Better Crank It Up, Boss - Page 3

**The Reaper** · 06-04-2004, 20:41

Quote:

Originally posted by Ambush Master
Not taken as disagreeable at all, we are on the same page.

As I closed my statement, it would take a VERY LONG TIME to fill the ranks.

Later,
Martin

AM:

Since we seem to be losing more than we are gaining, it could take even less time to EMPTY the ranks.

mdp:

Novel ideas, but as long as we are under conventional control that isn't going to happen.

How about we remove promotion, schooling, and command selection from the services and give them to USSOCOM?

SF needs an extra 20 E-9s or O-6s, SOCOM has the authority to make them.

Agree with your comments about being mysterious or different attracting recruits. Works for The Unit.

I would also give every SF Battalion an indoor range adjacent to the arms room and convenient to the barracks and team rooms. You want to go shoot during lunch, you sign out your weapon and some ammo, and you bust caps. No ammo requests, no long term forecasts required.

Every Group should have a dedicated CQB facility for teams to train in.

SWCS should rotate MTTs to each Group location several times per year to conduct train-ups and refreshers.

Each SF soldier gets a GSA catalog for individual gear and equipment purchases, and a set amount to be used just for that. Teams get a larger amount, a lot larger for an extended deployment.

Max per diem is the rule, you live in a hole in the ground, you should get as much money as a guy in a four star hotel.

All Pro/HDIP pays are in effect and available. You are qualified and current, you can collect it.

160th SOAR will chop a composite company to each SFGA, or the equivalent in blade hours. SFGs gave up the aircraft that formed the 160th, but never see them in support. I was working in SFC one year when the blade hour allocation was announced. Hours available, 20,000. Number of hours for white SF, ZERO. Don't show up at the launch site to haul me in if I have never seen you fly before. And I want to see the same faces, regularly. AFSOC is very similar in terms of neglect of white SF.

Just a few personal ideas from me as well.

TR

**Razor** · 06-04-2004, 20:43

Aha-ha-ha-ha! Yeah, that's Tommy.

On the O side of the house, I know a bunch of my peers decided to get out after their team time, as they felt they hit the peak of excitement in SF being a TL. Had I stayed, I know I probably would have been willing to trade longevity of my career (agree not to compete for O-4) for the ability to be on a team (or multiple teams) for 6-8 years, rather than the 1.5-3 you get now. Then you'd have Os on teams that actually have experience, and literally have given up their careers to lead SF guys on the pointy-end. The traditional route would still be available for guys wanting to be COs and above.

mffjm8509 · 06-04-2004, 20:46

Quote:

Originally posted by The Reaper
How about we remove promotion, schooling, and command selection from the services and give them to USSOCOM?

SF needs an extra 20 E-9s or O-6s, SOCOM has the authority to make them.

I would also give every SF Battalion an indoor range adjacent to the arms room and convenient to the barracks and team rooms. You want to go shoot during lunch, you sign out your weapon and some ammo, and you bust caps. No ammo requests, no long term forecasts required.

Every Group should have a dedicated CQB facility for teams to train in.

SWCS should rotate MTTs to each Group location several times per year to conduct train-ups and refreshers.

Each SF soldier gets a GSA catalog for individual gear and equipment purchases, and a set amount to be used just for that. Teams get a larger amount, a lot larger for an extended deployment.

Max per diem is the rule, you live in a hole in the ground, you should get as much money as a guy in a four star hotel.

All Pro/HDIP pays are in effect and available. You are qualified and current, you can collect it.

160th SOAR will chop a composite company to each SFGA, or the equivalent in blade hours. SFGs gave up the aircraft that formed the 160th, but never see them in support. I was working in SFC one year when the blade hour allocation was announced. Hours available, 20,000. Number of hours for white SF, ZERO. Don't show up at the launch site to haul me in if I have never seen you fly before. And I want to see the same faces, regularly. AFSOC is very similar in terms of neglect of white SF.

Just a few personal ideas from me as well.

TR

NousDefionsDoc · 06-04-2004, 20:52

I've said it before Boss, but I'll say it again, I want to be in your SF.

mffjm8509 · 06-04-2004, 20:54

Quote:

Originally posted by The Reaper
How about we remove promotion, schooling, and command selection from the services and give them to USSOCOM?

SF needs an extra 20 E-9s or O-6s, SOCOM has the authority to make them.

I would also give every SF Battalion an indoor range adjacent to the arms room and convenient to the barracks and team rooms. You want to go shoot during lunch, you sign out your weapon and some ammo, and you bust caps. No ammo requests, no long term forecasts required.

Every Group should have a dedicated CQB facility for teams to train in.

SWCS should rotate MTTs to each Group location several times per year to conduct train-ups and refreshers.

Each SF soldier gets a GSA catalog for individual gear and equipment purchases, and a set amount to be used just for that. Teams get a larger amount, a lot larger for an extended deployment.

Max per diem is the rule, you live in a hole in the ground, you should get as much money as a guy in a four star hotel.

All Pro/HDIP pays are in effect and available. You are qualified and current, you can collect it.

160th SOAR will chop a composite company to each SFGA, or the equivalent in blade hours. SFGs gave up the aircraft that formed the 160th, but never see them in support. I was working in SFC one year when the blade hour allocation was announced. Hours available, 20,000. Number of hours for white SF, ZERO. Don't show up at the launch site to haul me in if I have never seen you fly before. And I want to see the same faces, regularly. AFSOC is very similar in terms of neglect of white SF.

Just a few personal ideas from me as well.

TR

Sorry about that last one.....too quick w/ the mouse

Super Ideas, particurarly the indoor range from someone who likes to shoot, alot!

I like the idea about USSOCOM generating promotions, but DA promotes based on authorized slots, in the Army not in SF alone. There are x # of E-9s or O-6's in the Army and it takes congress to change that number. I've always favored a GS pay scale, with the guys who accept responsiblity and are placed in charge of units getting a little more....

mp

**The Reaper** · 06-04-2004, 20:56

Quote:

Originally posted by Razor
On the O side of the house, I know a bunch of my peers decided to get out after their team time, as they felt they hit the peak of excitement in SF being a TL. Had I stayed, I know I probably would have been willing to trade longevity of my career (agree not to compete for O-4) for the ability to be on a team (or multiple teams) for 6-8 years, rather than the 1.5-3 you get now. Then you'd have Os on teams that actually have experience, and literally have given up their careers to lead SF guys on the pointy-end. The traditional route would still be available for guys wanting to be COs and above.

Okay, Os can convert to WO (upon proper vetting) and remain on ODAs without loss of pay or benefits.

TR

**Roguish Lawyer** · 06-04-2004, 20:59

Time for me to head home. Thanks for the education, gentlemen. A pleasure, as always. 'night.

mffjm8509 · 06-04-2004, 20:59

Quote:

Originally posted by Razor
. Had I stayed, I know I probably would have been willing to trade longevity of my career (agree not to compete for O-4) for the ability to be on a team (or multiple teams) for 6-8 years, rather than the 1.5-3 you get now. Then you'd have Os on teams that actually have experience, and literally have given up their careers to lead SF guys on the pointy-end. The traditional route would still be available for guys wanting to be COs and above.

Razor,

The former commander I was speaking of in my post was COL Tom Rendall. The paper he wrote suggested many things the Army has adopted, or is in the process of adopting, primarily the largest being E-Army U. Maybee not his complete idea, but deffinately one of his main points.

The other was to have officers decline conisderation for promotion to remain at the same rank, and mentor others. So if you are a successful commander (det or company) you would be given the responsibilty of mentoring those that come after you, and in the case of combat commanding in that situation as well.

mp

**Razor** · 06-04-2004, 21:01

LTC R was certainly an interesting guy, wasn't he? Do you have a softcopy of that paper anywhere?

TR, I'm raising my right hand right now; feel free to add me to the rolls at your convenience.

**Ambush Master** · 06-04-2004, 21:05

Quote:

Originally posted by NousDefionsDoc
I've said it before Boss, but I'll say it again, I want to be in your SF.

We ARE on the same page !!! And, I want to be in your SF also !!

Later
Martin

mffjm8509 · 06-04-2004, 21:13

Quote:

Originally posted by Razor
LTC R was certainly an interesting guy, wasn't he? Do you have a softcopy of that paper anywhere?

I dont.....our 2 shop had it a while back and I read it then. I can inquire next week to see if it is still on file and make a copy for you.

btw, it is that paper that interesete me in the Anton Myrer book, "Once and Eagle" which I am sure you've read, and was tha basis for his paper.

It was intersting to read the paper, and the book......seeing the comparisons between the subjects in the book and COL Rs personall experiences while being our commander.

mp

**The Reaper** · 06-04-2004, 21:14

Quote:

Originally posted by mffjm8509
I like the idea about USSOCOM generating promotions, but DA promotes based on authorized slots, in the Army not in SF alone. There are x # of E-9s or O-6's in the Army and it takes congress to change that number. I've always favored a GS pay scale, with the guys who accept responsiblity and are placed in charge of units getting a little more....

mp

I understand how the system currently works and how inventory is managed.

I propose that an exception to policy be made and SOCOM be allowed to promote as required/desired to fill positions without regard to the strength and grade limitations.

When someone is proposing adding tens of thousands of new troops, what would the respective costs be for a few promotions to retain qualified personnel?

BTW, speaking of rapidly creating SF in times of crisis, when you lose a senior NCO, warrant, or officer, they are irreplacable in the short term. SF is not the 82nd, where we just plug in the new guy as a rifleman. That 18X or new E-5 will take years to gain the confidence of his teammates, competence, language skills, area orientation, cultural awareness of his AOR, specialty schooling, experience, etc., and a decade or more before the point where he can replace the Team Sergeant, the Tech, etc. (who are the ones leaving).

When I used to work in Latin America a lot, you could always spot the new kids on the teams, even those who were Hispanic and native speakers. They just stood out. Well, except for NDD, but he was an exception.

One of my main gripes when I worked at SOCOM was that the command constantly promoted themselves as "language trained, area oriented, cultural aware Special Operations Forces", when in reality, the only SOCOM assets who actually had those quals were SF and PSYOP units.

At one time, SF was over 50% of Active ARSOF (and the largest single component of SOCOM), doing over 80% of the OCONUS missions, with less than 10% of the budget.

Add another rule. No E-7s going through the SFQC anymore either. I forgot that one. It creates SF NCO leadership with no team time. And we have all seen what that can do for us. No thanks!

And to be a Company Commander or SGM, you have to have had an ODA in that Group. To be a Battalion Commander or CSM, you have to have had a Company in that Group. And to be a Group Commander, you have to have been a Battalion Commander or CSM in that Group.

Just some additional thoughts.

TR

mffjm8509 · 06-04-2004, 21:30

Quote:

Originally posted by The Reaper
I understand how the system currently works and how inventory is managed.

When I used to work in Latin America a lot, you could always spot the new kids on the teams, even those who were Hispanic and native speakers. They just stood out. Well, except for NDD, but he was an exception.

Add another rule. No E-7s going through the SFQC anymore either. I forgot that one. It creates SF NCO leadership with no team time. And we have all seen what that can do for us. No thanks!

And to be a Company Commander or SGM, you have to have had an ODA in that Group. To be a Battalion Commander or CSM, you have to have had a Company in that Group. And to be a Group Commander, you have to have been a Battalion Commander or CSM in that Group.

Just some additional thoughts.

TR

I applogize Sir, Of course you know how the promotion management system works. I inteded to post general information for the readers, not to incinuate that you didnt undestand.

Personally, I'm a fan of the younger guys......so long as they are mangaged to balance the teams with experience. They bring a dimension to SF that hasnt been here in some time. I'm lucky though.....I've got an equal amount of younger guys to experienced guys and they seem to counter common sense and fervor.........like I said before, I'm still having fun!

I agree about not sending E-7s through the course as well, nor E-6s selected for promotion. How do I rate a guy in that capacity? If I give him a good NCOER, and push for 1-1s then I'm setting the force up for failure by selecting a less qualified NCO to manage an A-team. If I dont do that, I may be railroading a phenomenal NCO that could easliy be an Infantry 1SG.
I dont like either option.

You've got some great Ideas.....and to reinterate what others have said, I'd like to work in your Special Forces.

mp

**The Reaper** · 06-04-2004, 21:43

No apology necessary there, just QP qualified individuals with opinions freely exchanging them. Just wanted to clarify.

I agree about younger guys, but there has to be a nucleus of experienced personnel to rein these kids in, as you suggested.

I think that the 18Xers who make it are going to be hellacious Team Sergeants and Techs when they have 10-12 years in, all on ODAs.

Appreciate your and the other guys' kind words. Nothing special here, just 20 years plus of observing SF without any agendas, other than taking care of my people. It is OUR Special Forces, regardless.

Good discussion here, wish the right people read it and took it to heart.

TR

mffjm8509 · 06-04-2004, 21:57

Quote:

Originally posted by The Reaper

I think that the 18Xers who make it are going to be hellacious Team Sergeants and Techs when they have 10-12 years in, all on ODAs.

TR

Imagine that........10 years in service, all in SF. I wish that was available when I enlisted in 1985. No such luck.....but the experience I gained in the conventional Army is an asset as well.

I think in the current operational environment, working with conventional forces as we are know, the right guys graduating the SFQC, with good leadership in thier first few years on a team, will prove to be some of the stronger Team Sergeants & Team Techs we haev seen in ages...

mp