|By Lt. Gen. Rick Lynch, Commanding General,
Installation Management Command
As the Assistant Chief of Staff
for Installation Management, I have an important responsibility to
oversee the Army Family Action Plan (AFAP) process, which is a program
that enables Soldiers, Civilians and Family members to communicate
quality- of-life issues to Army leaders. Information provided through
this process allows leaders the opportunity to affect changes that will
lead to a more-satisfied and resilient Army community.
Every month subject-matter experts from across the Army meet to analyze
recommendations submitted through the AFAP process to determine if they
are achievable. These recommendations then will be presented at the next
annual General Officer Steering Committee in January. I have promised to
regularly communicate our progress throughout the process. This month we
reviewed recommendations related to employment and Family support.
Issue number (IN) 617 recommends providing greater visibility of
qualified Wounded Warrior job applicants to Federal hiring officials.
The Civilian Human Resource Agency (CHRA) has made much progress with
One accomplishment is their partnership with the U.S. Department of
Veterans Affairs to integrate the use of their Veteran Resume Inventory
into Army recruitment business processes. Additionally, CHRA has
• The Civilian Personnel On-Line Wounded Warrior webpage.
• The Wounded Warrior Referral Process.
• The Wounded Warrior and spouse web-based resume inventory.
• A briefing that explains how to direct-hire Wounded Warriors. This
briefing is now included in the mandatory New Supervisor’s Training
Department of Defense (DoD) State Liaisons and the Army have also made
progress on IN 524, which recommends granting unemployment compensation
to military spouses who leave their jobs when accompanying service
members on a permanent change of station (PCS) move. To date, 38 states
provide unemployment compensation while the District of Columbia and
Maryland evaluate eligibility on a case-by-case basis. Ohio and
Tennessee have active legislation in progress to provide unemployment
Outreach efforts are being focused on the remaining States to solicit
their support for these dedicated military spouses and their Families.
IN 556 is a recommendation to eliminate the financial inequities in the
DoD Child Care Fee Policy due to a limited number of Total Family Income
(TFI) categories. Work on this issue resulted in the addition of three
new categories and an expanded fee range in each category. We are on
track to achieve our school year 2012-2013 goal of reaching an Armywide
single fee in each TFI category, which will result in more consistency
and predictability for Families as they move from post to post.
IN 639 recommends that Advanced Individual Training Soldiers who require
Exceptional Family Member (EFM) services and have received an overseas
assignment remain at their current installation until notification of
EFM service availability and command sponsorship is granted by the
overseas travel approval authority.
As a result of this recommendation, a rapid revision to Army Regulation
608-75, which governs the Army Exceptional Family Member Program, is in
the process of being published. The revision directs that all Soldiers
with EFMs will remain at their current installation pending notification
of EFM service availability and command sponsorship from the overseas
command. Although we have made progress with some issues, we still have
work to do on others.
This month we will continue to analyze the attainability of the
• Authorizing 100 percent of the death gratuity to any person designated
as a beneficiary by a Department of the Army Civilian killed in a
military contingency operation (regardless of their relationship).
Currently the law only recognizes spouses, children, parents or siblings
as eligible survivors (IN 634).
• Establishing a centralized DoD leave-donation bank for civilian
employees (IN 615).
• Aligning compensatory hours with standard overtime rates for Army
Civilians (IN 649).
• Standardizing and enforcing the Total Army Sponsorship Program by
providing trained and available sponsors equipped with the information
and referral resources needed for Soldiers and Families during times of
transition (IN 609).
• Accounting for the unborn children of pre-existing pregnancies when
calculating the transitional benefits for Family members of military
personnel who were separated and discharged due to domestic abuse (IN
• Coordinating with U.S. Citizen and Immigration Service for approval of
DoD-administered fingerprinting and physical examinations (IN 515).
• Providing EFM Program enrollment eligibility for Reserve-Component
Soldiers (No. 650).
• Conducting a holistic review of Family Readiness Group fundraising in
the Active and Reserve Components (IN 652).
The Army is working the issues, but the AFAP is your program. I
encourage you to learn more about the AFAP process and follow the
progress on issues that are currently being worked. I invite you to
visit the Army OneSource website at
and select the Family Programs and Services menu to activate the AFAP
active issue search feature. Once there, you can search by keyword or
issue number. You can also search by subject area, demographic group or
geographical area to see what we are doing to improve the quality of
life for Soldiers, Civilians and Families.