fair and
efficient selection process for determining which academy graduates
would go to the guard/reserve, additional funding to provide skill
training; the need to increase Navy ROTC enrollments to take the
place of the academy graduates on active duty; and limited capacity
in the Naval Reserve to absorb additional officers.
The academies send their commissioned graduates to active duty and
therefore have had no need for a civilian job placement operation.
However, since service in the drilling guard/reserve would entail
only part-time service (1 weekend a month plus an annual 2-week
training period), academy graduates headed for immediate placement in
the guard/reserve would need to be offered assistance finding jobs.
Job placement assistance for ROTC students who are not offered active
duty assignments is handled the same way it is for other students by
the college or university they attend. Regardless of the source of
commission, there is no guarantee that graduates would take jobs that
are geographically close enough to guard/reserve units with
vacancies.
Potential reservists cannot be directed to specific units with
vacancies if they live beyond a certain distance from the
unit/reserve training site. The current policy is that guard/reserve
members must live within 50 miles, or a 90-minute commute, of their
training sites. If multiple training periods are performed together
and mess facilities are available at the site, the distance is
extended to 100 miles. However, we were told that the Army National
Guard makes exceptions to this policy in less populated states for
highly qualified officers and enlisted candidates who are willing to
travel greater distances.
DOD and service officials told us it would be difficult to enforce
participation in the drilling guard/reserve by academy graduates or
others who decided to leave active guard/reserve service with some
remaining service obligation. The guard/reserves depend upon
voluntary service. Under current policy, guard/reserve officers with
a valid reason, such as family hardship, can move from the drilling
guard/reserve to an inactive status at any time. Also, the
enforcement alternative of calling to active duty those members who
fail to abide by their guard/reserve commitment would be counter to
the proposal's objectives.
Sending academy graduates to the guard/reserve directly after
graduation would create a dilemma regarding fair and efficient
selection criteria. Presently, students select their service
assignments based on class standing, with top performing
cadets/midshipmen having preference to available assignments over
lower performers. A determination would need to be made regarding
whether immediate guard/reserve selection would be voluntary or
involuntary. If voluntary, there would be at least two issues to
consider: whether there should be any restrictions on eligibility
and what would happen if less than 5 percent volunteered. If
assignment to the guard/reserve was involuntary, academy officials
expressed concerns about a negative impact on cadet/midshipman
motivation and breaking faith with the promise of an active duty
assignment following graduation.
During the past 5 years, Air Force Reserve officer accessions have
been primarily those with prior active service. Consequently, they
have not planned or budgeted for training for officers without active
duty experience. The costs of initial skill training for academy
graduates would have to be programmed and budgeted by the Air Force
Reserves.
Sending 5 percent of academy graduates to the reserve components
would require rescheduling a similar number of ROTC graduates to
active service. Initially, this would be a problem for the Navy.
Navy ROTC programs have not been producing any graduates for the
reserve. Consequently, the Navy would not currently have a
sufficient number of excess ROTC graduates to replace about 50
academy graduates a year diverted from active duty to reserve
service. Since most Naval ROTC students are on scholarship, with
long lead times between scholarship award and graduation, the
implementation of such a policy would require additional funding and
substantial lead time.
Finally, Navy officials stated that there are too few billets in the
Naval Reserve to accommodate the number of officers already seeking
Naval Reserve participation. Taking some of those billets for newly
commissioned ensigns coming directly from the Naval Academy would
compound the problem.
NATIONAL GUARD HAS VACANCIES
AT JUNIOR OFFICER GRADES
---------------------------------------------------------- Letter :4.4
Army National Guard officials stated that they have about 2,261
vacancies at the first and second lieutenant grade levels and believe
the vacancies could be partially filled by academy graduates entering
directly after commissioning. The Air National Guard has about 200
entry-level officer vacancies a year, particularly in technical
occupations, that could be filled by newly commissioned officers
directly after graduation.
Both the Army and the Air National Guard have recently been
recruiting ROTC graduates who were commissioned but were not offered
active duty service. The Army Guard brought 283 ROTC graduates
directly into drilling guard service in 1994 and 852 in 1996.\3 The
Air Guard brought in 15 ROTC graduates in 1995 and 40 applied in
1996. ROTC graduates entering the guard directly after commissioning
are given the appropriate officer skill training.
--------------------
\3 The Army's database would not allow the number entering the guard
to be separated out from the total number entering the guard and
reserve in 1995.
EFFORTS TO ENHANCE THE
CAPABILITY OF THE RESERVE
COMPONENT
------------------------------------------------------------ Letter :5
The Army National Guard Combat Readiness Reform Act of 1992 provided
several initiatives for enhancing the capability of the Army National
Guard to deploy. Responding to the act, the Secretary of the Army
established an objective of increasing the proportion of qualified
prior active duty officers in the Army National Guard to 65 percent.
However, as shown in table 1, the proportion of officers in the Army
guard/reserve with 2 or more years of active duty service is only
about 50 percent. The 65-percent goal has been suspended because
under current manpower ceilings, increasing the percentage of
experienced officers would require forced early retirement of guard
officers with limited active duty experience.
Table 1
Army Reserve Component Officers With 2
or More Years of Active Duty
Percen
Fiscal Year Component Number t
-------------------------- -------------------------- ------ ------
1996 Army National Guard 20,247 49.3
Army Reserve 17,245 49.4
1995 Army National Guard 21,509 49.8
Army Reserve 21,623 53.8
----------------------------------------------------------------------
Another provision of the act, section 1112, allowed the Secretary to
provide a program under which academy graduates and distinguished
ROTC graduates could complete their military service obligation in
the selected reserve. ROTC graduates with 2 years of service are
allowed to serve the remainder of their obligation in the Army
National Guard. This program has since been consolidated into the
Voluntary Early Release/Retirement Program (VERRP)\4 under category
G.
The number of academy and ROTC graduates leaving active duty before
completing their initial active duty service obligation under VERRP
are shown in tables 2 and 3. Those leaving active duty under
category G before completing their military service obligation were
required to serve out their remaining service obligation in the
selected reserve. Those officers shown in the inactive reserve
column qualified for VERRP under a category other than category G
(e.g., having less than 1 year of initial active duty service
obligation remaining) and were not required to serve in the selected
reserves.
Table 2
Academy Graduates Released by the Army
Under VERRP, 1994-96
Releas Releas
ed to ed to
select inacti Hardsh
Total ed ve ip
releas reserv reserv releas
Fiscal year ed es e es
-------------------------------------- ------ ------ ------ ------
1994 90 90 N/A N/A
1995 446 223 186 37
1996 223 169 47 7
======================================================================
Total 759 482 233 44
----------------------------------------------------------------------
Note: N/A--Not available in the current Army database.
Source: Army Posture Statements, Fiscal Year 1997 and Fiscal Year
1998 and Army officials.
Table 3
ROTC Graduates Released by the Army
Under VERRP, 1994-96
Releas Releas
ed to ed to
select inacti Hardsh
Total ed ve ip
releas reserv reserv releas
Fiscal year ed e e es
-------------------------------------- ------ ------ ------ ------
1994 27 27 N/A N/A
1995 63 36 17 9
1996 47 45 0 2
======================================================================
Total 137 108 17 11
----------------------------------------------------------------------
Note: N/A--Not available in the current Army database.
Source: Army Posture Statements, Fiscal Year 1997 and Fiscal Year
1998 and Army officials.
These numbers indicate that there is a potential for the drilling
guard/reserve to get junior officers through programs such as VERRP.
Also, such officers would enter the guard/reserve already possessing
military skill training and active duty experience.
--------------------
\4 VERRP, which began in 1993, was designed to reduce the size of the
officer corps by allowing officers on active duty to volunteer for
release or retirement under specific conditions. Category G of the
program includes all lieutenants in competitive branches with 24 to
36 months of active service. These officers qualify for early
release if they obtain a National Guard or Army Reserve assignment
and agree to serve the remainder of their military service obligation
in the selected reserve.
CONCLUSIONS
------------------------------------------------------------ Letter :6
The proposal to send up to 5 percent of service academy graduates
directly to the drilling guard/reserve would likely encounter
significant administrative and practical difficulties and be
perceived as expensive. Reserve component capability would not be
appreciably enhanced because the newly commissioned officers would
not enter the guard/reserve with specific military skills or
experience. Also, the small number of potential officer accessions
proposed (about 50 per service per year) would not go far in
relieving the junior officer needs of the National Guard. However,
the program to attract academy- and ROTC-educated officers with 2 to
3 years active duty experience under the Army's VERRP into the
selected reserve appears to be relatively successful and offers the
potential to access a number larger than 50 junior officers, who
would be trained and experienced.
AGENCY COMMENTS AND OUR
EVALUATION
------------------------------------------------------------ Letter :7
DOD reviewed a draft of this report and concurred with our
conclusions. DOD's comments are reprinted in appendix III.
SCOPE AND METHODOLOGY
------------------------------------------------------------ Letter :8
To evaluate the feasibility of sending service academy graduates
directly to the drilling guard/reserve, we interviewed officials at
the Office of the Secretary of Defense, the service headquarters, the
service academies, reserve headquarters, and the National Guard
Bureau about the potential benefits and difficulties in accessing
academy graduates directly into the drilling guard/reserve.
The Office of the Secretary of Defense provided the cost data for the
service academies and ROTC program. The information on the number of
officers and types of commissions for the services and the drilling
guard/reserve was provided by the individual services from their
personnel databases. The VERRP results were provided by the Office
of the Chief of Staff, U.S. Army, Congressional Activities Division.
We did not independently verify the data provided.
We conducted our work from November 1996 to February 1997 in
accordance with generally accepted government auditing standards.
---------------------------------------------------------- Letter :8.1
We are sending copies of this report to other interested
congressional committees; the Secretaries of Defense, the Army, the
Navy, and the Air Force; and the Superintendents of the Military,
Naval, and Air Force academies. Copies will also be made available
to others upon request.
If you or your staff have any questions concerning this report,
please contact me at (202) 512-5140. The major contributors to this
report were William E. Beusse, Lawrence E. Dixon, and Jeanett H.
Reid.
Mark E. Gebicke
Director, Military Operations and
Capabilities Issues
RESERVE COMPONENTS
=========================================================== Appendix I
The reserves consist of three major categories: the Ready Reserve,
the Standby Reserve, and the Retired Reserve. The Ready Reserve
comprises three groups--the Selected Reserve, the Individual Ready
Reserve, and the Inactive National Guard (see table I.1). The
military members of the Ready Reserve are organized in units, or as
individuals, both of which are liable for recall to active duty to
augment the active forces in time of war or national emergency. The
Selected Reserve includes the drilling National Guard and reservists
assigned to units, full-time support personnel, and individual
mobilization augmentees.
Table I.1
Composition of the Ready Reserve
Ready Reserve
----------------------------------------------------------------------
Selected Reserve
----------------------------------------------------
---------------- ---------------- ---------------- ----------------
Drilling Guard/ Full-time Active Individual Individual Ready
Reserve Units Guard/Reserve Mobilization Reserve and
Augmentees Inactive
National Guard
----------------------------------------------------------------------
Under the total force policy, reserve component forces are considered
an integral part of the U.S. Armed Forces and essential to
implementation of the U.S. defense strategy. Reductions in the size
of the active force and increased U.S. participation in peace
operations since the end of the Cold War have increased reliance on
the reserve forces, as illustrated by the inclusion of reserve
component units in war-fighting contingency plans and peacetime
operations.
TRAINING OF THE GUARD/RESERVE
--------------------------------------------------------- Appendix I:1
As part of their service obligation, most guard/reserve members are
required to participate in prescribed training activities. Members
of the Selected Reserve are required to participate in training to
maintain their readiness and proficiency. Each year they must
participate in at least 48 4-hour inactive duty training periods--the
equivalent of 24 8-hour days, or 12 weekends a year. They must also
participate in annual training periods of about 2 weeks, which is
generally done during one consecutive period. However, some
reservists, particularly those in the Air Force and the Navy
components, often fulfill the annual training requirement during
several shorter periods.
Members of the Individual Ready Reserve and Inactive National Guard
are not required to meet the same training requirements as members of
the Selected Reserve. However, they are required to serve 1 day of
duty each year to accomplish screening requirements and may
participate voluntarily in inactive duty training. Members of the
Retired Reserve are not subject to mandatory training. However, they
are encouraged to participate voluntarily to maintain their
readiness.
ACTIVE DUTY AND DRILLING
GUARD/RESERVE MILITARY OFFICERS
========================================================== Appendix II
Table II.1
Source of Commission of Navy and Naval
Reserve Officers
Navy
----------------------------------------------------------------------
Active duty Reserve
-------------- --------------
Percen Percen
Source of commission Number t Number t
-------------------------------------- ------ ------ ------ ------
Academy 10,566 17.98 1,916 10.25
Reserve Officers Training Corps 11,278 19.19 2,723 14.57
Officer Candidate Schools 12,570 21.39 4,644 24.84
Other 24,357 41.44 9,410 50.34
======================================================================
Total 58,771 100.00 18,693 100.00
----------------------------------------------------------------------
Table II.2
Source of Commission of Army Active
Duty, Reserve, and National Guard
Officers
Army
----------------------------------------------------------------------
National
Active duty Reserve Guard
------------- ------------- -------------
Numbe Percen Numbe Percen Numbe Percen
Source of commission r t r t r t
------------------------- ----- ------ ----- ------ ----- ------
Academy 11,16 16.27 1,282 3.95 501 1.41
8
Reserve Officers Training 39,82 58.01 12,85 39.59 10,92 30.71
Corps 9 4 5
Officer Candidate Schools 6,032 8.79 2,928 9.02 2,107 5.92
Other 11,62 16.93 15,40 47.44 22,03 61.96
4 3 8
======================================================================
Total 68,65 100.00 32,46 100.00 35,57 100.00
3 7 1
----------------------------------------------------------------------
Table II.3
Source of Commission of Air Force Active
Duty, Reserve, and National Guard
Officers
Air Force
----------------------------------------------------------------------
National
Active duty Reserve Guard
------------- ------------- -------------
Numbe Percen Numbe Percen Numbe Percen
Source of commission r t r t r t
------------------------- ----- ------ ----- ------ ----- ------
Academy 14,74 19.30 626 7.09 600 5.22
3
Reserve Officers Training 31,80 41.64 2,244 25.43 2,041 17.76
Corps 9
Officer Training Schools 16,01 20.97 2,010 22.78 5,497 47.82
6
Other 13,82 18.09 3,945 44.70 3,357 29.20
0
======================================================================
Total 76,38 100.00 8,825 100.00 11,49 100.00
8 5
----------------------------------------------------------------------
Table II.4
Source of Commission of Marine Corps
Active Duty and Reserve Officers
Marine Corps
----------------------------------------------------------------------
Active duty Reserve
-------------- --------------
Percen Percen
Source of commission Number t Number t
-------------------------------------- ------ ------ ------ ------
Academy 1,691 10.55 89 3.50
Reserve Officers Training Corps 2,848 17.77 201 7.90
Officer Candidate Schools 11,488 71.68 2,253 88.60
Other 0 0.00 0 0.00
======================================================================
Total 16,027 100.00 2,543 100.00
----------------------------------------------------------------------
Table II.5
Active Duty Guard/Reserves serving under
10 U.S.C. Section 12301(d)
Army Air Force
-------------- --------------
Source of Reserv Reserv Marine
commission Navy e ARNG e ANG Corps Total
--------------- ------ ------ ------ ------ ------ ------ ===============
Academy 149 43 54 15 102 61 424
Reserve 329 1,328 1,016 61 349 92 3,175
Officers
Training Corps
Officer 973 391 431 81 752 212 2,840
Candidate
Schools/
Officer
Training
Schools
Other 436 924 2,688 43 170 0 4,261
================================================================================
Total 1,887 2,686 4,189 200 1,373 365 10,700
--------------------------------------------------------------------------------
(See figure in printed edition.)APPENDIX III
COMMENTS FROM THE DEPARTMENT OF
DEFENSE
========================================================== Appendix II
*** End of document. ***