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If you decide to work for a serious organisation or enter a prestigious educational institution, you will need not only a CV but also a motivational essay. This supplement is mandatory and should include an explanation of why you will be the best candidate write my essay, as well as reflect your aspirations and motivations that made you apply.


Be concise and persuasive. This document should generate interest in you and stand out among other candidates.

If your story to move towards the essay stage started at school, we recommend that you indicate this in this letter by adding an interesting story about your achievements.

How to write a motivational essay

There are certain requirements for writing such a document. Remember that the text should be short, easy to read and emotionally charged. Below are the points that must be followed:

Divide the text into paragraphs of 3-4 sentences.
Each paragraph should contain a variety of information about you.
At the beginning, explain how you found out about the job vacancy.
Next, describe your experience in this field.
State the reasons why you want to take this particular position.
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Motivational essay (example)

Next, we will show you a sample to help you make your own choices:

Motivational essay

I came across information on your company's website about a vacancy for an HR manager. I hope that my experience in this field will be useful for your company.

My current experience in staff selection and HR management, as well as my ability to identify the best potential of employees and assign them responsibility for the area they are genetically predisposed to, allowed me to achieve significant success in my career as a HR Manager.

I started my recruitment career in school. As a class leader, I had to select candidates for competitions and school development programmes, and my team always occupied the respectable first places. After school, I realised that recruitment was an interesting activity and I wanted to develop in this direction, so the choice of university was not a coincidence.

I received my basic training in free rhetorical analysis essay.
Having carefully studied the requirements you set for your candidate and the conditions of his/her duties, I expect that the skills and experience I have gained will enable your company to reach new heights and productivity, and I will continue my professional and financial growth.


A motivational essay should be concise, clear, truthful and logical in presentation. The information you provide will be reviewed and repeated several times during interviews regarding your employment. In any case, the ability to compose a motivational essay well is only half the battle. It is important to match what you describe there.

More information:
Brainstorming for Your IEEE Research Paper
The Right Place for Bookbinding a Thesis
Mastering Critical Research Paper Writing

Electronic sources in APA format

There are a number of special issues related to electronic sources in APA format. Online documents, journal articles, databases, and forums have unique reference requirements. It is important to remember the correct Web address on every online source you use. Always follow the electronic resources you refer to as you research a topic and collect references.

The following examples can help you prepare your electronic references in the appropriate APA format.

Online Documents:
The basic structure of links to online documents is very similar to other links, but with the addition of a primary source, EssayAssistant tells you so. Provide the exact URL where the document can be found.

Author, AA (2000). Job title. Taken from the source
For example:

Cherry, K. (2006). APA format guide. About psychology. Retrieved from http:psychology.about.com/od/apastyle/guide

Journal Member Online Journal:
Articles in an online journal should be cited like print articles, but should include additional information about the original location. The basic structure is as follows:

Author, AB, author, CD, and author, EF (2000). Article title. Period name, volume number, page numbers. Taken from the source

For example:

Jenet, BL (2006) A meta-analysis of online social behavior. Journal of Internet Psychology, 4. Retrieved from http: www. journalofinternetpsychology.com/archives/volume4/ 3924.html

Article taken from the database:
Articles obtained from the online database are formatted as a print reference. According to the sixth edition of the APA Style Guide, it is not necessary to include database information because these databases change over time.

For example:

Henriques, JB, & Davidson, RJ (1991) Left frontal hypoactivation in depression. Journal of Abnormal Psychology, 100, 535-545.

Online newspaper article:
When quoting an article on the Internet, you should provide the URL of the newspaper's homepage. The APA suggests doing this to avoid the problem of inappropriate URLs.

For example:

Parker-Pope, T. (2011, 16 November). Patient practices. The New York Times. Retrieved from http:www.nytimes.com

Electronic version of the book to print:
The APA Style Guide suggests that you should include only electronic book references if the book is only available online or is very difficult to find in print. Your recommendation will be very similar to a regular reference for a printed catalog, except that the electronic retrieval information takes the place of the publisher and the name.

For example:

Freud, S. (1922). Totem and Taboo: Some transitions in the wildlife of the wild and the neurotic [Kindle version]. Retrieved from http:www.gutenberg.org/ebooks/37065.kindle.images

Online Forums, Discussion List or Newsgroups:
Messages posted by users on forums, discussions and newsgroups should follow the basic structure for quoting an online document. When possible, use the real name of the poster, starting with the last name, and then starting first. If this is not possible, provide the name of the author online.

The exact date when the message was published should also be stated.

For example:

Leptkin, JL (2006, Nov. 16). Study tips for psychology students [Online forum comment]. Retrieved from http:groups.psychelp.com/forums/messages/48382.html//

A few more tips for using electronic sources:
E-mails should not be included in the references section, although they should be listed in the text, buy scholarship essay also provides information on the proper spelling of some email terms, including the following:

e-mail
e-journal
Database
Internet
FTP
online
web
A word from

Downloading the hang APA format can sometimes be a struggle, but it’s worth the investment.

Electronic sources require special attention as the format of your references may vary depending on where you found the information. Use this guide as a start, but always be sure to check your work according to the guidelines issued in the official APA style manual.

The ASAP’s mission is to strengthen the overall fitness and effectiveness of the Army’s total workforce and to enhance the combat readiness of its Soldiers.

Increase individual fitness and overall unit readiness.
Provide services, which are adequate and responsive to the needs of the total workforce and emphasize alcohol and other drug abuse deterrence, prevention, education, and treatment.
Implement alcohol and other drug risk reduction and prevention strategies that respond to potential problems before they jeopardize readiness, productivity, and careers.
Restore to duty those substance-impaired Soldiers who have the potential for continued military service.
Provide effective alcohol and other drug abuse prevention and education at all levels of command, and encourage commanders to provide alcohol and drug-free leisure activities.
Ensure all military and civilian personnel assigned to ASAP staff are appropriately trained and experienced to accomplish their mission.
Achieve maximum productivity and reduce absenteeism and attrition among DA civilian employees by reducing the effects of the abuse of alcohol and other drugs.
Improve readiness by extending services to the total Army.
Ensure quality customer service.

Personnel will not promote any function glamorizing the use of alcohol through drinking contests, games, initiations, or the awarding of alcoholic beverages as prizes in contests.

AR 600-85

ASAP participation is mandatory for all Soldiers who are command referred. Failure to attend a mandatory counseling session may constitute a violation of Article 86 of the Uniform Code of Military Justice (UCMJ).

Soldiers who fail to participate adequately in, or to respond successfully to,rehabilitation will be processed for administrative separation and not be provided another opportunity for rehabilitation except under the most extraordinary circumstances, as determined by the CD in consultation with the unit commander.

Voluntary (self-identification)
Commander  / Supervisor Identification
Biochemical Identification
Medical Identification
Investigation and or Apprehension

-Return Soldiers to full duty as soon as possible.
-Identify Soldiers who cannot be rehabilitated within the scope of this regulation and to advise their unit commanders.
-Assist and refer Soldiers who cannot be rehabilitated in the ASAP to a treatment facility in the vicinity where they reside after discharge from the Army.
-Help resolve alcohol and other drug abuse problems in the family, with the ultimate goal of enabling the Soldier to perform more effectively.

The objectives of Army’sBiochemical Testing Program are to:
-  Deter Soldiers, including those members on initial entry on AD after enlistment or appointment, from abusing drugs (including illegal drugs, other illicit substances, and prescribed medication).
-  Facilitate early identification of alcohol and/or other drug abuse.
-  Enable commanders to assess the security, military fitness, good order and discipline of their units, and to use information obtained to take appropriate action (for example, UCMJ, administrative, or other actions, including referral to the ASAP counseling center for screening, evaluation, and possible treatment).
-  Monitor rehabilitation of those enrolled for alcohol and/or other drug abuse.
-  Collect data on the prevalence of alcohol and/or other drug abuse within the Army.

Unit inspections. (either the entire or part of a unit)
Search and seizures/probable cause.
Competence for Duty.
Rehabilitation.
Mishap or Safety Inspection.
Consent (specimen may be provided voluntarily by a Soldier).
New Entrant.
Medical.

Completing and signing the DA 8003 Referral Form.

Soldiers currently enrolled in the ASAP rehabilitation program are not allowed to reenlist. However, Soldiers who need additional service time to complete their enrollment may be extended for the number of months necessary to permit completion.

Yes, IAW AR600-8-2 (Suspension of Favorable Personnel Action (flags)).

Army Community Service

the heart = giving, the cross = help, the gyroscope = stability

The mission of the ACS center is to—
Facilitate commander’s ability to provide comprehensive, coordinated, and responsive services that support readiness of soldiers, civilian employees and their families.
Maximize technology and resources, adapt to unique installation requirements, eliminate duplication in service delivery, and measure service effectiveness.

AR 608-1

By volunteers

Self-help, service and stability.

In the United States,the following personnel are eligible for ACS assistance:
All active duty and retired military personnel and their family members, if otherwise eligible for services.
Members of the Army National Guard and U.S. Army Reserve when on active duty and their family members, if otherwise eligible for services.
Army appropriated fund(APF) and non appropriated fund (NAF) employees and their family members, if otherwise eligible for services.
Family members of prisoners of war or personnel missing in action, if otherwise eligible for services.
Surviving family members of military personnel who died while on active duty, if otherwise eligible for services.
In overseas commands, the Commander will determine eligibility according to international treatise and agreements.

Donate Staple foodstuff to the food lockers, usable household goods, and volunteer your time.

AR 621-5

AR 621-6

Develop confident,competent leaders.
Support the enlistment, retention, and transition of soldiers.
Provide self-development opportunities for soldiers and adult family members.
Provide self-development opportunities for DACs.
Provide self-development opportunities for DAC ACES professional and support staff.

Test ofAdult Basic Education

How much of your tuition does the tuition assistance grant pay?

Pell Grant
Perkins Loans
Guaranteed Student Loans

Basic Skills Education Program (BSEP)
Advanced Skills Education Program (ASEP)
High School Completion Program
Service members Opportunity Colleges Associates Degree Program (SOCAD)
Veteran's Educational Assistance Program (VEAP)/Montgomery G. I. Bill (MGIB)
Skill Recognition Programs
Command Language Programs (Head start - Gateway)
Defense Activity for Non-Traditional Education Support (DANTES)
Education Counseling Services
Learning Resource Centers

Functional Academic Skills Training (FAST).
High School Completion Program.
English-as-a-Second Language (ESL)
Mission-related Language (Head start and Gateway).
Mission-required Language.
MOS Improvement Training (MOSIT).

Defense Activity for Non-Traditional Education Support

DANTES provides standardized testing services free to military personnel.  Family members and civilians may take DANTES tests but must pay for each test taken.

BSEP - Soldiers with a GT less than 100 are normally automatically eligible.  Soldiers with a GT between 100 and 110 may be command referred.

July 1985, but they are required to pay $100 per month for the first 12 months

Service members Opportunity Colleges

Service members Opportunity College Army Degrees

American Red Cross

AER is a private, nonprofit organization to collect and hold funds to relieve distress of members of the Army and their dependents.  AER provides emergency financial assistance to soldiers (active and retired) and their families in time of distress.

Army Emergency Relief

AR 930-4

No

Soldiers on extended active duty and their dependents.
Members of the Reserve Components of the Army (Army National Guard and U.S. Army Reserve) on continuous active duty for more than 30 days and their dependents.  (This applies to soldiers on AD for training (ADT) or serving under various sections of title 10, United States Code).
Soldiers retired from active duty because of longevity or physical disability, or retired upon reaching age 60 (Reserve Components) and their dependents.
Widows (ers) and orphans of soldiers who died while on active duty or after they retired.

Cash,check or allotment

March 01through May 15

AER provides financial assistance by either a loan without interest, a grant or a combination of both

AER provides emergency financial assistance to soldiers (active and retired) and their families in time of distress.

There is no dollar limit.  AER Assistance will meet your emergency need.

Individuals who appear on this list will not be approved for AER assistance without the specific prior approval of HQ AER

"Helping the Army Take Care Of its Own"
(AR 930-4 Aug 1994 / 1-6 / PDF 5)

1 dollar each month for 3 months

Through Voluntary Contributions from Soldiers (tax free), through unsolicited contributions, repayments of loans, and income from investments.

The Sexual Assault Prevention and Response Program reinforces the Army's commitment to eliminate incidents of sexual assault through a comprehensive policy that centers on awareness and prevention, training and education, victim advocacy, response,reporting, and accountability.

This policy applies --
Both on and off post and during duty and non-duty hours.
To working, living, and recreational environments (including both on- and off-post housing).

Create a climate that minimizes sexual assault incidents, which impact Army personnel, Army civilians, and family members, and, if an incident should occur, ensure that victims and subjects are treated according to Army policy.
Create a climate that encourages victims to report incidents of sexual assault without fear.
Establish sexual assault prevention training and awareness programs to educate Soldiers.
Ensure sensitive and comprehensive treatment to restore victims’ health and well-being.
Ensure leaders understand their roles and responsibilities regarding response to sexual assault victims, thoroughly investigate allegations of sexual assault, and take appropriate administrative and disciplinary action.

Sexual assault is a crime defined as intentional sexual contact, characterized by use of force, physical threat or abuse of authority or when the victim does not or cannot consent.

Rape
Non consensual Sodomy (oral or anal sex)
Indecent Assault (unwanted, inappropriate sexual contact or fondling)
Attempts to commit these acts

The Commander’s Responsibility

Victim - One who has been sexually assaulted.
Alleged Perpetrator - One who has been accused of committing a crime (subject).
Perpetrator - One who has committed a crime (offender).

Alcohol

Sexual assault is a criminal offense that has no place in the Army. It degrades mission readiness by devastating the Army’s ability to work effectively as a team. Every Soldier who is aware of a sexual assault should immediately (within 24 hours) report incidents. Sexual assault is incompatible with Army values and is punishable under the Uniform Code of Military Justice (UCMJ) and other federal and local civilian laws.
The Army will use training, education, and awareness to minimize sexual assault; to promote the sensitive handling of victims of sexual assault; to offer victim assistance and counseling; to hold those who commit sexual assault offenses accountable; to provide confidential avenues for reporting, and to reinforce a commitment to Army values.
The Army will treat all victims of sexual assault with dignity, fairness, and respect.The Army will treat every reported sexual assault incident seriously by following proper guidelines. The information and circumstances of the allegations will be disclosed on a need-to-know basis only.
This policy applies—
Both on and off post and during duty and non-duty hours.
To working, living, and recreational environments (including both on- and off-post housing).

Their chain of command.
Medical Treatment Facility.
Military Police/Criminal Investigation Division.
Chaplains.
Social Work Services.
Family Advocacy.
Legal Services.

The right to be treated with fairness, dignity, and a respect for privacy
The right to be protected from the accused offender
The right to be notified of court proceedings
The right to be present at all public court proceedings related to the assault unless the court determines that testimony by the victim would be materially affected if the victim heard other testimony at trial, or for other good cause
The right to talk to the attorney for the Government in the case
The right to seek restitution, if appropriate
The right to information regarding conviction, sentencing, imprisonment, and release of the offender from custody.

Ensure that assigned personnel (to include RC personnel under their jurisdiction) are familiar with the Army policy on sexual harassment.
Publish and post written command policy statements for the prevention of sexual harassment.
Continually assess and be aware of the climate of command regarding sexual harassment. Identify problems or potential problems. Take prompt, decisive action to investigate all complaints of sexual harassment. Either resolve the problem at the lowest possible level or, if necessary, take formal disciplinary or administrative action. Do not allow Soldiers to be retaliated against for filing complaints. Continually monitor the unit and assess sexual harassment prevention policies and programs at all levels within area of responsibility. Ensure all leaders understand that if they witness or otherwise know of incidents of sexual harassment, they are obligated to act. If they do not, they themselves are also engaging in sexual harassment.
Set the standard

Verbal – Examples of verbal sexual harassment may include telling sexual jokes; using sexually explicit profanity, threats, sexually oriented cadences, or sexual comments.
Nonverbal – Examples of nonverbal sexual harassment may include staring at someone (that is, “undressing someone with one’s eyes"), blowing kisses, winking, or licking one’s lips in a suggestive manner.
Physical Contact - Examples of physical sexual harassment may include touching, patting, pinching, bumping, grabbing, cornering, or blocking a passageway; kissing; and providing unsolicited back or neck rubs.

Equal Opportunity

EqualOpportunity Representative

SGT (P)through 1LT

January – 3rd Monday – Martin Luther King Jr. Birthday
February – 1-28/29 - African-American/Black History Month
March – 1-31 - Women’s History Month
April/May - Sunday to Sunday for Week Incorporating Yom Hashoah - "Days of Remembrance" for Victims of the Holocaust
May – 1-31 - Asian Pacific Heritage Month
August – 26 - Women’s Equality Day
September/October - 15 Sep.-15 Oct. - Hispanic Heritage Month
November – 1-30 - National Native American Indian Heritage Month

AR 600-20 chapter 6

Provide EO for military personnel and family members, both on and off post and within the limits of the laws of localities, states, and host nations.
Create and sustain effective units by eliminating discriminatory behaviors or practices that undermine teamwork, mutual respect, loyalty, and shared sacrifice of the men and women of America's Army.

Written command policy statements for EO
Prevention of Sexual Harassment
Equal Opportunity Complaint Procedures

4 (1 each quarter)

A segment of the population that possesses common characteristics and a cultural heritage based to some degree on: faith or faiths; shared traditions, values or symbols;literature, folklore, or music; an internal sense of distinctiveness; and/or an external perception of distinctiveness.

Any attitude or action of a person or institutional structure that subordinates aperson or group because of skin color or race.

Any groupdistinguished from the general population in terms of race, religion, color,gender, or national origin.

Sexual harassment is a form of gender discrimination that involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature between the same or opposite genders when—
Submission to, or rejection of, such conduct is made either explicitly or implicitly a term or condition of a person’s job, pay, career, or
Submission to, or rejection of, such conduct by a person is used as a basis for career or employment decisions affecting that person, or
Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile, or offensive working environment.
Any person in a supervisory or command position who uses or condones implicit or explicit sexual behavior to control, influence, or affect the career, pay, or job of a Soldier or civilian employee is engaging in sexual harassment. Similarly, any Soldier or civilian employee who makes deliberate or repeated unwelcome verbal comments, gestures, or physical contact of a sexual nature is engaging in sexual harassment.

A management document that consists of statements of attainable goals and timetables. This document is required of all Army organizations, commands,agencies, and activities down to brigade (or equivalent) level. It is designed to achieve EO for all military personnel.

Off limits or off limits sanctions may be applied.

Your Unit Chain of Command

The U.S. Army will provide EO and fair treatment for military personnel and family members without regard to race, color, gender, religion, national origin, and provide an environment free of unlawful discrimination and offensive behavior. This policy—
Applies both on and off post, during duty and non-duty hours.
Applies to working, living, and recreational environments (including both on and off-post housing).

Chain of Command

Yes, each Commander is required to appoint an EOR in the rank of SGT (P) through 1LT.

Army Family Action Plan

AR 608-47

The AFAP program was established in 1983 as a result of the Chief of Staff, Army (CSA),1983 White Paper, “The Army Family.”

The Global Army Family and Leadership.  The AFAP provides a means for Army constituents to address and report issues of well-being concern to leadership at regular intervals.

At the local level, where an annual symposium is held to examine issues of concern that delegates believe need to be fixed.

Base: "Family of Components" (Total Force)
Second Leg: "Family of Units"
Third Leg: "Family of People"

Partnership
Wellness
Sense of community

Gives commanders a gauge to validate concerns and measure satisfaction
Enhances Army's corporate image
Helps retain the best and brightest
Results in legislation, policies, programs and services that strengthen readiness and retention
Safeguards well-being

Programs relating to the Active Army, National Guard, Army Reserve and civilian employees

Programs relating to the unique relationship of soldiers to their units and unit ties to other components of the command, such as squad to its platoon or the platoon to its company (battery)

A joint announcement signed by the Secretary and the Chief of Staff of the Army. This announcement was based on the C/S white paper 1983

Programs relating to all areas of concern to the service members and their families, including the military and civilian retiree

CPR instruction, Blood drives, Swimming lessons, Communication services (by wire), Financial assistance, Counseling and referral services, Transplantation services, AIDS education, Health and safety services.

By volunteers

Communication between soldiers and their families for both problem solving and emergency (especially the notification or "red cross message")

AR 930-5

AR 601-280

If the soldier is barred or flagged and if the soldier is enrolled in ASAP

Selective Reenlistment Bonus

Three years

No

Administrative action initiated by the commander to prevent a substandard soldier from reenlisting or reentering the service

Every three months or 30 days prior to PCS / ETS

Any commander in the soldier’s chain of command

A Commander who is one approval level higher than the commanding authority

Career Counselor:  30 days from arrival to unit
Unit Commander 90 days from arrival
Unit Commander 15-16 months prior to ETS
Career Counselor 13-14 months prior to ETS
Career Counselor 4 months prior to ETS
Reserve Component Career counselor 90-120 days prior to ETS

The same authority that approved the Bar may lift it with a written recommendation by the unit Commander

A water fire Extinguisher

It is the responsibility of each soldier

Risk Management

Carelessness

AR 385-40

Lights in stairwells
Fire lights (emergency lighting)
Fire extinguisher and alarms
Arms room safety procedures
First aid kits
CQ
Safety posters
Handrails
Storage of dangerous tools and chemicals

Reduced speed, no smoking except in designated areas, fire extinguishers in buildings and vehicles, proper utilization of tool safety equipment (goggles, safety toe shoes, etc.)

Once a month, a tag on the fire extinguisher indicating the date and initials of authorized unit safety personnel

AR 385-10

A sign in the vicinity of the outbound gate on post

Yes

AR 600-8-8

S-Gate provides information for incoming soldiers entering the USAREUR Theater of command.  An incoming soldier can find out who their sponsor is and how to contact them.  S-Gate includes their pinpoint assignment, sponsor information, a welcome letter, a needs assessment checklist and links to other useful USAREUR web sites and regulatory information.

DA Form 5434 or the Electronically Generated DA Form 5434-E

10 days unless the sponsorship is declined

The Soldier should be in a grade equal to or higher ranking than the incoming soldier.  The sponsor should be the same sex (gender) as the sponsor.  The sponsor should be familiar with the unit or activity and community

DA Form 5434.M
Welcome letter.
ACS Relocation Readiness Services.
Reception.
Orientation.
Inprocessing.

Readiness (combat effectiveness).

ACS / AER / ARC / EO
Postal services
PX  / commissary privileges
AFN radio and television
MWR, education services
Community sports programs
Recreational facilities
Banking services
Clubs
Gyms (physical fitness centers)

Quality Of Life Program

The soldier

Living conditions
Duty environment.

The Installation Command Sergeant Major

It provides opportunities for active duty soldiers, with an emphasis on single and unaccompanied soldiers, to participate in physical, self-development, leisure, and educational related services.

BOSS is categorized as a category B Morale, Welfare, and Recreation (MWR) program.

Three: President, Vice-President, and Secretary and Treasurer

The battery/company level

Civilian Health And Medical Program for the Uniformed Services. It is a cost-sharing program that is used to provide in-patient and outpatient care for dependents from civilian sources.

1.      Recreation and Leisure: Activities may be planned by the BOSS committee or by the BOSS committee working in conjunction with other MWR activities. Service members will assume a lead role in planning BOSS events. Events should be planned that meet the needs and desires of the single service member.
2.      Community Service: The BOSS committee may elect to participate in community programs or projects that make a difference in the lives of others, in the community, and ultimately, in themselves. The service will be voluntary in nature and in accordance with the installation volunteer program. The program can be implemented in support of existing or established volunteer programs or programs developed by the BOSS committee.
3.    Well Being: For single service members, Well being includes those things that single service members can directly or indirectly influence to enhance their morale, living environment, or personal growth and development. The well being issue identified or raised during the BOSS meetings will be directed to the appropriated command or staff agency for resolution on the installation.

AR 40-121

Family members of active duty military personnel, Family members of either deceased or retired personnel, and retired military personnel and their family members under the age of 65

Defense Enrollment Eligibility Reporting System.

To obtain dependent ID cards for eligible spouse and children

Non commissioned Officer Development Program

overarching Army Non commissioned Officer Professional Development Program

The command.

The CSMor Senior NCO in the organization.

Develop and strengthen the skills, knowledge, and abilities to train, deploy, and lead soldiers in combat through battle focused training.
Develop NCOs who are self–aware, adaptive, competent, and confident.
Realize the full potential of the NCO support channel.
Foster a unit environment that enhances continued NCO leader development and encourages self–development as part of a lifelong learning process.

AR 350-1 Chap 4

This regulation prescribes policies, procedures, and responsibilities for developing, managing, and conducting Army training and leader development.

Link NCO development to the current skill level and duty assignments
Establish a viable unit level NCODP using unit METL as the vehicle to incorporate the following into each NCO's daily activities.
Synchronize battle-focused NCODP as a component of operational assignments (experience) with the other two pillars of leader development (institutional training and self-development)
Establish a systematic and continuous program
Integrate the use of leader books (FM 25-l01, app B) to track individual NCO progress
Emphasize coaching to achieve commitment to excellence in performance

Demonstrate the skills of current skill level and duty position per AR 611–21 and DA Pam 600–25.
Accept the duties and responsibilities of current rank and duty position per AR 600–20, AR 611–21, and FM 7–22.7.
Enhance combat performance for the current and next higher rank and duty position per AR 600–20 and FM 22–100 (being revised as FM 6–22).
Enhance combat leadership competencies for the current and next higher rank per FM 22–100 (being revised as FM 6–22).
Train themselves and subordinates to be proficient in METL tasks and associated critical tasks per FM 7–0, FM 7–1, and FM 7–22.7.
Coach subordinates to be totally committed to U.S. Army professional ethics, Warrior Ethos, and the Soldier’s Creed per FM 22–100 (being revised as FM 6–22).