DLC: Distributed Leader Course Level 1

Select, Train, Educate, Promote

Noncommissioned Officer Professional Development System

Army Career Tracker

Individual Development Plan

Selection for promotion is based on your potential to serve at increasing levels of responsibility, stemming from a leader's or promotion board's assessment. This assessment takes into account mastery of knowledge, skills, and attributes for your current grade. Those chosen will exemplify a true NCO: someone who leads, trains and educates, cares for Soldiers and equipment, and maintains and enforces standards. Leaders must continually assess how Soldiers perform in their current rank and identify those who show the capacity and potential to perform at higher levels of responsibility.

Through training, NCOs achieve the tactical and technical competence that builds confidence and adaptability. Training should occur daily under challenging and realistic conditions, even when deployed. This helps you develop the ability to exercise mature judgement and initiative under stress. This training includes directed or mandatory training common individual and leader tasks, warrior battle drills, unit mission essential list-based collective tasks, and MOS skills.

NCO education consists of DLC and NCOPDS. This education will better prepare you for the complexities of today's operational environment while reinforcing the benefits of a deliberate, continuous, sequential, and progressive professional development strategy.

Once you are fully trained and educated, meet all prerequisites for promotion pin-on, and are established as promotable to the next rank, you can be promoted. Promotable Soldiers must be competient in the following areas: - The Army Profession - Professional competence - Team building - Adaptability - Lifelong learning -Comprehensive fitness

Provides NCOs with progressive leader, technical, and tactical training relevant to the duties, responsibilities, and missions they will perform in operational units after graduation.

BLC prepares the specialist/corporal for duties and responsibilities as a sergeant. Using the Leadership Requirements Model (LRM) through a holistic approach, learners will develop skills in written and oral communications, critical and creative thinking, problem solving, leadership, counseling, drill and ceremonies, how to train Solders, character development, troop leading procedures, and how to build effective teams. As a result, learners will be able to train, lead, and conduct operations at the team level.

Consists of 2 components, the technical and the leader core competencies (LCC).

Provides a means to create an integrated approach that synchronizes professional development across three domains (operational, institutional, and self-development); provide individual assessment and feedback capabilities; and allow each Soldier or Civilian to collectively view Army training, experiential learning, and education data from a single interface that provides a common training picture as well as their lifelong learning strategy.

The US Flag must never be dipped by way of a salute or compliment. The organizational color will be dipped in salute in a military ceremonies while the national anthem of the US, "To the Colors," or a foreign national anthem is playing. It will also be dipped when rendering honors to organizations and individuals during the conduct of military ceremonies.

Cannon salutes will be fired with a commissioned officer present. Salutes will not be fired between retreat and reveille, on Sundays, or on national holidays (excluding Memorial Day and Independence Day). However, international courtesy or other special occasions could require an exception. Cannon salutes generally will be rendered only to officers and officials of four-star or equivalent grade or higher.

Except in the case of the President, a former President, or President-elect of the US, honors are rendered only when a person of high importance visits a military installation that is not their own station. These individuals include the Speaker of the House of Representatives, General of the Army, and the chairman and Vice Chairman of the Joint Chiefs of Staff, to name only a few.

The Charge of the NCO is a statement of responsibilities recited by NCOs during promotion ceremonies. The Charge to the NCO explains the vital role of Army leadership. By reciting this charge, the NCO promises to epitomize discipline, uphold the traditions and standards of the Army, as well as understand and respect the chain of command.

The NCO Vision is a verbalization of the goals of the NCOs. Grounded in heritage, values, and tradition, the NCO Vision is to embody the warrior ethos; value perpetual learning; and to be capable of leading, training, and motivating Soldiers. The NCO Vision states that we must always lead by example, train from experience, maintain and enforce standards, take care of Soldiers, and adapt to a changing world.

"What often sets the Army apart as on institution steeped in history is the commitment to observing Army customs and traditions. It is customs and traditions, strange to the civilian eye, but solemn to the Soldier, which keeps the person in uniform motivated during times of pace. In war, they keep the warrior fighting at the front. Educating Soldiers on the importance of observing customs and traditions is key to leader development."

2 types: Emergency financial assistance, and assistance to surviving spouses, orphans, and dependent children of deceased Soldiers. Typically interest-free loan

AER is the financial assistance organization dedicated to serving their own.

Transition Goals, Plans, and Success Program: A package of activities and curriculum specifically designed to provide eligible service members with the targeted set of knowledge, skills, documentation, and assistance required to meet the Career Readiness Standards (CRS) to enable a successful transition from active duty back to civilian life.

5 day core curriculum program. Starts with the MOS code Crosswalk, a curriculum that helps service members translate the skills and experience acquired in the military into credentials that are appropriate for civilian jobs. This program helps them translate their MOS experience to civilian sector occupations, and helps to identify any gaps in their training that need and helps to identify any gaps in their training that need filling. It then moves t personal Financial Planning, which provides service members with the tools needed to ID their financial responsibilities. Service members will create a 12 mo, post-separation budget to prepare them for the financial realities of civilian life and ensure their financial security. Also included are mandatory VA Benefits Briefings, that provide eligible service members info on available veterans' benefits and services. Upon completion, service members should know how to apply for veterans heal education, home loan guarantee, insurance, and disability. Eligible service members will also know how to contact VA staff for further assistance. Lastly, there is the DOL: Department of Labor Employment Workshop, which focuses on resume writing, networking, and job search skills needed to enter the workforce.

Life-Transition Assistance Program: Is a component of the Transition Soldier Life Cycle model, designed to prepare service members for a new career and connect them with employers. Ensures all eligible Soldiers in transition have the opportunity to develop the knowledge and skills necessary to be successful in the workforce.

Eligible Soldiers must undergo pre-separation counseling, VA Benefits Briefings, and the Department of Labor Employment Workshop, all of which are mandatory before their transition date. Several doc that must be delivered before their transition date. Eligible soldiers may attend the CRS class to complete the deliverables and validate completion. It is recommended that Soldiers start this process 24 months before their expected release date in order to get the most out of each step.

Pre-Separation Counseling is mandatory counseling provided to eligible service members by TAP staff or command career counselors to inform them of all the services, benefits, curriculum, and assessments during and after their release from active duty. Fill out DD Form

A mandatory component of the Transition GPS where commanders verify that Service members have met CRS and have a solid Individual Transition Plan (ITP). the purpose is to evaluate the service member's preparedness to successfully transition from mil to civ life. It is a two-step process that will consist of an in-depth review conducted by TAP staff and verification based on service member's ITP. The from needed for this portion of the transition process is DD Form 2958.

Outlines key "touch points" throughout a service member's career to align his or her Military career with their civilian career. It also promotes Career Readiness Standards (CRS) service members must meet long before separating from Active Duty and enables a well-planned, organized progression of skills building as they prepare for transition into civilian life.