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The inmates continued to act belligerent toward the staff and at approximately two inmates set fire to items within their unit. The fire filled the unit with smoke and Corrections Deputies were able to put out the flames and safely clear the unit. The fire resulted in minor property damage and no inmates or corrections deputies were injured.

Corrections Deputies requested assistance from Enforcement Deputies with the investigation. Corrections Deputies identified several suspects and collected evidence. The City of Vancouver Fire Marshal conducted the cause and origin investigation, and Enforcement Deputies interviewed several persons. Dempsey and Trachuk are in the Clark County Jail on unrelated charges. As such their arraignment on the new charges will be determined by the Clark County Prosecuting Attorney.

Salem is one of only two Oregon cities selected for the nationwide program. Salem, Ore. The Salem Housing Authority and the Housing Authority of Clackamas County were two of only 18 selected nationwide in late September for this special status. This will increase the self-sufficiency of their residents and strengthen the community overall. Upon arrival officers discovered a male victim who had sustained a non-life-threatening gunshot would to the shoulder. The victim was transported to Emmanuel hospital.

That suspect was also taken into custody. The identities of the victim and suspects in this case have also not been established. The meeting is accessible to persons with disabilities and those who need qualified bilingual interpreters. A request for an interpreter for the hearing impaired, a bilingual interpreter, or for other accommodations should be made at least 72 hours before the meeting to the contact listed above. Teen arrested in connection with shooting that injured one.

At approximately p. Detectives from the Felony Crimes and Strategic Investigations Units assisted with canvassing the area and collecting evidence. Initially, no reports of injuries or damages were received; however, several hours after the shooting, officers contacted a juvenile victim at Salem Health. The adolescent sought medical treatment at the hospital for a non-life-threatening gunshot injury. The investigation ultimately led to the arrest of a male teenager who was lodged at the Marion County Juvenile Detention Center on the following charges:.

The Salem Police Department does not release the names of minors involved in criminal investigations. Communications dhsoha. Pacific Time. The Psilocybin Fall Business Forum is a free one-day virtual event open to the public. The event will include a series of Zoom presentations offered by various state agency partners. Session topics throughout the day will cover important business considerations for those interested in licensure under M, the Oregon Psilocybin Services Act. Participants will have the opportunity to ask questions and learn about challenges and resources for new businesses in this emerging sector.

Real-time captioning CART , and simultaneous interpretation in Spanish and American Sign Language ASL will be provided in all sessions, except for the special session with the Office of Small Business Assistance at the end of the day which will be in a different format. If you would like to request interpretation services or other accommodations during the special session, please e-mail: business.

Psilocybin odhsoha. Submitting your request as early as possible is greatly appreciated. When: Wednesday, Oct. M directs OHA to license and regulate psilocybin products and the provision of psilocybin services. OHA is in a two-year development period extending from Jan. For the latest updates, Sign Up Here. The Vancouver Fire Department responded with three engines, a ladder truck and members of the Hazardous Materials team to W.

The potential exposure was caused by two acids being accidently combined in the same storage container. Twelve employees who were in the area of the vapor release evacuated outside where they were evaluated by American Medical Response paramedics. All employees refused transport. The VFD HazMat team donned Level A chemical suits and entered the structure to check for excessive heat of the combined chemicals, ensure the integrity of the container, and to shut down several plant operations that could not safely continue unmanned.

A total of 17 fire department personnel were on scene to mitigate the situation. Communications state. Agenda : Officer elections; Annual committee reports; Health Space environmental health inspection platform updates; Maternal and child health home-visiting program updates; Alcohol and drug prevention program element PE 36 changes; Fiscal year local investment data report; Public health accountability metrics update; Public health advisory board updates.

Where : Via Zoom meeting. Members of the public seeking to attend must register for the meeting at. In person option. Background : The Conference of Local Health Officials provides recommendations to the Oregon Health Authority on the foundational capabilities and programs and any other public health program or activity under ORS ORS Program contact : Danna Drum, , um state. OHA provides free help.

Some examples of the free help OHA can provide are:. The State Land Board Awards ceremony will take place at 10 a. Award recipients are:. The Land Board meeting will begin immediately after the awards ceremony. Agenda items the Land Board will consider include permanent restrictions on overnight use, camping, and campfires for yards of riverbank on Hayden Island in Portland.

The full meeting agenda and materials are available on the DSL website. The public may submit written testimony or sign up to provide spoken testimony during the meeting. The deadline to sign up to testify is 10 a. Testimony information is available here. If you need assistance to participate in this meeting due to a disability, please contact Arin Smith at or in. Treasury payment Oct. Completing the annual U.

BPA is a self-financed power marketing administration that receives no annual appropriation funding from Congress. Instead, BPA recovers its costs primarily through the sale of electric power and transmission services. Each year BPA pays back to the U. Treasury a portion of the taxpayers’ investment in the Federal Columbia River Power System, which includes the federal hydropower dams that produce renewable electricity and the transmission system.

BPA sets its rates to maintain an annual The Bonneville Power Administration, headquartered in Portland, Oregon, is a nonprofit federal power marketer that sells wholesale electricity from 31 federal dams and one nuclear plant to Northwest electric utilities, serving millions of consumers and businesses in Washington, Oregon, Idaho, western Montana and parts of California, Nevada, Utah and Wyoming.

BPA delivers power via more than 15, circuit miles of lines and substations to transmission customers. In all, BPA markets about a third of the electricity generated in the Northwest. BPA also funds one of the largest fish and wildlife programs in the nation, and, with its partners, pursues cost-effective energy savings and operational solutions that help maintain affordable, reliable and clean electric power for the Northwest.

October is National Breast Cancer Awareness Month, and Kaiser Permanente physicians want to warn that missing regular breast cancer screenings can lead to worse health outcomes. Every woman between ages 40 and 75 is encouraged to catch up on this important preventive care. Sheila Jhansale, primary care physician lead at Kaiser Permanente Northwest.

Breast cancer will affect one in eight women, according to the CDC, which says that breast cancer is the second most commonly diagnosed cancer among American women. Mammograms have worked wonders for early detection of this cancer, and treatments have made great strides. Death rates in women over age 50 have fallen, according to the American Cancer Society, although the CDC says that African American women are still more likely to die from it.

As a national leader in the percentage of members receiving breast cancer screening, Kaiser Permanente breast cancer patients have a lower mortality rate compared to national benchmarks and we encourage spreading the word this October that screenings can save lives. Sheila Jhansale, primary care physician lead at Kaiser Permanente Northwest, is available for available for Zoom or phone interviews with media this Wednesday, Oct. Contact en. For 75 years, Kaiser Permanente has been committed to shaping the future of health and health care — and helping our members, patients, and communities experience more healthy years.

We currently serve Care for members and patients is focused on their total health and guided by their personal Permanente Medical Group physicians, specialists, and team of caregivers. Our expert and caring medical teams are empowered and supported by industry-leading technology advances and tools for health promotion, disease prevention, state-of-the-art care delivery, and world-class chronic disease management.

Kaiser Permanente is dedicated to care innovations, clinical research, health education, and the support of community health. A 72 year old hunter was found by Sheriff Search and Rescue crews Monday afternoon after spending nearly two and a half days lost in the wilderness. He did not bring food, water, lighting or other survival supplies with him. He was expected to return to camp before dark, however he never arrived. Authorities were not notified that he was missing until about am on Sunday.

Given the expansive wilderness area and its close proximity to two other counties, numerous additional resources were summoned to assist in the search. Search crews located the missing hunter on Monday afternoon shortly after pm. He was alive, but in immediate need of medical attention. ALWAYS take proper supplies including but not limited to: water, food, proper clothing, lighting, shelter, navigation equipment, and the ability to provide yourself with warmth.

Formulate a travel plan highlighting locations and expected departure and arrival times. Be sure to share this plan with people that are familiar with the area. Los interesados en asistir a esta conferencia gratuita deben preinscribirse antes del martes 1 de noviembre, Los trabajadores tienen derecho un lugar de trabajo seguro y saludable.

Oregon OSHA trabaja para mejorar la seguridad y la salud en el lugar de trabajo para todos los trabajadores de Oregon. Attendees will learn how to assert their rights to a safe workplace, protect their health and safety at work and at home, and to protect against wage theft.

The event will feature lunch and exhibits. Those interested in attending this free conference must pre-register by Tuesday, Nov. Register now. Workers have a right to a safe and healthy workplace.

That includes the right to raise concerns free from retaliation and to file a complaint with Oregon OSHA, which advances safety for all Oregon workers through enforcement , consultation , technical , and public education and training services. That outreach includes information about on-the-job safety and health. The program includes a toll-free phone number for Spanish-speaking Oregonians: For more information, go to osha.

DCBS is Oregon’s largest business regulatory and consumer protection agency. For more information, go to www. The dedication is Oct. The school is located at Fort Vancouver Way, Vancouver. Following the dedication ceremony, guests will have the opportunity to tour the school. Special guest American astronaut Dottie Metcalf-Lindenburger will speak at the dedication.

After qualifying as a NASA astronaut in , she served as a mission specialist on a space shuttle mission to the International Space Station. VITA was built as part of a capital bond passed by voters in Based on community engagement and feedback prior to the bond election, the school was designed to support project-based learning encompassing STEAM—science, technology, engineering, arts and mathematics. It opened this year as VITA Learning Lab for all district elementary students in second through fifth grade to experience the school through multi-day field trips.

Next fall, VITA will open as an elementary school. The district will go through an elementary boundary review process in the spring to help determine enrollment for both VITA and Ruth Bader Ginsburg Elementary School that will also open in the fall of Watch for more Information about the boundary process and how you can share your input. Landscape Architect is Shapiro Didway.

Since September 4, , Keizer Police detectives have continued investigating the Mayfield Place burglary, where the suspect, Aaron Gage, died on scene after being shot by the homeowner. During the investigation, detectives learned two unidentified coconspirators accompanied Gage. On October 4, , detectives identified and arrested the other two suspects. They were identified as a year-old male and a year-old female who both reside in Salem, Oregon.

The investigation revealed the burglars targeted the Mayfield Place residence believing it to be a vacant home. On September 4, at approximately am, Keizer Police officers were dispatched to Mayfield Place N on a report of a gunshot wound.

The home was occupied by a single owner who woke up to someone inside the residence. The owner fired his weapon striking the home invader who was pronounced deceased on scene. Twenty-three local businesses open their doors to showcase the potential of modern.

These jobs are the foundation of local economies and offer good-paying opportunities for people who may choose an alternate career path. Manufacturing Day offers a reminder of the importance of these jobs and our need to grow the future pipeline to ensure these opportunities continue well into the future. As manufacturers seek to fill 4 million high-skill, high-tech and high-paying jobs over the next decade, MFG Day empowers manufacturers to come together to address their collective challenges so they can help their communities and future generations thrive.

Our participation is a testament to the support we provide in the communities in which we live and work. Manufacturing is at the heart of our presence in Wilsonville, and we are happy to provide a forum with our Team for this special day.

The Clackamas Workforce Partnership is a nonprofit organization dedicated to building a strong workforce in Clackamas County.

We are responsible for bringing public and private partners together, in the workforce system, to support the local workforce and meet the employment needs of businesses. Our mission is to address critical workforce, educational, and training challenges, and develop a skilled workforce that meets the needs of businesses and strengthens the local economy of Clackamas County.

More information can be found on our website www. For more than 50 years, Clackamas Community College has offered high-quality education and training opportunities, lifetime learning and robust student life programming. Clackamas Workforce Partnership would like to thank all the generous business sponsors who helped make this event possible:.

Please be advised that the Bulletin does not include all calls for service to which officers respond. Many calls do not require that a report be written; such as:. Vera Santiago has been safely located and returned home. No further information available at this time. He was last seen on Monday, October 3 at about a. Vera Santiago is considered endangered, as his absence is not consistent with his normal behavioral patterns.

Anyone with any information about Mr. Preliminary investigation revealed a westbound Kenworth CMV left the roadway, went over an embankment and caught fire. The vehicle was fully engulfed and destroyed.

The operator of the Kenworth sustained fatal injuries and was pronounced deceased. The name of the operator will be released upon identification and next of kin notification. Preliminary investigation revealed westbound white Ford F pulling a foot cargo trailer, operated by Craig J. Wickham 61 of Boise, ID, left the roadway and overturned. During the crash, the trailer became separated from the truck.

Wickham sustained fatal injuries and was pronounced deceased. Interstate 84 westbound lanes were closed for approximately 1 hour while the OSP Collision Reconstruction Unit investigated the scene.

Driver fatigue, vehicle overloading and seatbelt use are all being investigated as contributing factors to the crash. On September 28, , at about P. During the course of the stop, reasonable suspicion was developed for drug trafficking.

The drug dog alerted to the presence of narcotics. A search of the vehicle revealed six 6 bundles concealed within the vehicle, with a gross weight of approximately A preliminary test of the narcotics showed it was fentanyl powder. This is an ongoing investigation with no further information being released.

Heartquist dhsoha. The reservoir is in Morrow County. People should avoid swimming and high-speed water activities, such as water skiing or power boating, in areas of the reservoir where blooms are, as the major route of exposure is ingestion of water.

Toxins are not absorbed through the skin. However, if you have skin sensitivities you may get a puffy red rash. You are encouraged to visit Willow Creek Reservoir and enjoy activities such as fishing, camping, hiking, biking, picnicking, bird watching, canoeing, and kayaking.

Boating is safe as long as speeds do not create excessive water spray. Sprays could lead to the risk of inhaling cyanotoxins. Drinking water directly from areas of the lake affected by a bloom is especially dangerous. Toxins cannot be removed by boiling, filtering or treating water with camping-style filters. Contact campground management or the local health department with questions about water available at nearby campgrounds or day use areas.

Not all private treatment systems are effective at removing cyanotoxins. If you do not use a well or public water system and draw in-home water directly from an affected area you are advised to use an alternative water source. Children and pets are at increased risk for exposure because of their size and level of activity. Dogs can get extremely ill and even die within minutes to hours of exposure to cyanotoxins by drinking the water, licking their fur, or eating the toxins from floating mats or dried crust along the shore.

This is regardless of a recreational use health advisory in place. Be aware that dogs can become ill and die from water intoxication after drinking excessive amounts of water while swimming or fetching objects for long periods of time.

Intoxication is a potentially fatal disturbance in brain function resulting from an imbalance of electrolytes in the body. Water intoxication and heat stroke can cause similar symptoms as exposure to cyanotoxins. Exposure to cyanotoxins can be serious and cause a range of symptoms.

Symptoms may be similar to food poisoning such as stomach cramping, diarrhea, nausea and vomiting. Symptoms may also be more serious, such as numbness, tingling, dizziness and shortness of breath. These symptoms may require medical attention. Dogs can experience weakness, difficulty walking, seizures, lethargy, loss of appetite and more.

If your dog exhibits symptoms veterinary treatment should be sought as quickly as possible. Fish caught from areas where cyanobacteria blooms are present may pose unknown health risks, so OHA recommends you do not eat fish. If you do decide to eat the fish, you should remove fat, skin and organs before cooking or freezing.

Toxins are more likely to collect in these tissues. Fillets should also be rinsed with clean water. For health information or to report an illness, contact OHA at Learn more here. But instead of retelling the most famous radio story ever, the episode will focus on the many stories that may have led to its creation.

Subsequent broadcasts and streams will be provided by local, regional and international broadcast partners. The episode explores five earlier experiments with radio storytelling. Episodes can be streamed on demand from the Re-Imagined Radio website, www.

Re-Imagined Radio draws on community voice actors, Foley artists, musicians, sound artists and engineers. Re-Imagined Radio was begun by Barber in to celebrate radio storytelling. The university provides affordable, high-quality baccalaureate- and graduate-level education to benefit the people and communities it serves. As the only four-year research university in Southwest Washington, WSU Vancouver helps drive economic growth through relationships with local businesses and industries, schools and nonprofit organizations.

Terms begin January and end December Professional experience in stormwater management is not required. Applicants with an interest in water quality, data and program analysis, education and outreach, or experience advocating for the environment are encouraged to apply. Interpretation and translation are available, upon request, for all commission meetings, communications and materials.

The nine-member group makes recommendations to the Clark County Council about services and policies protecting watershed health throughout the community, and collaborates with residents, agencies, businesses and nonprofit organizations.

The commission meets to p. Currently, meetings can be attended in-person or virtually via WebEx. Applications must be submitted by noon Monday, Oct. More information about the Clean Water Commission can be found at clark. Five Community Awards will be presented at the event which will take place bothin person at Clark Community College and virtually this year.

Awards will go to a large employer, small employer and an employee with a developmental or intellectual disability as well as people being honored for their extraordinary service to those with developmental or intellectual disabilities. The Clark County Community Awards honor the role people with developmental disabilities have in helping achieve a dynamic, productive workforce and recognize those in the business community who have demonstrated leadership in employing people with developmental or intellectual disabilities.

This free event will provide students and the public the opportunity to meet with Intel representatives and listen to technical talks about the technology created at Intel. Lunch will be provided. The following day, Oct. To be considered for an on-campus interview, participants must apply for the job online prior to Oct. The college is located at Molalla Ave.

For more information, email thomasb clackamas. The suspect fled the scene with an undisclosed amount of money. No one was hurt during the incident. He is described as a white, heavyset, adult male, approximately 5’10” – 6’2″ tall with what appears to be darker facial hair.

He was last seen leaving the area wearing a light colored long sleeve shirt, blue jeans, and a light colored cowboy hat. Anyone with information is asked to contact Washington County non-emergency dispatch at When : Wednesday, Oct. A public comment period is offered at the end of the meeting.

Where : Via Teams Meeting: Members of the public may join remotely by phone at ; Passcode: RAC members advise RPS staff on radiation use and safety, including budgetary and administrative rule matters. If you need help or have questions, please contact Patty Thompson at , or lee. What : A rules advisory committee will hold its third meeting to consider proposed changes to Oregon Administrative Rules OAR The proposed changes are the result of passage of Senate Bill SB during legislative session.

Agenda : Review of revised proposed draft rules; review of draft fiscal impact statement and draft statement of need. The agenda will include time for public comment. Where : Microsoft Teams meeting. Click here to join the meeting. Download Teams Join on the web. Program contact : Andrew Epstein, , ew. Department of Justice — Bureau of Justice Assistance. The VTC program seeks to return healthy, law-abiding veterans to the community using best practices and evidence-based approaches. The Washington County VTC is a therapeutic treatment court designed for offenders whose honorable military service is somehow linked to their criminal conduct.

The VTC program has seen firsthand the urgent need to support those who served our country and now need help in return. The program is designed to give each veteran the opportunity to improve their quality life, and this grant will help participants do just that. Department of Veterans Affairs, and our community treatment and veterans organizations and providers. On September 26, , at approximately A. We are also extremely grateful to both MG retired Gregory Schumacher and Jennifer Kavanagh for their extensive and helpful reviews of this report.

Changes in employment stability, family structure, and economic pressures illustrate the extent to which the context of RC service has evolved since that time, and it will likely continue to do so. These changes may create both challenges and opportunities for the use of the RCs to meet national military requirements.

Parallel to these extensive shifts in U. In , the Reserve Forces Policy Board offered the following definition of this new dimension to the RCs: Routine, recurring utilization of the Reserve Components as a fully integrated part of the operational force that is planned and programmed by the Services.

The Services organize, man, train, equip, resource, and use their Reserve Components to support mission requirements following the same standards as their active components. On one hand, the increased level of readiness required places a premium on regular individual participation in some kind of training or sustainment. Therefore, alternative manning solu- tions will have to overcome concerns that participants are less ready than those attending traditional drills and annual training.

At the same time, sustaining an operational reserve increases the quantitative demand for committed reservists and guardsmen, and if the popula- tion is not meeting that demand under traditional models, DoD must look for ways to access and retain ready participants under alternative programs. In the course of that work, the Office of the Assistant Secretary of Defense for Manpower and Reserve Affairs concluded that it needed to explore broader pro- grammatic improvements that would go beyond the MilTech program 2 Arnold L.

Modifying assumptions about Reserve duty has the potential to improve RC member recruitment, performance, development, and retention in critical experience-reliant occupational fields. Addition- ally, modifying assumptions about Reserve duty could stem projected manpower losses or provide alternative service options in fields with highly competitive civilian industries, such as cybersecurity, informa- tion technology IT , and aviation.

The premise of this study, therefore, is that answers to the fol- lowing key questions will enable the successful adaptation of the RCs: 1. What specialties3 are most difficult to recruit and retain within the Total Force? These may be new skill areas, outside the exist- ing military structure and culture.

What parts of the potential military workforce could participate in some segment of the RC to a greater degree? These may be people whose civilian employment and lifestyles are also differ- ent from those twentieth-century norms. Because the current RC system still meets most of the requirements it receives from the services, this primarily suggests an evolution to develop new forms of RC participation aimed at bringing in new sources of human capi- tal to meet shifting requirements, not a revolutionary change in RC management.

Unless we are referring to a specific service, we will use the term specialty to describe all of these throughout this report. There are others who cur- rently serve in the RCs but could do more, while still serving at less than the active component AC time commitment. To explore and test these assumptions, we employed an iterative, quali- tative analytical process comprising an in-depth literature review, key stakeholder and informant interviews of 36 individuals across a variety quite possibly fall short of meeting requirements.

For the earlier usage and analysis, see Bruce R. Orvis, Herb Shukiar, Laurie L. McDonald, Michael G. Mattock, M. Rebecca Kilburn, and Michael G. The ultimate output of this exercise was the creation, through an iterative exercise across the research team, of a list of possible workforce constructs aimed at enhancing innovation in U. The methods employed in this exercise and its findings are discussed in greater detail in Chapter Seven.

Note that these workforce constructs are not intended to pro- vide a feasible solution to meet every demand signal; nor is there one for every source of additional manpower. Nonetheless, the list as com- piled should be an effective guide for future innovation and additional research.

The results of this study are presented in the chapters that follow. Chapter Two reviews current DoD use of the RC and civilian per- sonnel to augment its regular forces. Chapter Three defines the chal- lenges facing each service in associated with accession and retention of personnel in specific skill areas. Chapter Four reverses the perspective and documents six segments of the U.

While interviewees were asked to respond based on their professional experiences, they were, in all cases, speaking for themselves rather than for their organizations in an official capacity. Chapter Five explores case studies in which other countries have utilized RC systems to meet their needs, and Chapter Six looks at private and public entities that have used innovative intermittent, part-time, temporary, shared, or other employment models.

Chapter Seven combines the analysis of labor demand, supply, and processes to develop and explore alterna- tive frameworks for human resource management within a broad RC construct.

Chapter Eight discusses the implications of this analysis and offers recommendations for potential new paradigms for RC personnel management.

Most of the research and our recommendations focus on all-new manpower for the RCs: individuals who currently have no military affiliation. However, some of the recommendations apply to individu- als who currently participate in an RC at the normal level two days of training a month and two weeks of annual training but could partici- pate more.

Points that are especially applicable to this population are highlighted throughout this report. Relevance and Applicability of This Study The findings in this report will be relevant and applicable primarily to U. This research will also be applicable to broader U. To the degree that other countries face similar challenges in find- ing personnel to meet military requirements, international audiences may also find the analysis and recommendations useful in guiding their own policy initiatives.

The RC provides extensive force multiplying options to the AC force of , individuals in the Army, , individu- als in the Air Force, , individuals in the Navy, and , indi- viduals in the Marine Corps.

Coast Guard—totals over 1 million individuals. The RC is not the only force-multiplying option for U. Indeed, both civilians and contractors now provide force-multiplying capabili- ties, with the U. Department of Defense Total Force now conceptu- alized to include the more than , civilians currently employed by DoD, as well as DoD-hired contractors, in addition to U.

Relevant policy and practice related to each personnel option is discussed in further detail below. Thus, 10 U. An even broader category is all mobilization-eligible individuals, which primarily adds eligible retirees to the count. Table 2. Traditional Reservists Although each service has its own formal and informal names for it, the dominant paradigm for most RCs for decades has been participa- tion in a formal unit, along with monthly training and a longer annual training event.

When needed, these reservists are activated and may 2 10 U. These person- nel are referred to as drilling reservists U. Navy Reserve , traditional reservists U. Army Reserve.

By design, the Army Reserve and Army National Guard organize primarily into combat, combat support, and combat ser- 4 U. The excep- tions include personnel in the delayed entry program and other specific programs. The Navy Reserve organizes itself into units that provide staff augmentation, personnel replacement, or other functional support to the active force, as part of either active or reserve units.

The Air Force Reserve and Air National Guard are organized into flying units and support units similar to those of the active Air Force, as well as into support cells and head- quarters organizations capable of deploying or being tapped to aug- ment active units. The Marine Corps Reserve is organized into tactical units that resembles the active Marine Corps; however, Marine Corps Reserve units typically deploy at the battalion or company level, often as additional force structure for active-duty units.

Notably, the Army National Guard and Air National Guard also fulfill state responsibili- ties when not serving in a federal status and may mobilize in a state status as well under the command of their respective governors. DoD policy describes individual mobilization aug- mentees as follows: trained individuals pre-assigned to an AC or a Selective Service System SSS billet that must be filled to support mobilization pre- and post-mobilization requirements, contingency opera- tions, operations other than war, or other specialized or technical requirements.

Depending on the specific program, they may also serve up to 48 training periods during the year, like a tra- ditional reserve member, but this may be done on weekdays through- out the month to complement the AC and civilian work schedule.

This function, usually labeled FTS, is primarily done through two programs. First, 10 U. Following the gradual elimination of non-dual-status mili- tary technician purely civilian employee authorizations through the 7 10 U. Individual Ready Reserve The standard U. Those who do not join an RC unit or other Selected Reserve program generally go into the Individual Ready Reserve IRR , creating a pool of recently separated veterans at junior levels who can be used as individual augmentees as may be necessary.

Because mem- bers of the IRR are outside the Selected Reserve, they have no require- ment for training in statute10 but may be required to muster periodi- cally to verify they can be mobilized if needed.

They may volunteer for training or be activated for extended training or mission support. The services have also implemented, at times, programs where members of the IRR voluntarily do additional duty, earning points for retirement if not pay. They may also be mobilized involuntarily under higher levels of mobilization. The military components, in particular, have extensively developed training programs, including individually developed or exercised skills e.

Traditional reservists serve for 39 days a year, traditionally allocated between 48 drill periods taking place over approximately 12 weekends per year, as well as two weeks of annual training.

Individual reserve personnel in these units may also participate in more than the 39 days of training each year if they are pursuing individual training opportunities. They also are eligible for enlistment and reen- listment bonuses and incentives based on particular MOSs or skills e. The comparability to AC pay and allowances is important because many other countries have a two-tiered or more pay system where the reservists do not receive the same pay or benefits. Even in the United States, one objective of the ongoing duty-status reform process is to reduce the cases where two service members can be performing the same duty but receive different benefits because of the different ways they were called up.

RC system, inactive-duty training is managed as a standard unit training assembly UTA of four hours. This allows time to be bundled into a substantial period but allows the flexibility to move these blocks according to a training schedule. This includes two types of benefits: a defined-benefit pension that RC retirees may earn after 20 years of qualifying service and a defined-contribution k -style fund that RC members may contribute to and have the government make certain matching contri- butions as well.

Asch, Michael G. Department of Veterans Affairs VA , up to four years of tuition support, and four years of a housing allowance. Purchases made in these facilities are generally free of state sales tax. The Servicemember Civil Relief Act protects reservists against rental property evictions, mortgage foreclosures, insurance cancellations, and government property seizures to pay tax bills during mobilized service.

To the extent that discrimination against veter- ans and reservists remains salient within the workforce,19 these legal protections may act as a recruiting or retention incentive. For that reason, it may be useful to review how such civilian skills are currently tracked. At the national level, there is a requirement for all RC members to annually update their Civilian Employment Information.

At present, this stand-alone database collects only their name, birth date, DoD identification number, and employer information job title, employer address, contact information, etc. Treverton, David M.

Oaks, Lynn Scott, Justin L. However, any improved capability to track the full range of civilian skills within the armed forces could only help the full range of personnel management functions and would directly support each of the constructs proposed in Chapter Seven of this report. Nonreserve Component Personnel Options Across the Total Force This report explores alternative approaches for the RCs to access human capital that may be underutilized in current reserve service constructs.

Generally speaking, these alternative approaches would be RC solu- tions—innovative ways to put people in uniform to contribute to mili- tary missions. This section provides context for why these approaches merit consideration by describing the policy and practice surrounding the use of other sources of human capital, including DoD civilians and contractors, for functions related to those performed by the RCs. While other elements of the Total Force may benefit from analogous approaches, the scope of this research was intentionally limited to only assess the RCs in this regard.

Policies Governing the Workforce Mix in the Total Force While in earlier conceptions the Total Force typically referred to the mix of active and reserve forces used to meet military missions, in more recent DoD policy documents e. Person- nel shortfalls shall be addressed by hiring, recruiting, reassigning military or DoD civilian personnel; authorizing overtime or com- pensatory time; mobilizing all or part of the Reserve Component when appropriate ; or other similar actions.

It should be noted that, while combat and the command of military forces are listed among the inherently governmental functions included in this document, in gen- eral this guidance is intended to delineate between civilian government employees and contractors rather than functions to be divided between service members and contractors. A subsequent notice issued in February clarified that this guidance was intended for both defense and civilian agencies.

IG functions shall include, among other things, activi- ties that require either the exercise of substantial discretion when applying Federal Government authority, or value judgments when making decisions for the Federal Government, including judgments relating to monetary transactions and entitlements. For example, even if a function is not [IG] or exempted from private sector performance, it shall be designated for DoD civilian performance. Massey, and Gillian S. Oak, U. This shall include determinations by Human Resources HR officials that DoD civilians cannot be hired in time, or retained to perform the work.

In addition to a presump- tion that work is to be performed by government personnel rather than contractors, unless certain conditions are met, there is also a presump- tion that work should be performed by DoD civilian employees rather than military personnel.

DoDI Together, these criteria delineate work that is inherently governmental and, essentially, inherently military.

Further instruction on the civilian- military workforce mix is included in DoD Directive Dunigan et al. Per DoDI Government Accountability Office GAO has found that the Air Force, Army, and Navy are three of the four agen- cies across the federal government spending the most on personal ser- vices contractors, while also noting inconsistencies in DoD reporting on the use of these contractors.

DoD plans to expand its civilian workforce to ,, largely to meet demands created by the current National Defense Strategy. As shown in Table 2. These categories are intermittent seasonal, intermit- tent nonseasonal, part-time seasonal, part-time nonseasonal, and full time.

Types of contracting span from staff augmentation contracting, which typically involves contractors working at DoD facilities while DoD provides most of the other needed inputs to production e. Grammich, Judith D. Mele, Evan D. At the height of the Iraq and Afghanistan wars, contractor personnel including U. Farmer, Rachel M. Critical to our analysis is the realiza- tion that the military manpower system—and, within the scope of this study, specifically the RC—faces challenges in adequately filling specific positions today.

In practice, each service has some occupational areas for which it is historically hard to recruit and retain personnel, and the services would like to have addi- tional options to provide them.

The intent of this review was not to prepare a comprehensive list or to determine precise requirements. It was outside the scope of this study to gauge the viability of prescribed levels of RC manpower; rather, we were tasked with developing an understanding of how to grow specific areas of expertise within the RC by drawing in those individuals unlikely to serve at all, as well as by enticing existing service members to increase their level of service. Nonethe- less, future exploration of this topic may benefit from an in-depth assessment of prescribed RC manpower levels in relation to historical readiness data.

As summarized below and in greater detail in Appendix A, this analysis looks at each service as a whole. Some requirements are best met by AC units and personnel, and we assume that the services will continue developing tools to fill them in this way. However, until such preferred tools are in place, AC requirements will be filled by RC per- sonnel and, as such, should be seen as part of the demand signal for some kind of new RC program.

Early in the research, we identified two distinct ways in which alternative manpower sources could help meet service needs. First, new models could bring into service a number of individuals who are cur- rently unlikely to serve in any capacity. Second, there may be ways in which new models could take currently serving individuals from the minimum level of reserve service, approximately 38 days per year, to a much higher level, such as or more. While the lists of specialties for the two sets of needs over- lap an overall shortage affects both the minimum-duty and extended- duty pools , they will be met by two different populations and require different kinds of changes to policies, regulations, or practices.

The data for different services included to varying degrees quan- titative measures of the shortfall. However, we were focused on identi- fying the types of specialties, not measuring the degree of shortages or the amount of the gap that a given policy change might close. Match- ing quantitative degrees of shortfalls to particular policy recommenda- tions that might improve them would be a fruitful avenue for future research.

For deployments, DoD requires the military services to present their capabilities in relatively compact, modular packages called unit type codes UTCs. A UTC may specify equipment, personnel, or both, required to provide a capability.

Use of UTCs enables joint com- batant commanders to communicate their needs in operational plan- ning documents and actual contingencies in specific, quantifiable, and unambiguous terms.

Strategic Demand In the military RCs, the total number of required units is determined through a comprehensive DoD planning process based on standard- ized, representative wartime scenarios.

We consulted many pieces of congressional testimony heard by the House and Senate Armed Ser- vices Committees, as well as GAO reports on military manpower and shortfalls. We then conducted interviews with representatives from several of the military services to better refine our understanding of their perceived shortfalls. We condensed many of the specialties represented in more than one service into larger categories to ease analysis and coordination.

These larger categories represent the general characteristics of the asso- ciated specialties, although the generalization cannot fully account for the individual nuances of each specialty. In some cases, a category includes other specialties that are not currently hard to fill, but those cases are the exception. Identifying Common Features in Shortage Specialties Characteristics of Shortage Specialties To state the obvious, not all shortages are created equally. For exam- ple, the military depends entirely on the private sector to produce the inform our assessments of shortage specialties beyond what we found in the literature and policy review.

In other fields, the services train their own personnel but may suffer when those trained individuals leave for better-paying civilian jobs. To better understand these shortages, we sought infor- mation on ten categories of distinguishing characteristics through a literature and policy review, as well as through interviews with repre- sentatives from the military services: 1. Our findings for each shortage specialty are shown in Tables 3.

Many of the shortages are not limited to the military, as seen in Table 3. For example, it appears that the civilian economy is not producing enough cyber, IT, maintenance, aviation, medical, construction, linguist, and transportation professionals to meet the demands of the private-sector, military, and government agencies. Competition for these professionals is higher as a result.

In areas in which the military could produce more talent to meet its needs, there may be other factors that contribute to the shortage. Many of these specialties also either heavily depend on technol- ogy or have been or are being transformed by technology.

This trend affects specialties in different ways, but it may create new opportuni- ties to be creative in mitigating shortfalls. While we did not study the various impacts of specific shortfalls, we noted the characteristics of particular shortage specialties—particularly regarding time spent on the job and location of the position—to help identify workarounds in potential new workforce constructs that might be utilized to increase available manpower for the RC in such specialty areas.

For example, language skills acquired by adults in a school setting are generally very perishable, but the skills of heritage speakers require little sustainment training. For some cyber skills, proficiency and active engagement on a specific network improves performance. A radical solution calls for an exam- ination of new areas from which to recruit or an exploration of ways to increase the level of participation among those who have already chosen to serve, with a particular focus on how an expanded RC population could more adequately supplement the AC.

This chapter examines policy and regulatory limits that may be relevant to miti- gating recruitment shortfalls and develops a conceptual framework to guide further examination of other key limiting factors related to participation in the RC. The conceptual framework integrates popu- lation-level data on civilian occupations to highlight groups that may face barriers or other challenges to RC participation, as well as poten- tially untapped groups with desired skill sets within the larger U.

Policy and Regulatory Limits to Service To participate in the RCs, individuals must first meet basic require- ments in several broad categories. First, per DoD regulations, there are detailed personal history and physical requirements that must be met with some variation by branch of service. Therefore, these sets of requirements as currently defined may exclude certain types of individuals who otherwise have valuable, in-demand skills to contribute to RC service.

In this section, we examine ways in which these requirements may limit or preclude certain types of indi- viduals or occupations from participation in the RC, identify specific groups for which these requirements may limit participation, and pro- vide estimates of the sizes of some of these key populations. We do not argue that any or all of these restrictions should be changed, but we do note their existence and their effects on the recruitable population.

Personal Characteristic Requirements for Participation in the U. Military While there are slight variations between each of the military services, applicants cannot have any serious law violations or drug use; no his- tory of serious health problems; meet age, height, and weight stan- dards; score sufficiently on an aptitude test Armed Services Vocational Aptitude Battery ; and pass a physical exam. While the standards may vary and change over time, the criteria apply in some way to all mili- tary service, not only that in an RC.

Height-for-weight and body-fat requirements are increasingly limiting eligibility; the high and rising prevalence of overweightness and obesity in the civilian population reduces the available pool of recruits. Carroll, Cheryl D. Fryar, and Cynthia L. Beyond physical condition requirements, some health condition requirements may also increasingly limit participation. One example of such a disqualifying health condition is that individuals cannot have used sleep aids or have had difficulty sleeping chronic insomnia more than three times per week during the past three months.

Data from — indicated that 4 percent of Americans age 20 and older had used prescription sleep aids in the previous month,4 that there was a percent increase in the number of sleep medication prescriptions from to ,5 and that 20—25 percent of men and 15—18 percent of women suffered from sleep disturbances more than six times in a two-week period. Tenure-track positions include committee participation and academic advisement beginning in the second year of employment.

Candidate must meet Higher Learning Commission standards for faculty qualification. Closing Date: Review of applications will begin immediately and continue until the position is filled.

Alva, OK Email: sjmaier nwosu. Applicants should provide a cover letter, curriculum vita that includes contact information for at least three professional references, NWOSU application for faculty, and academic transcripts.

Position will start in August Location: Prefer Oklahoma resident. Didactic courses offered online. Requirement of a minimum of three assigned weeks at the Alva campus per academic year August, May, and July. Terms of Employment: Twelve-month position. Duties and Responsibilities: Plan, guide, implement and evaluate learning experiences of BSN-to-DNP students in clinical and classroom settings, demonstrating skill as a clinical practitioner.

Demonstrate competence in the online classroom and on-campus skills practice lab. Serve as an academic advisor to assigned students. Participate in Program, Division, and University activities, projects, and committees as assigned. Active participation in regional, state, and national professional nursing organizations with travel as needed for clinical supervision, teaching, and meetings.

Graduate faculty teaching in the Wisdom Family Foundation Doctoral Program for Rural Nursing Practice must maintain one day of clinical practice time per week during the academic sessions.

Must meet the faculty qualifications as defined by the Oklahoma Board of Nursing with successful completion of a drug screen and national background check. Prior teaching experience preferred. Potential for leadership in nursing and nursing education. Location: Alva or Woodward Campus. Terms of Employment: Nine-month position. Additionally, the faculty member will have the following essential functions:Provide effective methods of student evaluation for clinical and class content.

Actively participate in curriculum planning, development, and revision, demonstrating teaching competencies in the classroom, practice laboratory, and clinical settings. Be a liaison with communities and facilities interested in supporting students in any of the nursing programs. Participate in and develop marketing activities designed to recruit students to any nursing program. Serve as academic advisor to assigned students.

Participate in school activities and serve on school committees. Assist the Division Chair and Program Directors in recruitment of faculty and students.

Participate in local and state professional nursing associations. Participate actively in community service health-care activities. Periodic travel to the different program delivery sites is required.

Two years of full-time practice as a Registered Nurse in a clinical setting required. Unencumbered licensure as a Registered Nurse in State of Oklahoma. Available: January Duties and Responsibilities: The successful candidate should be prepared to teach 27 credit hours of mass communication and broadcast journalism audio and video production and performance per academic year and to serve as broadcast adviser for student productions such as podcasts, livestreams, and weekly TV newscasts.

Preferred Qualifications: Terminal degree in broadcast journalism, mass communication, or related field; professional experience in broadcast journalism; and teaching experience in higher education. Duties and Responsibilities: Sweep, mop, strip, wax, and buff floors. Dust and clean offices, classrooms, halls, restrooms, and other assigned areas. Vacuum and shampoo all carpets, rugs, and mats. Collect and remove trash from interior and exterior of buildings.

Wash walls and windows, chalkboards and marker boards. Replenish soap, paper towels, and toilet tissue where needed. Sweep sidewalks, clear snow, and spread ice melt when conditions warrant. Plant, weed, fertilize, and water flowers, grass, and newly planted trees and shrubbery. Heavy lifting required which may exceed 50 pounds. Qualifications: One-year experience in building or institutional custodial work preferred. Sufficient knowledge of materials, methods, and practices used in cleaning operations preferred.

Qualifications: A baccalaureate degree in education, counseling or closely related field is required. Desired skills include recruiting and relating to disadvantaged students through Upward Bound activities, communicating effectively, multi-tasking and working with deadlines, maintaining confidentiality, interpreting federal policies and regulations, exhibiting organization and attention to detail.

Maintains a frequent physical presence at the Capitol during the legislative session in order to build relationships that benefit the university. Represents the Board on state committees, attends meetings and conferences as appropriate. Educates public officials on issues of importance to the Board, and to the Board leaders on issues important to public officials. Research, monitor, analyze, and evaluate legislation, regulation and public policy issues that may have an impact on the Board.

Coordinates special projects on behalf of the Board. Performs other related duties as assigned in consultation with the Board. Tracks priority legislation and with consultation from the Board, provides recommendations to the Board about pending policy changes.

Advises the Board and university leadership on government affairs issues. Reviews current state law and recommends legislative and regulatory changes to improve Board and university operations, efficiency, and funding. Drafts and prepares legislative proposals for statutory improvements to be submitted for introduction in the General Assembly. Writes and disseminates detailed analyses of state and federal legislation for executive leadership. Develops position statements and testimony on legislative bills and amendments.

Maintains up-to-date information regarding higher education issues, problems, and legislative activities to inform the university community. Testifies at congressional, senate or committee hearings as requested.

Participates in committees and workgroups for higher education in Oklahoma on behalf of the university as requested. Plans and arranges special meetings, forums, and events on and off campus with government officials and governing board.

Works with faculty and staff to invite elected officials to campuses for speaking engagements. Creates presentations and drafts public affairs talking points for the Board and other university officials to use. Work autonomously with high levels of scope and latitude. Ability to think strategically and work as a member of an entrepreneurial teamSelf-motivated and highly organized, with careful attention to detail and a willingness to take initiativeSuperb written and verbal communication and relationship-building skills; ability to present effectively to small and large groups.

Proficiency in Microsoft Office suite, including Outlook, Word and basic Excel; and beginner-intermediate level skill in web content, social media, and cloud-based applicationsA demonstrable commitment to promoting and enhancing an inclusive community. Physical Demands:Reasonable accommodations in accordance with ADA requirements may be made, upon request, to enable individuals with disabilities to perform essential functions.

Closing Date: Review of applications begins immediately and continues until position is filled. Send a letter of inquiry and resume to:Allen E. Alva, OK Email: aebird nwosu. Position will start in January Location: Prefer Oklahoma resident with ability to hold some regular office hours on the Alva campus weekly. Minimum requirement of three assigned weeks at the Alva campus per academic year August, May, and July.

Duties and Responsibilities: Initial course load assignment will likely be a combination of courses within all division programs, with transition to full teaching load in the BSN-DNP program as dictated by enrollment and ratios. Plan, guide, implement and evaluate learning experiences of students appropriate to the assigned program in clinical and classroom settings, demonstrating skill as a clinical practitioner.

Participate in program, division, and university activities, projects, and committees as assigned. Applicants should provide a cover letter, a curriculum vita that includes contact information for at least three professional references, an NWOSU application for faculty, and academic transcripts. International students should see information under the International Student link.

Contact our Office of Recruitment at or email recruit nwosu. Freshman OrientationFreshman Orientation on the Saturday prior to the first day of school in August is a required event for all freshmen. GED recipient’s high school class must have graduated. The exact standardized test score will be specified annually by the Oklahoma State Regents for Higher Education based on the preceding three years’ ACT scores of graduating seniors, if available, based on Oklahoma norms.

An equivalency table will be used to determine SAT scores. The GPA will be defined annually to correspond to the rank in class. General Science may not be used to meet this requirement. See more information in our Immunization Policy. How Should I Prepare? Take the right courses in high school see Criteria You’ll Need to Meet above. Register for the ACT at www. Northwestern is a national testing site. Visit with a member of the Office of Recruitment – or recruit nwosu.

Here you will fill out an Application for Admission and a scholarship application. Register for a campus tour to see what life could be like as a Ranger if unable to attend Ranger Preview. Register for college classes as a concurrent student during your junior or senior year. If you plan to attend Northwestern in the fall, register online for Freshman Connection so you can enroll early for the fall semester.

If you miss Freshman Connection, contact the Office of Recruitment to schedule an enrollment session. To apply for admission to Northwestern, do the following Web scores will not be accepted. Apply for scholarships by May 15 best if returned by March What is the deadline to apply for admission? If you are a United States citizen or United States permanent resident you can apply up until classes begin for the semester you wish to attend. We encourage you to apply as soon as possible as some of the other applications such as Scholarships, Financial Aid and Student Housing have deadlines, and awards are dependent upon being admitted.

Please see Paying for College and Living on Campus for more information. Fill out the online Scholarship Application before May 15th best if returned by March 31 to apply for academic and participation scholarships.

Payment can be mailed to Business Office, Oklahoma Blvd. Dorm deposits are the only things you can pay for by phone or in person with a credit card in the Business Office.

Your first chance to enroll is in April at Freshman Connection, a day created just for you! Your parents are welcome to tag along because we have a special time devoted to them as well. Please register by clicking the link provided. Call or email recruit nwosu. To see additional information about Title IX at Northwestern, visit www. Apply for Scholarships and Financial AidFreshmen can apply for a number of academic and participation scholarships by using the online Scholarship Application.

Alva Incentive Program First-time freshmen and transfer students attending Northwestern-Alva on a full-time basis who establish a residence in the city may be eligible for additional financial assistance through a unique toNorthwestern incentive program.

Administered through the Financial Aid Office, this incentive program provides assistance for tuition, university housing and other school-related expenses. And, while you’re shopping for books, check out the selection of Ranger apparel and gifts to get set up with all the latest Ranger gear.

We also provide information to our unique Bridge Program with Northern Oklahoma College so students can easily transfer to any of our three campus locations. If it is determined that not all general education requirements have been met by out-of-state transfers, a few classes may need to be taken.

All transferring students shall expect to satisfy any additional general education requirements imposed by the specific academic programs. Students transferring to Northwestern from a two-year school are required to earn a minimum of 60 semester hours excluding physical education activity courses at Northwestern to complete the requirements for a bachelor’s degree. Have a 2. Transfer Student Admission 24 or more credit hours Apply OnlineBe eligible for readmission at the previous institution to be eligible for admission at Northwestern.

Those with less than a 2. High school transcript will not be needed if you have completed college course work in the curricular areas required.

Submit official transcripts from all schools previously attended. NOC offers the lower division classes allowing an easy transfer to any of Northwestern’s three campus locations. This relationship allows the two schools to co-exist in the Enid community without directly competing. See more about the Bridge Program below. Apply OnlineBe eligible for readmission at the previous institution to be eligible for admission at Northwestern. Students should previously complete the majority of the lower-division general education courses required for a baccalaureate degree at Northwestern.

In most cases, students with an Associate of Science or an Associate of Arts degree from an accredited institution will automatically meet the general education requirements. A list of the 54 general education credits required is provided in the Undergraduate Catalog.

For more information about transferring to Northwestern-Enid, contact Tiffany Misak at or tdmisak nwosu. Meet all academic and admission requirements set forth by the university2. Be eligible for readmission at the previous institution to be eligible for admission at Northwestern.

Apply Online readmission students need to use the Application for Readmission form. Students can also apply in person at any campus location in Alva, Enid or Woodward. Attend Spring Showcase in February to learn more about the university. Must meet all scholarship eligibility requirements.

You can call to enroll over the phone! Visit with Enid campus personnel about the possibility of housing via NOC if attending our Enid campus. Apply for Scholarships! Submit the Transfer Scholarship Application by July 15 and provide verification of your cumulative grade point average for best consideration. As a transfer student, you must have completed 24 credit hours in the prior year at the school from which you transfered for scholarship purposes.

Attend Transfer Orientation prior to the start of the fall semester. Apply for Scholarships and Financial AidTransfer students can apply for a number of academic and participation scholarships by filling out the Online Scholarship Application before July More information on scholarships specifically for Transfer Students, Financial Aid and Costs to attend Northwestern are available at Paying for College.

You may enroll concurrently at both schools, making transferring to any of our three locations an even easier process.

Bridge Application Form All Bridge Program students transfering from NOC also must complete the Transfer Scholarship Application by July 15 and provide verification of your cumulative grade point average for best consideration. Currently, Northwestern is home to 46 international students representing 19 different countries. The ability to understand, speak, read and write English effectively is most important for any student wishing to study at Northwestern Oklahoma State University, because all lectures and examinations are conducted in English.

Northwestern is a great place to earn a quality and affordable education. Age Requirements: Applicant must be 18 years of age by enrollment date. An official transcript can be defined by the following:Must be sent and sealed by institution of study digital copies are acceptable for the admission process; however offiical transcripts must be received by NWOSU upon arrival to the U.

High School transcript must contain at least 3 years of studyMust provide a diploma or completion certificateMust be accompanied by English translation if original transcript is in English, translation is not needed Must have 4.

A list of our approved evaluation companies is listed below:Global Credential Evaluators, Inc. Box College Station, TX www. Financial Requirements: All international applicants are required to submit proof of liquid assets sufficient to pay for the entire first year of education and living expenses. Proof can be in the form of an official letter on bank letterhead or an official bank statement translated into English and in USD.

We accept international students for the Fall and Spring semesters only. We no longer accept students for summer semesters due to extremely limited course availability.

International Student Application for AdmissionComplete the online applicationEach section of the application must be completed honestly. Students may request their applications be updated for a future semester up to two calendar years if they are unable to attend Northwestern during the semester to which they initially applied. This document must be completed by both you and the guarantor. Monetary values need to be converted to the United States dollar.

Signed Statement of Understanding5. If photocopies of records are sent, you will be expected to bring the original educational records when you arrive at Northwestern to enroll. If transferring from an international university a transcript evaluation service is required.

The evaluation must come directly from the company of your choosing to our institution. There are no exceptions to this rule. Students who are transferring from a U.

A legible copy of your passportContact us for more information at international nwosu. Health Records1. Immunization Records Form where it asks for Social Security Number, input nine zeros All immunizations are required before acceptance. International students are required to show proof of negative results to the Tuberculosis skin test prior to being allowed to enroll in their second semester.

You may complete this in your home country or at Share Medical Center in Alva, but it must be completed within 30 days of your arrival to Northwestern. These forms are on the Living on Campus web page. Additional FormsIf you are applying for graduate school or returning to Northwestern after being gone for a semester or more, please use the following forms Application for Graduate Studies2.

Application for ReadmissionContingent on your acceptance, original and official documents will be required upon your arrival at Northwestern. CONTENT: Once the International Student Office has received all of the required information from you, a decision will be made regarding your admission, and you will be notified via email.

International students have the option of receiving their acceptance package by mail or express shipping. If you choose to receive your acceptance package via express shipping applicants will be responsible for all shipping charges.

You will receive instructions via email. There will be no extra charge for students who wish to accept their acceptance package via regular mail. Prior to enrolling at Northwestern you will need to notify the Registrar of your social security number, which is used as your student identification number. If you do not have a social security number you will be assigned a student identification number at the time you enroll at Northwestern. Additional information is available by contacting the International Student Office at international nwosu.

This placement test is required for all international students who did not meet a in the reading portion and in the math portion of the SAT exam. This test will aide us in ensuring you are put in courses that will set you up for success at our University. After you have completed this test, you will be set up with an advisor to enroll in your classes.

Transferring from another U. You can enroll as soon as your official transcript has been received! Contact the International Student office for more information. Maintain full-time enrollmentStudents who are studying in an undergraduate program are required to enroll in a minimum of 12 credit hours each semester during the academic year.

If you are unable to enroll full-time, or wish to withdraw from a course that would put you under full-time, you will need authorization from the International Academic Advisor before doing so. Maintain “Presence on Campus” F-1 students are required to be seen on campus. Undergraduate students must enroll in 9 credit hours of traditional courses before they may enroll in a 3 credit hour online OR ITV course. Graduate students must enroll in 6 credit hours of traditional courses before they may enroll in a 3 credit hour online OR ITV course.

There are very limited exceptions to this rule. Please contact the International Academic Advisor for specification. This form also includes the required Meningitis form. Master of Arts in American Studies2. Master of Education3. Students will first apply through the international office with the general international student admittance requirements, then their completed application will be submitted to the graduate office for further requirements.

For more information email international nwosu. Alva is located just 14 miles 23 km south of the Kansas border. Alva is approximately miles km northwest of Oklahoma City and miles km southwest of Wichita, Kansas. The nearest airports are located in these two larger cities. Northwestern’s main campus offers students a traditional on-campus college experience by living in university housing, dining in the cafeteria or Student Center Snack Bar, participating in campus media activities, attending home athletic events, going to university-sponsored concerts or plays, and more.

At Northwestern’s Alva campus, students can choose from more than 40 areas of study to earn their Bachelor of Arts or Bachelor of Science degrees, and offers complete Master’s Degree programs in Education, Counseling Psychology, and American Studies. International Students wishing to study online must contact the International Student Office at international nwosu. Graduate Students wishing to take online classes should contact the Coordinator of Graduate Studies, gradstudies nwosu.

Northwestern will now waive up to nine credit hours of tuition for juniors during the academic year, an increase of three hours from the previous year. The hours can only be taken during the fall and spring semesters of your junior year. You can now earn concurrent college credit of up to 27 hours 9-junior year and senior year , tuition-free, while in high school.

University fees, along with books or other course materials, remain your responsibility. Enrollment in concurrent courses:Shortens the time to degree and provides quicker path to employmentSaves families money in tuition and other college attendance costsPrepares students for the pace and rigor of college-level coursesYou may enroll in a combined number of high school and college courses per semester not to exceed a full-time college workload of 19 semester-credit-hours.

For purposes of calculating course load, one-half high school unit shall be equivalent to three semester credit hours of college work. You will be able to continue concurrent enrollment in subsequent semesters if you earn a college cumulative grade point average of 2. As a concurrent student at Northwestern, after your high school graduation you may be admitted to Northwestern or another institution in the State System if you meet the entrance requirements of the receiving institution, including the high school curriculum requirements, and will be subject to the State Regents’ retention standards.

Northwestern offers concurrent enrollment at its Alva and Woodward campuses, and at participating high schools. Office of Recruitmentrecruit nwosu. Students may only enroll in curricular areas where the student has met curricular requirements for college admission.

There is no secondary testing for enrollment in college level courses. Concurrently admitted high school students will not be allowed to enroll in any zero-level university courses designed to remove high school deficiencies.

Additionally, students must have a signed statement from the high school principal stating that they are eligible to satisfy requirements for graduation from high school including curricular requirements for college admission no later than the spring of the senior year, and that the student is enrolled in less than full-time load at the high school.

Students must also provide a letter of recommendation from their counselor and written permission from their parents or legal guardian. Must have completed enough high school coursework to be equivalent to an individual who is classified as a junior or senior at an accredited high school.

Detailed information about our Master’s Degree programs and the various options can be found at Graduate Studies. Individuals providing a recommendation must complete the online Reference Form wherein they will upload your letter of recommendation. It is your responsibility to ensure that your recommenders receive the Reference Form link and submit the Reference Form by the application deadline. The Reference Form is here: www.

To this end, the RCs should explore new service options that both reflect and complement developments in the civilian workforce. Acknowledgments We gratefully acknowledge the assistance of a number of individuals across DoD, the U.

Although we cannot name them publicly, we are indebted to them for their assis- tance. We are also extremely grateful to both MG retired Gregory Schumacher and Jennifer Kavanagh for their extensive and helpful reviews of this report. Changes in employment stability, family structure, and economic pressures illustrate the extent to which the context of RC service has evolved since that time, and it will likely continue to do so.

These changes may create both challenges and opportunities for the use of the RCs to meet national military requirements. Parallel to these extensive shifts in U. In , the Reserve Forces Policy Board offered the following definition of this new dimension to the RCs: Routine, recurring utilization of the Reserve Components as a fully integrated part of the operational force that is planned and programmed by the Services.

The Services organize, man, train, equip, resource, and use their Reserve Components to support mission requirements following the same standards as their active components. On one hand, the increased level of readiness required places a premium on regular individual participation in some kind of training or sustainment. Therefore, alternative manning solu- tions will have to overcome concerns that participants are less ready than those attending traditional drills and annual training.

At the same time, sustaining an operational reserve increases the quantitative demand for committed reservists and guardsmen, and if the popula- tion is not meeting that demand under traditional models, DoD must look for ways to access and retain ready participants under alternative programs.

In the course of that work, the Office of the Assistant Secretary of Defense for Manpower and Reserve Affairs concluded that it needed to explore broader pro- grammatic improvements that would go beyond the MilTech program 2 Arnold L. Modifying assumptions about Reserve duty has the potential to improve RC member recruitment, performance, development, and retention in critical experience-reliant occupational fields.

Addition- ally, modifying assumptions about Reserve duty could stem projected manpower losses or provide alternative service options in fields with highly competitive civilian industries, such as cybersecurity, informa- tion technology IT , and aviation. The premise of this study, therefore, is that answers to the fol- lowing key questions will enable the successful adaptation of the RCs: 1.

What specialties3 are most difficult to recruit and retain within the Total Force? These may be new skill areas, outside the exist- ing military structure and culture. What parts of the potential military workforce could participate in some segment of the RC to a greater degree? These may be people whose civilian employment and lifestyles are also differ- ent from those twentieth-century norms. Because the current RC system still meets most of the requirements it receives from the services, this primarily suggests an evolution to develop new forms of RC participation aimed at bringing in new sources of human capi- tal to meet shifting requirements, not a revolutionary change in RC management.

Unless we are referring to a specific service, we will use the term specialty to describe all of these throughout this report. There are others who cur- rently serve in the RCs but could do more, while still serving at less than the active component AC time commitment.

To explore and test these assumptions, we employed an iterative, quali- tative analytical process comprising an in-depth literature review, key stakeholder and informant interviews of 36 individuals across a variety quite possibly fall short of meeting requirements. For the earlier usage and analysis, see Bruce R.

Orvis, Herb Shukiar, Laurie L. McDonald, Michael G. Mattock, M. Rebecca Kilburn, and Michael G. The ultimate output of this exercise was the creation, through an iterative exercise across the research team, of a list of possible workforce constructs aimed at enhancing innovation in U.

The methods employed in this exercise and its findings are discussed in greater detail in Chapter Seven. Note that these workforce constructs are not intended to pro- vide a feasible solution to meet every demand signal; nor is there one for every source of additional manpower. Nonetheless, the list as com- piled should be an effective guide for future innovation and additional research.

The results of this study are presented in the chapters that follow. Chapter Two reviews current DoD use of the RC and civilian per- sonnel to augment its regular forces.

Chapter Three defines the chal- lenges facing each service in associated with accession and retention of personnel in specific skill areas. Chapter Four reverses the perspective and documents six segments of the U. While interviewees were asked to respond based on their professional experiences, they were, in all cases, speaking for themselves rather than for their organizations in an official capacity.

Chapter Five explores case studies in which other countries have utilized RC systems to meet their needs, and Chapter Six looks at private and public entities that have used innovative intermittent, part-time, temporary, shared, or other employment models. Chapter Seven combines the analysis of labor demand, supply, and processes to develop and explore alterna- tive frameworks for human resource management within a broad RC construct. Chapter Eight discusses the implications of this analysis and offers recommendations for potential new paradigms for RC personnel management.

Most of the research and our recommendations focus on all-new manpower for the RCs: individuals who currently have no military affiliation.

However, some of the recommendations apply to individu- als who currently participate in an RC at the normal level two days of training a month and two weeks of annual training but could partici- pate more. Points that are especially applicable to this population are highlighted throughout this report. Relevance and Applicability of This Study The findings in this report will be relevant and applicable primarily to U. This research will also be applicable to broader U.

To the degree that other countries face similar challenges in find- ing personnel to meet military requirements, international audiences may also find the analysis and recommendations useful in guiding their own policy initiatives.

The RC provides extensive force multiplying options to the AC force of , individuals in the Army, , individu- als in the Air Force, , individuals in the Navy, and , indi- viduals in the Marine Corps.

Coast Guard—totals over 1 million individuals. The RC is not the only force-multiplying option for U.

Indeed, both civilians and contractors now provide force-multiplying capabili- ties, with the U. Department of Defense Total Force now conceptu- alized to include the more than , civilians currently employed by DoD, as well as DoD-hired contractors, in addition to U. Relevant policy and practice related to each personnel option is discussed in further detail below.

Thus, 10 U. An even broader category is all mobilization-eligible individuals, which primarily adds eligible retirees to the count. Table 2. Traditional Reservists Although each service has its own formal and informal names for it, the dominant paradigm for most RCs for decades has been participa- tion in a formal unit, along with monthly training and a longer annual training event.

When needed, these reservists are activated and may 2 10 U. These person- nel are referred to as drilling reservists U. Navy Reserve , traditional reservists U. Army Reserve. By design, the Army Reserve and Army National Guard organize primarily into combat, combat support, and combat ser- 4 U.

The excep- tions include personnel in the delayed entry program and other specific programs. The Navy Reserve organizes itself into units that provide staff augmentation, personnel replacement, or other functional support to the active force, as part of either active or reserve units. The Air Force Reserve and Air National Guard are organized into flying units and support units similar to those of the active Air Force, as well as into support cells and head- quarters organizations capable of deploying or being tapped to aug- ment active units.

The Marine Corps Reserve is organized into tactical units that resembles the active Marine Corps; however, Marine Corps Reserve units typically deploy at the battalion or company level, often as additional force structure for active-duty units. Notably, the Army National Guard and Air National Guard also fulfill state responsibili- ties when not serving in a federal status and may mobilize in a state status as well under the command of their respective governors.

DoD policy describes individual mobilization aug- mentees as follows: trained individuals pre-assigned to an AC or a Selective Service System SSS billet that must be filled to support mobilization pre- and post-mobilization requirements, contingency opera- tions, operations other than war, or other specialized or technical requirements. Depending on the specific program, they may also serve up to 48 training periods during the year, like a tra- ditional reserve member, but this may be done on weekdays through- out the month to complement the AC and civilian work schedule.

This function, usually labeled FTS, is primarily done through two programs. First, 10 U. Following the gradual elimination of non-dual-status mili- tary technician purely civilian employee authorizations through the 7 10 U. Individual Ready Reserve The standard U. Those who do not join an RC unit or other Selected Reserve program generally go into the Individual Ready Reserve IRR , creating a pool of recently separated veterans at junior levels who can be used as individual augmentees as may be necessary.

Because mem- bers of the IRR are outside the Selected Reserve, they have no require- ment for training in statute10 but may be required to muster periodi- cally to verify they can be mobilized if needed. They may volunteer for training or be activated for extended training or mission support. The services have also implemented, at times, programs where members of the IRR voluntarily do additional duty, earning points for retirement if not pay. They may also be mobilized involuntarily under higher levels of mobilization.

The military components, in particular, have extensively developed training programs, including individually developed or exercised skills e. Traditional reservists serve for 39 days a year, traditionally allocated between 48 drill periods taking place over approximately 12 weekends per year, as well as two weeks of annual training.

Individual reserve personnel in these units may also participate in more than the 39 days of training each year if they are pursuing individual training opportunities. They also are eligible for enlistment and reen- listment bonuses and incentives based on particular MOSs or skills e.

The comparability to AC pay and allowances is important because many other countries have a two-tiered or more pay system where the reservists do not receive the same pay or benefits. Even in the United States, one objective of the ongoing duty-status reform process is to reduce the cases where two service members can be performing the same duty but receive different benefits because of the different ways they were called up.

RC system, inactive-duty training is managed as a standard unit training assembly UTA of four hours. This allows time to be bundled into a substantial period but allows the flexibility to move these blocks according to a training schedule.

This includes two types of benefits: a defined-benefit pension that RC retirees may earn after 20 years of qualifying service and a defined-contribution k -style fund that RC members may contribute to and have the government make certain matching contri- butions as well. Asch, Michael G. Department of Veterans Affairs VA , up to four years of tuition support, and four years of a housing allowance.

Purchases made in these facilities are generally free of state sales tax. The Servicemember Civil Relief Act protects reservists against rental property evictions, mortgage foreclosures, insurance cancellations, and government property seizures to pay tax bills during mobilized service.

To the extent that discrimination against veter- ans and reservists remains salient within the workforce,19 these legal protections may act as a recruiting or retention incentive.

For that reason, it may be useful to review how such civilian skills are currently tracked. At the national level, there is a requirement for all RC members to annually update their Civilian Employment Information. At present, this stand-alone database collects only their name, birth date, DoD identification number, and employer information job title, employer address, contact information, etc.

Treverton, David M. Oaks, Lynn Scott, Justin L. However, any improved capability to track the full range of civilian skills within the armed forces could only help the full range of personnel management functions and would directly support each of the constructs proposed in Chapter Seven of this report. Nonreserve Component Personnel Options Across the Total Force This report explores alternative approaches for the RCs to access human capital that may be underutilized in current reserve service constructs.

Generally speaking, these alternative approaches would be RC solu- tions—innovative ways to put people in uniform to contribute to mili- tary missions. This section provides context for why these approaches merit consideration by describing the policy and practice surrounding the use of other sources of human capital, including DoD civilians and contractors, for functions related to those performed by the RCs.

While other elements of the Total Force may benefit from analogous approaches, the scope of this research was intentionally limited to only assess the RCs in this regard.

Policies Governing the Workforce Mix in the Total Force While in earlier conceptions the Total Force typically referred to the mix of active and reserve forces used to meet military missions, in more recent DoD policy documents e. Person- nel shortfalls shall be addressed by hiring, recruiting, reassigning military or DoD civilian personnel; authorizing overtime or com- pensatory time; mobilizing all or part of the Reserve Component when appropriate ; or other similar actions.

It should be noted that, while combat and the command of military forces are listed among the inherently governmental functions included in this document, in gen- eral this guidance is intended to delineate between civilian government employees and contractors rather than functions to be divided between service members and contractors.

A subsequent notice issued in February clarified that this guidance was intended for both defense and civilian agencies. IG functions shall include, among other things, activi- ties that require either the exercise of substantial discretion when applying Federal Government authority, or value judgments when making decisions for the Federal Government, including judgments relating to monetary transactions and entitlements.

For example, even if a function is not [IG] or exempted from private sector performance, it shall be designated for DoD civilian performance. Massey, and Gillian S. Oak, U. This shall include determinations by Human Resources HR officials that DoD civilians cannot be hired in time, or retained to perform the work.

In addition to a presump- tion that work is to be performed by government personnel rather than contractors, unless certain conditions are met, there is also a presump- tion that work should be performed by DoD civilian employees rather than military personnel. DoDI Together, these criteria delineate work that is inherently governmental and, essentially, inherently military.

Further instruction on the civilian- military workforce mix is included in DoD Directive Dunigan et al. Per DoDI Government Accountability Office GAO has found that the Air Force, Army, and Navy are three of the four agen- cies across the federal government spending the most on personal ser- vices contractors, while also noting inconsistencies in DoD reporting on the use of these contractors.

DoD plans to expand its civilian workforce to ,, largely to meet demands created by the current National Defense Strategy. As shown in Table 2. These categories are intermittent seasonal, intermit- tent nonseasonal, part-time seasonal, part-time nonseasonal, and full time. Types of contracting span from staff augmentation contracting, which typically involves contractors working at DoD facilities while DoD provides most of the other needed inputs to production e.

Grammich, Judith D. Mele, Evan D. At the height of the Iraq and Afghanistan wars, contractor personnel including U. Farmer, Rachel M. Critical to our analysis is the realiza- tion that the military manpower system—and, within the scope of this study, specifically the RC—faces challenges in adequately filling specific positions today.

In practice, each service has some occupational areas for which it is historically hard to recruit and retain personnel, and the services would like to have addi- tional options to provide them. The intent of this review was not to prepare a comprehensive list or to determine precise requirements. It was outside the scope of this study to gauge the viability of prescribed levels of RC manpower; rather, we were tasked with developing an understanding of how to grow specific areas of expertise within the RC by drawing in those individuals unlikely to serve at all, as well as by enticing existing service members to increase their level of service.

Nonethe- less, future exploration of this topic may benefit from an in-depth assessment of prescribed RC manpower levels in relation to historical readiness data. As summarized below and in greater detail in Appendix A, this analysis looks at each service as a whole.

Some requirements are best met by AC units and personnel, and we assume that the services will continue developing tools to fill them in this way. However, until such preferred tools are in place, AC requirements will be filled by RC per- sonnel and, as such, should be seen as part of the demand signal for some kind of new RC program.

Early in the research, we identified two distinct ways in which alternative manpower sources could help meet service needs. First, new models could bring into service a number of individuals who are cur- rently unlikely to serve in any capacity. Second, there may be ways in which new models could take currently serving individuals from the minimum level of reserve service, approximately 38 days per year, to a much higher level, such as or more.

While the lists of specialties for the two sets of needs over- lap an overall shortage affects both the minimum-duty and extended- duty pools , they will be met by two different populations and require different kinds of changes to policies, regulations, or practices.

The data for different services included to varying degrees quan- titative measures of the shortfall. However, we were focused on identi- fying the types of specialties, not measuring the degree of shortages or the amount of the gap that a given policy change might close.

Match- ing quantitative degrees of shortfalls to particular policy recommenda- tions that might improve them would be a fruitful avenue for future research. For deployments, DoD requires the military services to present their capabilities in relatively compact, modular packages called unit type codes UTCs.

A UTC may specify equipment, personnel, or both, required to provide a capability. Use of UTCs enables joint com- batant commanders to communicate their needs in operational plan- ning documents and actual contingencies in specific, quantifiable, and unambiguous terms.

Strategic Demand In the military RCs, the total number of required units is determined through a comprehensive DoD planning process based on standard- ized, representative wartime scenarios. We consulted many pieces of congressional testimony heard by the House and Senate Armed Ser- vices Committees, as well as GAO reports on military manpower and shortfalls. We then conducted interviews with representatives from several of the military services to better refine our understanding of their perceived shortfalls.

We condensed many of the specialties represented in more than one service into larger categories to ease analysis and coordination. These larger categories represent the general characteristics of the asso- ciated specialties, although the generalization cannot fully account for the individual nuances of each specialty.

In some cases, a category includes other specialties that are not currently hard to fill, but those cases are the exception. Identifying Common Features in Shortage Specialties Characteristics of Shortage Specialties To state the obvious, not all shortages are created equally.

For exam- ple, the military depends entirely on the private sector to produce the inform our assessments of shortage specialties beyond what we found in the literature and policy review. In other fields, the services train their own personnel but may suffer when those trained individuals leave for better-paying civilian jobs. To better understand these shortages, we sought infor- mation on ten categories of distinguishing characteristics through a literature and policy review, as well as through interviews with repre- sentatives from the military services: 1.

Our findings for each shortage specialty are shown in Tables 3. Many of the shortages are not limited to the military, as seen in Table 3. For example, it appears that the civilian economy is not producing enough cyber, IT, maintenance, aviation, medical, construction, linguist, and transportation professionals to meet the demands of the private-sector, military, and government agencies.

Competition for these professionals is higher as a result. In areas in which the military could produce more talent to meet its needs, there may be other factors that contribute to the shortage. Many of these specialties also either heavily depend on technol- ogy or have been or are being transformed by technology. This trend affects specialties in different ways, but it may create new opportuni- ties to be creative in mitigating shortfalls.

While we did not study the various impacts of specific shortfalls, we noted the characteristics of particular shortage specialties—particularly regarding time spent on the job and location of the position—to help identify workarounds in potential new workforce constructs that might be utilized to increase available manpower for the RC in such specialty areas. For example, language skills acquired by adults in a school setting are generally very perishable, but the skills of heritage speakers require little sustainment training.

For some cyber skills, proficiency and active engagement on a specific network improves performance. A radical solution calls for an exam- ination of new areas from which to recruit or an exploration of ways to increase the level of participation among those who have already chosen to serve, with a particular focus on how an expanded RC population could more adequately supplement the AC.

This chapter examines policy and regulatory limits that may be relevant to miti- gating recruitment shortfalls and develops a conceptual framework to guide further examination of other key limiting factors related to participation in the RC. The conceptual framework integrates popu- lation-level data on civilian occupations to highlight groups that may face barriers or other challenges to RC participation, as well as poten- tially untapped groups with desired skill sets within the larger U.

Policy and Regulatory Limits to Service To participate in the RCs, individuals must first meet basic require- ments in several broad categories. First, per DoD regulations, there are detailed personal history and physical requirements that must be met with some variation by branch of service. Therefore, these sets of requirements as currently defined may exclude certain types of individuals who otherwise have valuable, in-demand skills to contribute to RC service.

In this section, we examine ways in which these requirements may limit or preclude certain types of indi- viduals or occupations from participation in the RC, identify specific groups for which these requirements may limit participation, and pro- vide estimates of the sizes of some of these key populations.

We do not argue that any or all of these restrictions should be changed, but we do note their existence and their effects on the recruitable population. Personal Characteristic Requirements for Participation in the U. Military While there are slight variations between each of the military services, applicants cannot have any serious law violations or drug use; no his- tory of serious health problems; meet age, height, and weight stan- dards; score sufficiently on an aptitude test Armed Services Vocational Aptitude Battery ; and pass a physical exam.

While the standards may vary and change over time, the criteria apply in some way to all mili- tary service, not only that in an RC.

Height-for-weight and body-fat requirements are increasingly limiting eligibility; the high and rising prevalence of overweightness and obesity in the civilian population reduces the available pool of recruits. Carroll, Cheryl D. Fryar, and Cynthia L.

 
 

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