Marine Corps Capt. Brendon Connor flies his MV-22 Osprey over Oahu, Hawaii, Dec. 21, 2020.
Wednesday, December 23, 2020
'Santa Todd' Goes Virtual to Provide Holiday Joy to Children
Dec. 23, 2020 |
Todd Bishop started playing Santa Claus a couple years ago as a way to give back during the holidays, but things have changed quite a bit over the past year.
With mandatory physical distancing and mask usage in response to the COVID-19 pandemic, Bishop had to get a little more creative in sharing the holiday magic with youngsters.
"Santa Todd," as he's known, has gone virtual.
"This has actually been a silver lining sort of story," said Bishop, director of the business support office at the U.S. Army Medical Materiel Agency. " … This has enabled me to find different ways that Santa Todd can raise charitable contributions."
Bishop has leveraged social media and video calls to facilitate more than two dozen virtual visits with children, as well as virtual photos with Santa in coordination with a non-profit organization called Gold in Fight, a foundation dedicated to serving families in need due to hardships caused by pediatric cancer.
He works closely with parents to plan the visits, learning about the children in advance to help personalize the experience. Even something small like knowing the kid's name before making a FaceTime call can really make a difference.
"Having that information ahead of time, it helps create the magic," Bishop said. "Sometimes I'll have the parents hide a gift or a treat for the kid somewhere in the house then I, as Santa, can direct them to it. There's amazement there, like 'how in the heck did he do that?'"
"I usually conspire with the Elf on the Shelf whose name I also know going into the call," he laughed.
Along with personalized virtual visits and photos, Santa Todd has participated in a Facebook Live event for a local charter school and recorded a video reading a children's book for a military unit in Germany. He also was interviewed for a podcast that aired on Dec. 21, 2020.
The feedback from parents and, obviously, children has been overwhelmingly positive.
One of those parents, Army Maj. Zachary Patterson, who works with Bishop as deputy director of USAMMA's BSO, said it was a great way to leverage technology and stay safe while having some fun with his 3-year-old daughter.
"It was a good opportunity for us to still have the magical Santa experience without potentially exposing ourselves to an environment that may or may not be safe," Patterson said, like visiting a mall Santa, for example.
"It worked out even better actually," he added. "We were able to send our daughter's letter to Santa, and he was able to open it during the call. It's a way he can further personalize the experience."
Bishop hopes his efforts not only raise donations, but also spread some much-needed holiday joy.
"I think people need it, especially [now]," he said.
(C.J. Lovelace is assigned to U.S. Army Medical Logistics Command.)
Tuesday, December 22, 2020
Winter Vigil
Soldiers assigned to the 3rd U.S. Infantry Regiment, known as “The Old Guard,” maintain vigil during the first snowfall of the season at the Tomb of the Unknown Soldier at Arlington National Cemetery in Virginia, Dec. 16, 2020.
Tactical Entry
A Marine enters a room during interior tactics training at Camp Hansen in Okinawa, Japan, Dec. 10, 2020.
Air Force Releases Findings of Racial Disparity Review
Dec. 22, 2020 |
The Air Force today released its report on the findings of an Air
Force Inspector General independent review into racial disparity.
The secretary of the Air Force and the Air and Space Forces service chiefs ordered the review June 2. The measure formalized a step that former Chief of Staff of the Air Force Gen. David Goldfein raised in an official note to commanders and other senior leaders on June 1 addressing an "apparent inequity in our application of military justice" among other issues. He stated, "We will not shy away from this; as leaders and as airmen, we will own our part, and confront it head on."
In a June 3 open letter to all airmen and space professionals signed by the Air Force Secretary and the two service chiefs, the leadership team highlighted the department's self-initiated review and wrote, "We are listening, and we are taking action."
The inspector general's review focused specifically on assessing racial disparity in military discipline processes and personnel development and career opportunities as they pertain to Black/African American airmen and space professionals.
"Leaders at all levels must commit to having tough
conversations, learning about racial disparities and identifying their
part in creating an environment where all people have the same
opportunities for success, an environment where every person is heard,
every person is seen and every person is valued."
Gen. John "Jay" Raymond, Chief of Space Operations
According to Air Force IG officials, the narrow focus related to Black/African American airmen and space professionals was necessary to enable a prompt, yet thorough, assessment, but the subsequent efforts to be undertaken as a result of the review will not be exclusive to a single minority group.
"Although release of this report took longer than we originally planned, we're confident that the lessons we will learn and the plans in development to further examine disparities will provide benefit to all of our airmen and space professionals," Lt. Gen. Sami Said, Air Force Inspector General, said.
Additionally, Said explained that it is important to underscore that the review was focused on assessing racial disparity within the Air Force and was not chartered to determine whether or not racial bias or discrimination is present. Such an examination would require a much deeper study and a broader look at American society in general, which was outside the defined scope of the review, according to Said.
The IG review also did not focus on root cause analyses for any racial disparities found during the review due to the considerable time this would have added to completing the report. Instead, the intent was that root cause analyses would follow completion of the review, as necessary.
Findings
The review's methodology included an empirical examination of Air Force military justice data dating back to 2012; career development and opportunity data involving civilian, enlisted and officer ranks; and a review of all pertinent personnel and legal Air Force instructions and related publications. Additionally, the IG analyzed individual perspectives from a departmentwide IG racial disparity survey that garnered more than 123,000 responses, including more than 27,000 pages of feedback from members; conducted formal interviews of senior leaders, subject matter experts and service members; held 138 in-person 'boots-on-the-ground' listening sessions with more than 1,300 airmen and space professionals from across all major commands; and interviewed command teams at 20 installations. Finally, the IG team reexamined 23 past studies and reports involving race and demographics in the military.
This report and the many engagements with airmen and space
professionals have increased chain of command awareness and an
opportunity to build trust. Now, we must all move forward with
meaningful, lasting and sustainable change to do so."
Air Force Chief of Staff Gen. Charles Q. Brown Jr.
The review confirmed that racial disparity exists for Black/African American airmen and space professionals in the areas of military discipline and career developmental opportunities. Specifically, varying degrees of disparity were identified in apprehensions, criminal investigations, military justice, administrative separations, placement into occupational career fields, certain promotion rates, officer and civilian professional military educational development and some leadership opportunities.
According to the report, the data do not address why racial disparities exist in these areas, and that while the data shows race is a correlating factor, it does not necessarily indicate causality.
The review also found that no racial disparities appear to exist within the areas of accessions, retention, or enlisted professional military education, and there were no inherent, systemic or procedural biases found in Air Force personnel and legal guidance pertaining to discipline.
The IG report defines racial disparity as "existing when the proportion of a racial/ethnic group within the subset of the population is different from the proportion of such groups in the general population." It goes on to state that while the presence of a disparity alone is not evidence of racism, discrimination, or disparate treatment, it presents a concern that requires more in-depth analysis. Key stakeholders within the Air Force and Space Force have now been tasked to identify the root causes of these disparities.
Air Force Secretary Barbara Barrett applauded those who took time to contribute to the in-depth review and emphasized that work remains to be done.
"Thank you to the tens of thousands of Air and Space Force members who related their personal experiences, both favorable and unfavorable" Barrett said. "The IG review identified racial disparities within military justice and developmental programs. Now, we're analyzing root causes and taking appropriate actions to address these causes. These actions will include evaluating potential barriers to inclusion, expanding mentorship programs, and exploring ways to inspire and attract diverse youth to join the Air Force and Space Force."
Although the review's primary focus was on identifying the degree to which racial disparity is present, the IG team conducting the review received a large volume of firsthand accounts of experiences with bias, as well as individual acts of racism. According to the report, while it is impossible to validate experiences reported during feedback sessions or within the survey, the themes that emerged from the feedback make it reasonable to conclude that individual acts of racism have occurred in the Air Force.
Additionally, the review highlighted feedback from a significant number of Black airmen who voiced distrust in their chain of command to address racism, bias and unequal opportunities within the Air Force. The majority of Black survey respondents also felt that Black/African American airmen are not given the benefit of the doubt by their chain of command when it comes to military discipline.
Air Force Chief of Staff Gen. Charles Q. Brown Jr. acknowledged the critical feedback and the need to build and maintain trust between our airmen and space professionals and their chain of command.
"The IG's survey and interviews are noteworthy in that they empowered airmen and space professionals to provide their unfiltered personal perspectives and experiences, and they delivered loud and clear," Brown said. "Racial disparity isn't an easy topic, and something we don't traditionally talk about much throughout our levels of command. This report and the many engagements with airmen and space professionals have increased chain of command awareness and an opportunity to build trust. Now, we must all move forward with meaningful, lasting and sustainable change to do so."
Next Steps
Notably, at Barrett's request, the IG's review provides a preliminary road map for addressing racial disparity. In accordance with the report's recommendations, the department has begun root cause analyses and will provide updated action plans, as appropriate, to the Secretary and Air and Space Force service chiefs.
The Air Force Inspector General will conduct a progress report six months after the report's initial publication, followed by an annual review. Both of these assessments will be publicly released and provided to all airmen and space professionals, according to the report.
Chief of Space Operations Gen. John "Jay" Raymond underscored the importance of diversity and the need for leaders at every echelon to do their part to ensure all airmen and space professionals feel included and empowered to maximize their talents.
"Accountability begins with us, and we have the opportunity to create a culture that inherently values diversity and inclusion," Raymond said. "Leaders at all levels must commit to having tough conversations, learning about racial disparities and identifying their part in creating an environment where all people have the same opportunities for success, an environment where every person is heard, every person is seen and every person is valued."
Diversity and Inclusion Initiatives
Concurrent with the IG's review, Air Force senior leaders conducted multiple listening sessions with Air Force and Space Force members to gain additional insight and perspectives.
Additionally, the department instituted a task force to comprehensively address the issue of racial, ethnic, gender and other demographic differences and their impact on the Air and Space Forces.
Since June, the task force has facilitated additional tracking of administrative discipline data, to include demographics; increased ROTC scholarships at historically Black colleges and universities; revised dress and appearance regulations; acceptance of a SuperScore combination for the Air Force Officer Qualifying Test, which gives the applicant the opportunity to use his or her highest score from each part of the test; created partnerships with African American fraternities and sororities and the Congressional Hispanic Caucus Institute; established a sixth team as part of the Barrier Analysis Working group (Asian-American/Pacific Islander); and will initiate the Department's new "GO Inspire" program in January designed to increase Air and Space Force general officer outreach to youth to increase diversity in operational career fields and the broader force.
In October, the task force transitioned into the Diversity and Inclusion Office, which will report directly to the Secretary of the Air Force. The IG's report recommends that this office also review the report's findings and assess applicability to broader diversity and inclusion initiatives.
Honoring Heroes
Air Force Senior Airman Amber Barkley places a wreath on a gravesite at the Delaware Veterans Memorial Cemetery in Millsboro, Del., Dec. 19, 2020, for National Wreaths Across America Day.
Holiday Lights
Soldiers put lights on a UH-1 Huey helicopter for a holiday event at Hohenfels Training Area, Germany, Dec. 18, 2020.
Mortar Fire
From left: Army Spcs. Raul Jaimes, Kevin Piepenbrink and Shawn Milburn fire a 60 mm mortar system during a training exercise in Djibouti, Dec. 16, 2020.
Moderna Vaccine
Vaccine Distribution
Navy Seaman Ezequiel Vega receives the COVID-19 vaccine at Walter Reed National Military Medical Center in Bethesda, Md., Dec. 21, 2020, as part of Operation Warp Speed. The national initiative accelerates the development, production and distribution of COVID-19 vaccines, therapeutics and diagnostics.
Aircraft Lane
Air Force and Air National Guard aircraft line up in formation at Eielson Air Force Base, Alaska, Dec. 18, 2020.
Landing Falls
Soldiers conduct parachute landing falls at Joint Base Elmendorf-Richardson, Alaska, Dec. 17, 2020.
Sports Heroes Who Served: Balancing Army, NBA Careers
Dec. 22, 2020 | , DOD News
Sports Heroes Who Served is a series that highlights the accomplishments of athletes who served in the U.S. military.
Elgin Baylor played basketball from 1958 to 1971 as small forward for the Minneapolis Lakers and, when the team moved to Southern California in 1960, the Los Angeles Lakers.
From 1961 to 1962, Baylor served on active duty in the Army and was stationed at Fort Lewis, Washington.
Instead of using his weekend liberty to go home or party with friends, Baylor used this time to continue playing for the LA Lakers, driving or flying to each game.
However, Army duties came first, and Baylor only managed to play 48 games during the 1961-62 season, but he scored more than 1,800 points. He averaged 38 points, 19 rebounds and five assists in each of those 48 games.
In all, Baylor appeared in eight National Basketball Association finals and helped to carry his team as a gifted shooter, rebounder and passer.
He was named NBA Rookie of the Year in 1959, and he was an 11-time NBA All-Star and a 10-time member of the All-NBA first team.
He's known as one of basketball's greatest players, and in 1977, he was inducted into the Naismith Memorial Basketball Hall of Fame. Other inductees include: Julius Erving, Larry Bird, James Worthy, Scottie Pippen, Dominique Wilkins, Rick Barry, Cheryl Miller and Sheryl Swoopes.
Unfortunately, Baylor is widely regarded as the greatest NBA player never to win a championship.
Following his time with the Lakers, Baylor served as coach for the New Orleans Jazz in 1974 and from 1976 to 1979.
He then served as vice president of basketball operations for the LA Clippers from 1986 until he retired in 2008.
In 2006, he won the NBA Executive of the Year award.
Baylor was also a minor Hollywood star, appearing on the TV series "Rowan & Martin's Laugh-In" in 1968, the Jackson 5's first TV special in 1971, an episode of "Buck Rogers in the 25th Century," and "Olympiad" in 1980.
On April 6, 2018, a large, bronze statue of Baylor was unveiled at the Staples Center in Los Angeles. He attended the ceremony along with his fellow basketball greats Jerry West, Earvin "Magic" Johnson, Kareem Abdul-Jabbar and Shaquille O'Neal.
Army Nurse Receives First COVID-19 Vaccine at Brooke Army Medical Center
Dec. 22, 2020 |
The first Brooke Army Medical Center, Joint Base San Antonio-Fort
Sam Houston, Texas, staff member to receive a COVID-19 vaccine said she
was "excited and relieved" to receive the shot.
Army Capt. Rebecca Parrish, an Army nurse who has been serving on the frontlines of health care since the pandemic began, was among a small group of frontline medical professionals who received the first Pfizer-BioNTech COVID-19 vaccines at BAMC.
"I'm ready to eradicate this virus," said Parrish, a COVID-19 intensive care unit nurse.
After Air Force Senior Airman Marisol Salgado administered Parrish's shot, a round of applause broke out in the room.
"This is a historic moment for BAMC," said Army Col. Michael Wirt, deputy commanding officer. "We are excited to launch this program today, focusing on our frontline staff, and look forward to expanding it to additional BAMC clinical and support teams in the days ahead."
As for the shot itself, "The flu shot hurts way more than that did," Parrish said with a smile. "I didn't even feel the needle go in."
Air Force Col. Heather Yun, deputy commander for medical services and an infectious disease physician, said she was "grateful and quite honestly thrilled to see this moment in history arrive."
"We have a vaccine that by all the data represents an incredibly effective and safe solution that exceeds all of our initial expectations, performing well in all ages, all demographic groups tested and with 95% efficacy," Yun said. "This is the turning point that we have all been waiting for, and I am so ready to take this necessary step to putting the pandemic in the past. When it's my turn, you will find me in that line with my sleeve rolled up."
The Food and Drug Administration issued an emergency use authorization, or EUA, for the Pfizer-BioNTech COVID-19 vaccine last week for U.S. citizens ages 16 and older on a voluntary basis. The San Antonio Military Health System, to include BAMC and Wilford Hall Ambulatory Surgical Center, is among the handful of Defense Department sites to receive doses of the vaccine. As the distribution hub, WHASC began vaccinating earlier this week, while BAMC received its first allocation of the vaccines after a thorough review of the receipt, distribution and administration process.
This is the turning point that we have all been waiting for, and
I am so ready to take this necessary step to putting the pandemic in
the past. When it's my turn, you will find me in that line with my
sleeve rolled up.''
Air Force Col. Heather Yun
"The fact that we are among the first DOD sites to receive the vaccine is a testament to this team and their ability to carry out this important mission," said Army Brig. Gen. Shan Bagby, BAMC commanding general. "This process took a tremendous concerted effort from our logistics, administrative and clinical personnel."
The DOD's COVID-19 Task Force selected initial distribution sites based on capabilities that included the ability to accommodate ultra-cold, bulk storage; population of priority personnel and sufficient medical personnel to administer and track vaccine recipients.
BAMC will distribute the vaccine in a phased process, based on guidance from the Defense Department and Centers for Disease Control and Prevention. The first phase includes inpatient and outpatient health care and support personnel, emergency services and public safety personnel. At BAMC, the intensive care unit and emergency department staff involved in direct patient care were the first group vaccinated..
"After we validate the vaccination flow, we will begin to vaccinate in larger numbers and expand the recipient population, based on supply and the prioritization plan," said Bagby, noting more information regarding local prioritization of staff and patients will be available soon.
"We know there will be questions regarding this program, and we will do our best to address all concerns," he added. "We want to ensure our patients, service members, staff and families fully understand the process as we distribute and administer the vaccine in the days ahead, starting with the prioritized groups."
As the program ramps up, health care leaders are encouraging people to take the vaccine when offered to protect their health as well as the health of their family and community.
Yun acknowledged the uncertainty the public may feel about COVID-19 vaccines and their safety and stressed the importance of education and information to allay concerns.
"The vaccine approval process may seem swift, but I want to assure everyone that the review process has been incredibly comprehensive with all the data made available to peer-review, to an independent working group and to the Food and Drug Administration. The process has been open to the public, transparent and reassuringly highly rigorous."
"With approximately 70,000 subjects enrolled between the Pfizer and Moderna trials, which use the same technology, the symptom profile has been similar to what is seen with other routine vaccines, and most people did not have any symptoms beyond a sore arm," she added.
Post-vaccination symptoms are normal and, in fact, a positive sign, Yun explained. "Vaccines fight disease by producing an immune response within the body. Sometimes that means flu-like symptoms, such as aches and pains, headache and a low-grade fever may occur after being vaccinated. This is normal and a sign that your body is creating an immune response to protect you from COVID-19."
"Every person who steps up to take the vaccine when it's their turn is another step toward ending the pandemic," Yun noted, stressing the importance of having a large proportion of the population who are immune to SARS-CoV-2.
It's incredibly exciting to be involved in this historic
national effort to stop the spread of COVID-19. We are truly at the tip
of the spear in this fight against this virus.''
Army Brig. Gen. Shan Bagby, BAMC commanding general
"This is our pathway to ending this pandemic safely; to contemplating a future without anxiety about transmitting COVID-19 to our loved ones; to ending the otherwise endless news reports on the climbing numbers of deaths; to being able to plan dinners out, concerts, weekends and holidays, vacations and college and nursing home visits; to attend births, graduations. promotions, weddings and all the important milestones of life" she said. "This, just like wearing masks and washing hands, will be a step that we can take to protect not only ourselves but also our families, our communities and our country."
"It's incredibly exciting to be involved in this historic national effort to stop the spread of COVID-19," Bagby added. "We are truly at the tip of the spear in this fight against this virus."
Get more information on the DOD's COVID-19 efforts and distribution plan from the Military Health System.
(Elaine Sanchez is assigned to Brooke Army Medical Center.)
Readout of Acting Secretary of Defense Christopher C. Miller’s Meeting With President of Afghanistan Ashraf Ghani
Dec. 22, 2020
U.S. Acting Secretary of Defense Christopher C. Miller met with the President of Afghanistan, Ashraf Ghani, today at the Presidential Palace in Kabul.
Secretary Miller stated that it was an honor to return to Afghanistan again and to visit the men and women of the U.S armed forces who are spending their holidays overseas to ensure the safety and security of the American people and stability and security of Afghanistan.
Secretary Miller and President Ghani discussed the historic opportunity for peace, the continued U.S. support for the Afghanistan National Defense and Security Forces, and the importance of achieving a reduction in violence to advance the peace process.
Acting Secretary of Defense Miller Travels to Air Bases in the United Kingdom
Dec. 21, 2020
Acting Secretary of Defense Christopher C. Miller travelled to Royal Air Force bases Mildenhall and Lakenheath in the United Kingdom on Monday, December 21.
While at RAF Mildenhall, the Acting Secretary met with U.S. military leaders regarding the U.S. participation in the UK’s 2021 deployment of HMS Queen Elizabeth Carrier Strike Group, presented Secretary of Defense Maintenance Effectiveness Awards, met with service members and observed Special Operations aviation capabilities and platforms.
At RAF Lakenheath, Acting Secretary Miller received updates on COVID testing, treatment and vaccination efforts, observed Security Force and Emergency Response training facilities and viewed F-15 training simulators.
As home to 16 U.S. military bases and more than 20,000 U.S. military personnel, Department of Defense civilians and family members, the Acting Secretary’s visit served to further bolster the vital transatlantic alliance shared by our two countries.
Monday, December 21, 2020
Jet Silhouette
An F-16 Fighting Falcon flies over southwest Asia, Dec. 4, 2020. The F-16 is a compact, multi-role fighter aircraft that delivers airpower to the U.S. Central Command area of responsibility.
COVID-19 Vaccine
Army Staff Sgt. Nigel Chen, a New York National Guardsman, administers the Pfizer-BioNTech COVID-19 vaccine at the Camp Smith Training Site Medical Readiness Clinic, N.Y., Dec. 18, 2020. The New York National Guard is administering 44,000 doses of the Pfizer vaccine to front line medical personnel at 16 locations around the world as part of a pilot program.
Medical Mask
Army Capt. Sarah Hensley gets fitted for an N95 mask to support the Marshfield Medical Center in Marshfield, Wis., Dec. 14, 2020, as part of the Defense Department’s COVID-19 response.
Cold Patrol
A Marine conducts a combat patrol during Exercise Forest Light in Japan, Dec. 16, 2020. Forest Light is an annual bilateral training exercise that strengthens the interoperability and readiness of the Marine Corps and the Japan Ground Self-Defense Force.
Maritime Formation
Guided missile destroyer USS Winston S. Churchill leads patrol coastal ships USS Firebolt and USS Squall, and Coast Guard patrol boats USCGC Maui, USCGC Monomoy and USCGC Wrangell through the water with U.S. and Saudi fighter aircraft flying above them during a maritime surface warfare exercise in the Persian Gulf, Dec. 17, 2020.
Merry Musician
Marine Corps Lance Cpl. Manuel Morales, a musician with the 2nd Marine Division Band, performs during the band’s “rolling” Christmas concert at Marine Corps Base Camp Lejeune, N.C., Dec. 17, 2020. The band traveled in a tactical vehicle for this year’s concert, visiting various neighborhoods at the base.
Alert Patrol
Marines stay alert while on patrol during a helicopter raid as part of an exercise in Okinawa, Japan, Dec. 17, 2020.
Department of Defense Codifies National Industrial Security Program Operating Manual in Regulation
Dec. 21, 2020
The Federal Register published the final rule titled “National Industrial Security Program Operating Manual (NISPOM)” (32 CFR part 117) today. The rule can be found here.
The NISPOM establishes requirements for the protection of classified information disclosed to or developed by contractors, licensees, grantees, or certificate holders to prevent unauthorized disclosure. The rule will become effective February 24, 2021, and authorizes the contractor no more than 6 months to comply with changes from the effective date of the rule.
Any media inquiries on the NISPOM becoming a federal rule should be directed to OSD/Public Affairs.
Snowy Support
Guam Guard Holds Alternative Celebrations Due to COVID-19
Dec. 21, 2020 |
Smiles and joy were spotted on Guam just in time for the holiday season as Gov. Lou Leon Guerrero, Army Maj. Gen. Esther Aguigui, adjutant general, and Santa Claus himself made appearances at Guam National Guard drill weekend holiday events, Dec. 12, 2020.
Beginning with a holiday lighting ceremony and gift drive-thru event on Saturday, the Guam Air National Guard's 254th Air Base Group kicked off the weekend-long celebration. Air Force Tech. Sgt. Sheleena Cruz, family programs coordinator for the ABG, was the lead planner of the event.
"We were trying to think of something safe for the kids to do, because we couldn't do our normal holiday meal due to COVID-19," Cruz said. "But it's okay because all the units came together to start a new tradition. It's just overwhelming — all of the support that we got."
On Sunday, it was the Army's turn with a 384th National Guard birthday cake-cutting ceremony and holiday meal grab-and-go for the troops. These events ere also attended by the governor and adjutant general.
"The message is hope," Cruz said. "Although we're going through crazy times, we can adapt, and change can be good. All we want is for the kids and families to leave here feeling a sense of hope."
(Mark Scott is assigned to the Guam National Guard.)
Practice Makes Perfect
A soldier rehearses the process of preparing a COVID-19 vaccine for administration at Fort Riley, Kan., Dec. 14, 2020.
Reservoir Reach
Marine Corps Cpl. Kevion Fennel collects a water sample from a reservoir at Camp Hansen in Okinawa, Japan, Dec. 9, 2020, during a simulated humanitarian assistance mission as part of a training exercise.
Saturday, December 19, 2020
Space Force Personnel to be Called Guardians
Dec. 19, 2020 | , DOD News
Soldiers, sailors, Marines, airmen and Guardians. That's the line-up for personnel in the Army, Navy, Marine Corps, Air Force and America's newest armed service — the U.S. Space Force.
Vice President Mike Pence announced that personnel in the Space Force will be called Guardians. He spoke during a White House event marking the first anniversary of the U.S. Space Force, yesterday.
"It is my honor, on behalf of the President of the United States, to announce that, henceforth, the men and women of the United States Space Force will be known as 'Guardians,'" Pence said during the ceremonies.
Let me urge each and every one of you Guardians to keep pushing.
... Keep pushing the vision and the mission of the United States Space
Force, which is to ensure that America remains as dominant in space."
Vice President Mike Pence
The Trump administration championed establishing the U.S. Space Force culminating in the legislation signed Dec. 20, 2019, that formed the first U.S. armed force since the Air Force was established in 1947. "That historic moment was a culmination of an effort that began from the early days of this administration — from almost the first moment that the president and I spoke about space when we were campaigning for these jobs," Pence said. "He had a dual focus of renewing American leadership in human space exploration, but also ensuring that America remained as dominant in space as we are in land and air and sea."
There are roughly 4,000 Guardians in the U.S. Space Force — all from the Air Force. One of the newest members of the service is in orbit aboard the International Space Station. Space Force Col. Michael Hopkins, a NASA astronaut, transferred from the Air Force to the Space Force. This is a far cry from earlier this year when Gen. John "Jay" Raymond and Chief Master Sergeant Roger Towberman were the only two members of the Space Force.
That space is now a war-fighting domain is not questioned. Russia and China are aggressively seeking ways to cut into America's dominance in space, Pence said. He noted that Russia conducted yet another antisatellite missile launch. "We're leading in space, but our determination … is to stay in the lead to defend America and defend our freedom from [the vantage point of] space," he said.
The vice president also noted that the first two space bases are up and operating: Patrick Space Force Base and Cape Canaveral Space Force Station were renamed earlier this month.
The Space Force has to form even as the missions continue. "Let me urge each and every one of you Guardians to keep pushing," Pence said. "Keep pushing the vision and the mission of the United States Space Force, which is to ensure that America remains as dominant in space."
Friday, December 18, 2020
Ocean Tow
Sailors on a Mark VI patrol boat heave line during an integrated towing exercise with Coast Guard cutter Oliver Henry in the Philippine Sea, Dec. 16, 2020.
Super Sniffer
Air Force Staff Sgt. Matthew Mascolo rewards military working dog Bob for finding an explosives odor during an explosives detection certification at Hurlburt Field, Fla., Dec. 16, 2020. Certifications are conducted once a year to ensure each dog team is reliable and ready.
Takedown Technique
Marine Corps recruits practice martial arts techniques at Marine Corps Recruit Training Depot Parris Island, S.C., Dec. 17, 2020.
Acting Secretary Accepts Inclusion Board's 15 Recommendations
Dec. 18, 2020 | , DOD News
Acting Defense Secretary Chris Miller has accepted all 15
recommendations proposed by the Diversity and Inclusion Board chartered
by former Defense Secretary Dr. Mark T. Esper in July.
Miller signed a memo entitled "Actions to Improve Racial and Ethnic Diversity and Inclusion in the U.S. Military" that examined the culture of the military following the murder of George Floyd in Minneapolis.
In the memo, Miller called diversity and inclusion in the DOD "moral imperatives." Miller — and Esper — stressed the need for all service members to be treated with dignity and respect. Service members from different backgrounds and cultures bring a wealth of experiences to the U.S. military and that needs to be encouraged.
"To strengthen diversity and inclusion across the Department of Defense, the Board analyzed data, reviewed literature, crowdsourced feedback, and listened to personal experiences," Air Force Secretary Barbara Barrett, who chaired the board, said. "Our analysis generated 15 recommendations to empower each individual to fulfill his or her maximum potential."
Senior Enlisted Advisor to the Chairman of the Joint Chiefs of Staff Ramón "CZ" Colón-López and Matthew Donovan, the undersecretary of defense for personnel and readiness, assisted Barrett. The board, which included representatives from all services, evaluated military diversity and inclusion policies, programs and processes; reviewed industry best practices; and assessed pertinent data and reports, DOD officials said.
The first recommendation is for military recruiting content to reflect the current and future racial, ethnic and gender demographics of the United States.
The second recommendation deals with the dearth of diversity at the higher levels of the military. The recommendation calls for the department to develop a data-driven accessions and retention strategy. The deadline for the DOD to develop this strategy is March 31.
The third recommendation looks to increase the diversity of the officer corps itself. It recommends the DOD expand sponsorship of programs and initiatives to increase the available pool of qualified applicants for ROTC enrollments, scholarships and commissions from students enrolled at minority-serving institutions. These institutions include historically Black colleges and universities, Hispanic-serving institutions, tribal colleges and universities, and institutions serving Asian Americans and Pacific Islanders.
The board calls for a thorough review of DOD aptitude tests to ensure they do not adversely impact diversity. The DOD will develop plans for a rigorous and thorough assessment of all aptitude tests currently administered. The goal of this assessment will be to analyze, identify and remove — as applicable — "barriers that adversely impact diversity while retaining rigorous screening processes necessary to access a high-quality force," the board recommendation states.
The board also wants the military to evaluate demographic trends in performance evaluations.
The DOD is also looking to provide diverse pools for nominative positions. These positions are often the road to senior ranks in the department. The board wants to ensure all service members are represented.
The board also wants the department to:
- Establish a Diversity and Inclusion Center of Excellence at the Defense Equal Opportunity Management Institute at Patrick Air Force Base, Florida.
- Offer internships in science, technology, engineering and mathematics as part of the Junior ROTC program.
- Develop an organizational governance structure between diversity and inclusion and equal opportunity offices.
- Develop a diversity and inclusion mobile app and website.
- Include diversity and inclusion instruction in all professional military education curricula.
- Increase promotion selection transparency.
The board also recommends prohibiting all extremist or hate-group activities. While this is already the case, the board wants the DOD to look to ways to strengthen the prohibitions against extremist or hate group activity.
In conjunction with this, the board wants to update the Uniform Code of Military Justice to address extremist activity.
"The board's recommendations, and the department's measures to implement them, are important and positive steps toward ensuring diversity and inclusion. However, enduring culture change requires commitment from every level of leadership and from every individual service member to capitalize on this momentum. Success requires constant vigilance. These recommendations start us off, but our dedication to this on a force-wide scale will ensure we achieve our end-goal of a more diverse and fully inclusive force," Dr. Elizabeth P. Van Winkle, executive director of the Office of Force Resiliency for the undersecretary of defense for personnel and readiness, said.
"Collectively, we must do everything we can to eliminate potential bias, prejudice and racism in our military," Miller wrote. "Our ability to maintain a lethal and ready force depends on it. I am confident these actions will bolster existing diversity and inclusion efforts and pave the way towards new methods of enhancing opportunity and strengthening our nation's defense."
Steel Knight
Marines take part in Exercise Steel Knight 21 in Twentynine Palms, Calif., Dec. 4, 2020. The exercise provides Marines and sailors training in maneuver warfare tactics and command and control capabilities across a wide range of environments.
New Solicitation: Research on Juvenile Reoffending, Fiscal Year 2021
With this solicitation, NIJ, in collaboration with the Office of Juvenile Justice and Delinquency Prevention, seeks proposals for rigorous research projects that improve measurement of juvenile reoffending. NIJ encourages applicants to submit proposals for studies that advance knowledge and understanding of juvenile reoffending and aid jurisdictions and juvenile justice agencies in measuring and using juvenile reoffending data appropriately in their efforts to identify priorities, develop responses, and monitor and assess policies and programs.
In FY 2021, applications will be submitted in a new two-step process, each with its own deadline:
APPLY NOWApplicants must register with Grants.gov and register with JustGrants prior to submitting an application. This solicitation is competitive; therefore, NIJ staff cannot have individual conversations with prospective applicants. Any questions concerning the solicitation should be submitted to the National Criminal Justice Reference Service: 1-800-851-3420; TTY at 301-240-6310 (for hearing impaired only); email; fax 301-240-5830; or web chat. See also NIJ.gov's solicitation FAQ page. The following application elements MUST be included in the application submission for an application to meet the basic minimum requirements to advance to peer review and receive consideration for funding: Program Narrative, Budget Worksheet and Budget Narrative, and resumes/curriculum vitae of key personnel. Make sure to also go over the application checklist provided in the solicitation before submitting. |
Firing Points
Army Spc. Kevin Piepenbrink records firing points during a live-fire exercise in Djibouti, Dec. 16, 2020.
Diversity and Inclusion Final Board Report
Dec. 18, 2020
Today, Acting Secretary of Defense Christopher C. Miller announces the release of the Department of Defense Board on Diversity and Inclusion Report, “Recommendations to Improve Racial and Ethnic Diversity and Inclusion in the U.S. Military”, and its resulting implementation plan.
“The Diversity and Inclusion board reviewed recommendations from various team members across the Department’s total force and, ultimately, provided recommendations to the Acting Secretary intended to bolster the Department’s diversity and inclusion efforts. The most effective fighting force necessitates inclusion and full engagement of all Department assets—foremost, every member of the Total Force. Diversity and inclusion make us a stronger, better and more effective military.” said Jonathan Hoffman, Chief Pentagon Spokesperson.
On July 15, 2020, the DoD Board on Diversity and Inclusion embarked on the important task of identifying recommendations to improve the Department's diversity and inclusion and broaden equal opportunity for all members of the Armed Forces. Chaired by the Secretary of the Air Force, with the support of the Senior Enlisted Advisor to the Chairman of the Joint Chiefs of Staff and the Under Secretary of Defense for Personnel and Readiness, and Service members from each branch of the Military Services and the National Guard Bureau, the Board evaluated military diversity and inclusion policies, programs, and processes; reviewed industry best practices; and assessed pertinent data and reports.
This effort culminated in the Department of Defense Board on Diversity and Inclusion Report: Recommendations to Improve Racial and Ethnic Diversity and Inclusion in the US Military.
The 15 recommendations are as follows:
- Recommendation 1: Update Recruiting Content to Represent All Service Members.
- Recommendation 2: Develop and Publish a Data-Driven Accessions and Retention Strategy.
- Recommendation 3: Increase the Pool of Qualified Reserve Officer Training Corps (ROTC) Enrollment, Scholarship, and Commission Applicants from Minority Serving Institutions.
- Recommendation 4: Remove Aptitude Test Barriers That Adversely Impact Diversity.
- Recommendation 5: Evaluate Demographic Trends in Performance Evaluations.
- Recommendation 6: Develop Diverse Pools of Qualified Candidates for Nominative Positions.
- Recommendation 7: Establish a Diversity and Inclusion Center of Excellence.
- Recommendation 8: Standardize a DoD Human Resources Data System for Diversity and Inclusion Analysis.
- Recommendation 9: Offer Internships in Science, Technology, Engineering, and Mathematics (STEM) Fields in Conjunction with Junior ROTC Programs.
- Recommendation 10: Develop a Diversity and Inclusion Organizational Structure.
- Recommendation 11: Develop a DoD Diversity and Inclusion Mobile Application and Website.
- Recommendation 12: Incorporate the Value of Cultivating Diversity and Inclusion into Leadership and Professionalism Curricula.
- Recommendation 13: Increase Transparency of Promotion Selections and Career Opportunities.
- Recommendation 14: Prohibit Extremist or Hate Group Activity.
- Recommendation 15: Update the Uniform Code of Military Justice to Address Extremist Activity.
Following the review of the 15 recommendations from the Board, the Acting Secretary directed specific actions towards the complete implementation of each of the recommendations.
The Department of Defense Board on Diversity and Inclusion Report: Recommendations to Improve Racial and Ethnic Diversity and Inclusion in the U.S. Military can be found here.
The memo on Actions to Improve Racial and Ethnic Diversity and Inclusion in the U.S. Military, dated Dec. 17, 2020, can be found here.
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