CPT Jeff Howard  on 27-Sep-2011
Sir,

In order to fill more slots, young MSC Officers need better mentorship.

John Pollard  on 26-Sep-2011
Greetings MG Rubenstein:

The trend seems to be in educational programs that allow Soldiers to stay close to family and in the work enviornment. We at ARMEDCOM in conjunction with the Ohio State University have designed a Masters in Logistics that requires one three day weekend each month onsite at the university. Thus, you get the best of both worlds; Soldier stays at work, close to home and gets a great education. John Pollard (727) 687-9749.

MAJ Steve Spulick  on 24-Sep-2011
Sir,

I am currently an LTHET student in the Supply Chain Management School of Choice Ph.D. program (Georgia Southern University). I also have encountered those who counseled me that pursuing LTHET presented an 'either/ or' scenario for my career. However, each choice we make when presented with an opportunity will lead us down different pathways. Often we hear of the multi-talented officers who arrived at their current rank and position in other than a lockstep manner. This is a quality that, in those conference settings, is lauded. Not everyone has to develop the same way. In my case, I am formerly enlisted and a former officer of multiple branches, before finding my fit in MSC. (Thanks for your help getting me in!) I am concerned that there is a perception that I and the MSC might be better served by staying around for the 'tough jobs' valued for promotion boards. Ultimately value will be perceived by officers being a) aware of the program, b) knowledgeable of the expectations for progression and contributions following the program and c) senior leaders not only communicating this, but believing it as much as the idea of a pentathlete Soldier. I am aware of branches such as the USAF that have fairly structured follow on assignments for their advanced degree program participants. AMEDD must see these programs as more than a break for the Soldier, but also as an opportunity to move our disciplines forward (whether Operations, Finance, Log, Personnel etc). Graduates of these programs will have advanced tools, just as an ILE and SAMS graduate possesses, and the desire to use them to effect positive change. I may know from my LTHET education what to do with a lagged endogenous variable, and I encourage others to pursue LTHET if it is in their career's best interest, but to be able to avoid any LTHET stigma there must be corporate support throughout the ranks. I would also feel better about my future role if I felt it enjoyed more buy-in from senior ranks. I would welcome anyone with questions about pursing LTHET to write me. PS, I earned my MBA online during my 1st deployment using my TA benefits.

CPT Tesfaye, Ben  on 16-Sep-2011
Sir,

This is the first time I have replied to one of your blogs but I follow them very closely because I believe that the senior leader involvement and your advice, guidance, and questions are important to the growth and development of the MSC.

In regards to the question that you proposed, personally, I have found that completing my Masters on my own time has provided me the opportunity to focus on my job and gain the operational experience I need to be successful as an operator/planner/leader. I do think, however, that there is some value added in doing a weekend/night class. It does help focus and manage your time and priorities, and at the same time, keep you in the fight. With 9 month BOG right around the corner for most of us, maybe that might be a driving factor to whether we move towards LTHET opportunities.

CPT Daniel Coulter  on 15-Sep-2011
As a junior officer, I knew of LTHET and Baylor, but not much about either program. As CPT Lopez stated, the belief is that if you only have 70H or 70K positions, you will be designated as a 70H or 70K. While this is probably the norm there are exceptions. Like many other young officers, a majority of my career has been in the BCT environment. The only jobs that I have held would be considered 70H. While these positions are important for career development, as previously stated the OPTEMPO does not always offer the most flexibility. I did not attend the CCC until my 6th year and took command in my 7th year. During my first year of command(in a BCT preparing to deploy) I studied for and took the GRE. Upon completion of my first year of command, I applied for the Army Baylor Program through LTHET. Some would say that it was a risk with the AOC designation board and LTHET taking place concurrently. I am currently in my 8th year and recently was designated the 70A AOC by the AOC designation panel. I like to mentor my junior officers using myself as an example that anything is possible. The best advice I can offer is to be your own career manager.

CPT Kappler  on 13-Sep-2011
I have chosen to forgo a LTHET application because I feel it would be best for my career to work on getting a variety of quality assignments instead of taking 1-2 years off to go to school. Because I had so much enlisted time before I was commissioned, I don't have a lot of years ahead to spare. I figure if I spend my own time working on an advanced degree, I can more effectively serve the Army by using their time for their purposes and my time for my purposes, which would be my own degree. I got the first degree on my own time while serving the Army, so I can get the subsequent degrees the same way.

MAJ VanVactor (MEDDAC-AK)  on 01-Sep-2011
Sir,

I finished both my Masters and Doctorate via distance learning programs and can attest to the quality of education I received from both. I chose to take this route as I felt I would get more from the programs while remaining in my job and gaining much needed experience while attending classes. I elected to pay (TA for the Masters and GI Bill for the Doctorate) out of my own resources because I kept getting the "vibe" from senior leaders that while LTHET was a great program it would 1) take me out of the fight for a couple of years, 2) be of little value unless it was the Baylor program, and 3) may or may not contribute to my AOC selection that I wanted (most senior leaders were communicating to me that I needed as many jobs as I could get, as a Kilo, to secure that branch selection). I, too, was challenged by the complexity of the application process with no one to guide me through the process. There is also, still, an underlying vibe that a doctorate is not necessary for doing our jobs in the military...an antiquated thought process if I may be so bold. An officer chooses to further his/her education for personal, intrinsic value - not because it is what the Army wants in a chosen career field.

Having said that, I do take every opportunity I can to now influence officers to apply and compete for the programs. One of the challenges faced by some folks might be the decision of which program fits for what they want to do. We have to grow beyond the "you don't need that" mentality and encourage officers to develop themselves personally to remain competitive in their after-Army career choices. Having highly educated officers only helps our image as a professional officer staff. The branch selection board plays a huge part in an officer's mindset and decision-making process; why apply for a logistics program (in example) if I might be a Hotel? If there was some assurance for officers applying that once you complete a curriculum that will be your job, more might consider applying. The final thing I would add is that we have to find a way to balance schooling opportunities with career advancement. If this were advertised as a possibility, I am guessing, the numbers of people committing to terminal degrees would remain the same, but the incentive would exist nonetheless. Right now, when I hear someone talking about LTHET it is always married to a message about Baylor; I know they are a well ranked school, but there are a tremensouds number of great programs offered in other schools as well. We should never steer our subordinates and colleagues away from those programs, but without thinking about it, I believe sometimes we do.

CPT Anthony,N.  on 30-Aug-2011
Sir, I will like to start off by saying thank you for creating such a great forum for all Officers to partake in such great discussions. I have read several of the postings from my fellow CPTs and I must say it seems like we all have the same challenges. As an officer who have served majority of my tenure in BCT, LTHET was not marketed by our leaders as a priority for MSC Officers. I was not privy to requirements for LTHET until nearing my first PCS after five years in the BCT. Leaders were reluctant to release officers during multiple deployments, hence we were caught in the deployment cycle. While serving as a Platoon leader, XO, and Med Operations Officer were invaluable experiences in setting a firm foundation for my leadership skills, the amount of time in the BCT leads to the 70H AOC. This greatly shortened my timeline for applying to LTHET. I have not completely given up on LTHET, but I am also one who has established plan B in attending night and weekend classes to attain my Masters Degree, because I am preparing to start my own family in the next couple years. As I mentioned previously, my timeline only allows me to apply to one more board, so if not accepted I will have to seek my degree through alternate means. I think I speak for many in my situation, that surely we did not intend to turn this into a sensing session, but this is our reality we’re facing. Regardless of the job, we all draw great experiences and they all help to shape who we are as leaders today. In my experience, the common denominator is doing the best at any job, task, or AOC I’m appointed.

CPT Stuart  on 29-Aug-2011
Sir,

I speak from my personal experience with applying for the LTHET as a 70B desiring to become a 70C.

I have applied for the LTHET the last two years only to be told by assignment managers and consultants that I am too junior and/or have not completed a company command assignment.

While I understand the importance of a company command assignment in regards to career progression and promotion, it is not listed as an elligibility requirement in the LTHET MILPER Message.

I am someone willing to attend, and meet all requirements spelled out in the MILPER Message, but have been told "No" when requesting endorsements due to additional requirements being placed on me. I can only assume my case is not unique. If command is a requirement it needs to be indicated as such for elligibility.

This really gives me no other choice in finding other options to pursue my educational goals aside from the LTHET.

CPT John Lopez  on 25-Aug-2011
Sir, with respect to LTHET and how to get more applicants. I think we guiding our junior officers down incorrect paths and by that I mean they are either applying too early or too late. It is tough to find that right window of opportunity. 1) Developmental positions require at least 5 years of our officers. The LT years as a platoon leader, XO and staff positions. Then Career Course and a Company Command. For the vast majority of our officers these years are spent within a BCT, they don't learn much about the other AOCs. 2) We tell them to try a position in another AOC to get a feel for what they want to do later in their career, but many from the BCT arena know 70H and 70K, and they will do follow-on assignements within the BCT in those positions. 3) Based off of what was said at the last MEDCOM Tng Symposium, if you want to track anything other than 70H or 70K you need to have those positions in those other AOCs or apply to LTHET to become something else. But our DA PAM says we should focus on LTHET until our senior CPT years which by the last account is way too late. 4) Reopen the MHA/MBA to 70H, but don't do them a disservice by pulling those that complete that course to become 70A. If my fate is as a 70H so be it, but allow me the Baylor program as an option. Otherwise all the 70H has is school of choice (in limited degree fields) or some strategic leadership programs. All vital, but 70H also can benefit from learning operations within a fixed facitility and that program of instruction. 5) Should we begin mentoring our juniors to take command ASAP (some may not be ready) in order to apply for LTHET on the proper timeline? Without being pigeon-holed into an AOC there is only about a 2 year window of opportunity, this type of planning needs to be drilled down and emphasized much more at the 70B course after BOLC and at the career course.

Dr Nick Coppola  on 24-Aug-2011
RE MSGs: LTHET 13-Jul-2011 and Baylor MHA-MBA 22-June-2011

To MG Rubenstein, Major Reynolds (Dan ;-), and Captain Middleton (Sheron;-),

MG Rubenstein - It’s good to see the Army Baylor Program continue to prosper under the outstanding Command of the AMEDDC&S by yourself – and – the excellent leadership of the sitting professors at Army-Baylor now! I continue to be proud of the many Army-Baylor program accomplishments – and – the success students like Dan and Sheron achieve as graduates!

In regards to your question to Sheron on information penetration for LTHET programs, I continue to think much of this comes down to mentorship. Marketing initiatives by themselves are not always effective. As the immediate past Army-Baylor Program Director, and a former Career Manager at PERSCOM, the leading indicator for attending Army-Baylor – or applying to any LTHET program by any officer – was always based on the desire of the junior officer to model the success of a more senior officer that mentored him or her.

To Sheron - Your acceptance to the Army-Baylor Program remains one of the things in my own 26-year military career I am most proud of! I continue to hear great things about you – and know you (yourself) are personally taking an active role in mentoring the next generation of MSC’s! I am personally aware of officers who are in school now because of you! I’m very proud of you!

To Dan - You were in that “3d wave” of the new (and somewhat experimental) Army-Baylor MHA/MBA program. But It’s thanks to the success of graduates like you that the dual-degree continues to flourish. You (yourself) are a walking billboard for LTHET program success! I likewise know you take an active role in mentorship – and that many officers have you to thank for their desire to pursue advanced education.

Mentorship will always be a leading indicator for a successful career in the Army, achievement within the health professions, and in a desire to pursue advanced education.

Continued thanks for your service to our country. Hooah!

Highest regards, Nick M. Nicholas Coppola, PhD, FACHE Associate Professor & MS-CPM Program Director Texas Tech University Health Sciences Center Lieutenant Colonel (retired), US Army Founding Director, Army-Baylor MHA/MBA Program, 2005-2008

CPT Jorge O. Lopez  on 19-Aug-2011
MG Rubenstein,

I have enjoyed the dialogue from fellow MSC Officers regarding LTHET. I have learned and taken away some excellent points. Having been an FY 12 LTHET applicant and selected as an alternate, I have a few questions that might help in addressing the data point regarding increase in applicants to the LTHET program.

Sir, you have stated that there were not enough applicants for all available seats. What happens to those seats that are not filled? Do the other AOCs who had several alternates, get to have their alternates placed in those primary LTHET slots?

The problem may not be about increasing the numbers to applicants but allowing those AOCs who have Officers on the alternate list to fill those seats left available by other AOCs. I am one of those individuals looking from the outside in, having received the “Congratulations, you made the alternate list” letter. Another suggestion to address the vacancies is to have the Consultants weigh in to fill the empty seats. If a Consultant from one AOC did not meet the quota for school slots, how about offering them to another Consultant who only had one school slot but had three qualified applicants (an example). Not every AOC receives the same school slots, but some do receive multiple applications that the Consultant has to select from.

Very respectfully, CPT Jorge O. Lopez

MAJ Calix  on 13-Aug-2011
MG Rubenstein, I would like to share my recent experience during Intermediate Level Education (ILE) at Redstone Arsenal, AL. Even though this blog is about Long Term Health Education I think it is appropriate to mention ILE as (probably) my last formal school in the Army. This has been an excellent learning experience and I would encourage all members from the Medical Service Corp to apply for this opportunity. Previously, the ILE course was restricted to Leavenworth, but it has expanded to four-satellite campuses; Redstone Arsenal, Fort Belvoir, Fort Lee, and Fort Gordon. I did my course at Redstone. The experience I had at living at Redstone and in Huntsville was wonderful. I was able to bring my family and they shared time with the families of my fellow students. The children had a wonderful time and many friendships were built. One of the benefits of this course is that you meet fellow field grade officers. You forge bonds and hope that some will be your friends and the expert in a particular field you’ll always call upon in a pinch. What I didn’t expect was to find families come together. I made our training easier and harder. We had more distractions than I would have had they not come, but they also created a relaxed environment in which I was able to get to know my classmates much more closely. Our talks allowed us to get in-depth in some areas of the course, but maybe more importantly were those areas not covered that we gravitated towards instinctively. Nine different areas are included in the course: leadership, military history, foundations, strategic environment, joint interagency intergovernmental and multinational capabilities, doctrine, joint functions, planning, and force management. These areas were mostly new to me and I enjoyed studying them, especially with fellow officers who were, in some cases, experts in these areas. It was humbling to read something, take notes and prepare carefully, only to see someone “wing it” and do a better job than me. However, I know that it’s because they do this frequently and that I can always go to a new contact, or friend, and get excellent info on a particular area. The design of the course enables all participants to engage in critical thinking and participation in class. This expands your knowledge and encourages sharing valuable experiences amongst fellow officers. One of the most valuable lessons is learning from recent global situations and how they affect our national security and subsequently our military operations. Different leadership positions situations are discussed, such as Army joint operations, multi-national and interagency organizations executing full spectrum operations. The three things that I enjoyed the most during the course were the interaction with other officers from other branches, learning the big picture of the Army, and team work. Long hours of work, reading, and briefing were satisfactory after we got a nice product at the end. The course is challenging for medical service corps officers that may not have had experiences with combat operations. At the same time it encourages you to learn and adapt different situations to your mission as a medical service corps officer. It gives you an opportunity to see your service within the grand scheme of our nation’s policy-makers and the role our military was given.

1LT Chad Conger  on 12-Aug-2011
MG Rubenstein,

I have enjoyed reading the many posts of senior officers and their decisions to pursue, or not pursue, LTHET. Though I am not currently eligible, I am weighing whether or not to apply in the future as well. Right now, I am leaning towards not applying. Here are a few reasons, among others: 1) I am already in a graduate program, so there is no need for me to stop taking courses and take the GRE (which I likely could not pass without a lot of studying), go through the long process to apply for LTHET over a year in advance, and then possibly not get selected. All to meet the same end I am already headed towards. 2) The work-load taking one course at a time is much more family-friendly. I can devote plenty of time to study for one course and not feel like I am neglecting my family. Attending school full time will require much more dedication to study and less time enjoying being a young husband and father. 3) Taking the courses through my own means allows me to develop my personal education as well as continuing to develop professionally. I can continue to pursue jobs that I desire and develop my portfolio that will ultimately lead to my permanent AOC using both job experience and professional eduacation. It really is a win-win situation. If there were a possibility to forego some of the requirements of the process, such as early application and taking the GRE (for those already accepted to a graduate program), I would more strongly consider applying for school of choice. That would allow me to continue in the program I am already in, so there would be no worry of credits transferring, additional pre-requisites, etc.

Very respectfully,

Our country, not ourselves!

1LT CHAD T. CONGER MEDO, TF STORM (2-30IN) FOB Altimur, Afghanistan

MAJ Tony Marinos  on 11-Aug-2011
Sir,

I have been fortunate to have earned a Masters in ORSA through the LTHET program and recommend the LTHET program to everyone. I recommend that Officers take the GRE or other standardized tests prior to any deployments so that they are eligible to apply while overseas. I must say I am interested in possibly applying for another LTHET program somewhere down the road (perhaps TWI or Baylor) and am disappointed that the MILPER Message states I would be ineligible to apply for another Masters level program even if seats go unfilled and I am willing. I recommend changing the MILPER Message 5.I(1) (assuming it is not against law or regulation) to

"Applications of officers who have previously been funded for LTHET at the same civilian education level will be moved to the bottom of the Order of Merit List (OML) for that program and will only be given consideration if openings remain in the program after all first-time LTHET packets are boarded."

While this doesn’t assist in getting more people to apply perhaps it would assist with getting more seats filled (and a more interesting skill set of individuals within the Corps).

Thank you.

MAJ Garcia, Robert  on 02-Aug-2011
Howdy!

Having spent the last 5 years with AMEDD Recruiting I have seen some of the other Corps successfully employ LTHET as a recruiting (new accession) incentive. Granted the MSC 70 series has not had a problem making mission, but I think there might be an opportunity to fill LTHET seats through the accession process. Considering the Army budget situation using LTHET as an incentive vice any sort of monetary bonus might be a good idea. Several of the MSC AOCs we bring into the Army through direct accession are other than the 70 series and are often interested in the career progression aspect of military service. Each year in the AMEDD I see more and more non 70 series, and non MSC, interested in the Health Care Management Masters program.

Just as many of the other Corps bring their new officers in through the accessions process with guaranteed masters programs written into the accession contract, there may be an opportunity for the MSC to do the same. The Nurse Corps has their "generic course guarantee", which is an incentive that many nurses don't participate in until their first PCS move (even though it was an incentive written into their accessions contract).

two thoughts:

- Offer some of the non 70 series LTHET as a direct accession incentive instead of other monetary bonuses.

- Offer LTHET to new 70 series to be taken later (after first PCS?)

Just some thoughts on how LTHET might be used as a recruiting tool for MSC officers to attract the best in the civilian market.

Rob

MAJ Robert A. Garcia CGSC RSA SG-C

CPT J. W. Paap  on 01-Aug-2011
Hi Sir! My apologies for not closely following you blog in quite sometime. I blogged a couple times while deployed but I've been quite busy since.

So, how do we increase the number of applicants/applications for LTHET or what causes a Soldier to decide to not apply in favor of night or weekend education?

Well, I do know that some of the historical requirements and qualifications for LTHET have been made more liberal over the course of the last few years. Along these lines I can only assume (a stretch!) that these adjustments have not been significant enough to increase starts. But in getting to the meat of this question, I submit that not only is fitting LTHET into the career mix a substantial hurdle, many officers opt to complete their degrees on their own without the burden of an additional service obligation (Retirement & other).

Integrating LTHET into a career officer's plan is difficult in light of continuing deployments, family and location needs and/or what the officer may be academically eligible for (among others). Past academic successes may certainly play a part as many officers already possess post bacc. degrees. The current process garners frustration, and is one which is readily dismissable by the officer in favor of a path of least resistance..."do it on my own."

From my own experience of navigating through the process in 2007 for a start date of Aug. 2009, I was deemed ineligible to apply because I didn't have the needed active duty commissioned service time of five years (no longer a requirement). In OCT 2009, I deployed with the 28th CSH and then PCSed to Ft. Gordon in Dec. 2010. Since the Time on Station (TOS-CONUS) requirement of 2 years is still effective, this year (for a start date of Aug 2013) will be my next and possibly last opportunity to take advantage of LTHET. This application would be for a start date for Aug. 2013.

I do understand that the TOS requirement is a substantial hurdle. The Army would incur additional expenses as a consequence of lifting this requirement but it could be done on a case by case basis should the Officer's AOC Consultant condone such an action as well as other contributing factors including propensity for continuing service, contribution to continued service and overall/increased benefit...essentially, the "Return on Investment."

An additional improvement would be to streamline the application process for same year start dates after application. During the course of life, things change and what the officer doesn't know, he doesn't know. Many officers may be uncomfortable about making a 2 year commitment, essentially 2 years down the road.

The officer is ultimately responsible for him/herself. In so doing, they are engaging in various "failsafes" if you will to ensure their future success, whether in the Army or separate from it. In so doing, the officer will pursue an educational opportunity separate from LTHET to ensure this success because of the uncertainty and frustration associated with the current system/process. In short they are doing what they need to do to set themselves in place for the next step in their careers (not to mention promotion and associated future selection rates).

Since there is no certainty regarding selection, I too have begun my MHA. If perhaps I am blessed enough to be selected to begin LTHET on 2013, then all the better.

Lori Wilhite  on 27-Jul-2011
I’ve read these posts with a lot of interest. One point I didn’t see addressed as why people aren’t applying was the application process. I’ll admit it’s been about 15 years since my Soldier applied for long term education, but one of the strong considerations for him was having to apply a year out and still manage a career while playing the “wait and see if you’re accepted” game.

My Soldier applied twice. The first time he was not accepted because he was too junior. The second time we were in Germany and he had to plan his application so if he was accepted it would coincide with our PCS back to conus; oh, and he got deployed at the end of the tour and had to manage it from an even greater distance with less than optimal communication. Then he couldn’t get PCS orders to anywhere while waiting to see if he got picked up for LTHET and those orders were waiting to see if he got picked up for promotion and that announcement got delayed for one of the mysterious reasons Army delays those types of things. Obviously, the application process had an effect not only on my Soldier, but on his family as well. I’m sure the process has greatly improved over the last 15 years, but it was something I’ll never forget. Lori

MAJ Eric Berard  on 26-Jul-2011
Sir, I applied for LTHET in 07 for an 08 start. At the time my AOC had only 2 MS starts. I was the first alternate. With my years in service at the time, the schooling and the ADSO would have taking to about the 22 year mark. Therefore every subsequent year would take me further past retirement. I was willing to accept that at the time. The frustration for me came when seats went unfilled and as an alternate I could not get one. It was for this reason that I used TA and GI Bill to complete my Masters. The ADSO associated with TA is only one year. I am not sure what the boards look at when they meet, however, maybe years to retirement might be suggested.

Kathleen Gibson  on 22-Jul-2011
Sir, I chose to complete my PhD via 4 year resident LTHET. I planned to attend so that I would graduate a year prior to my in-the-zone look for MAJ and had a detailed timeline all worked out. I did not meet that timeline, and despite my worries about receiving 4 AERs in lieu of OERs, and being on student status for the promotion board, I entered the program later than I wanted. My AERs were good, I got selected for MAJ while still in the program and I have no regrets. I recommend LTHET to all of my peers and junior officers. However, there is one concern I had that was/is very legitimate. That is being "out of the loop" for that length of time. For me this was the biggest hurdle. It is hard to stay up to date on changes in policy, procedures, and current climates while trying to complete a PhD. Secondary reading has to take a back seat if you are going to be successful in your studies. While I was in school the Army changed uniforms, switched from GS to NSPS and back, transitioned from OAC to CCC, my peers deployed again and again, changes in operational environments (terms and trends) were staggering. The learning curve was very steep my first assignment back. Also at times I felt left out and left behind. I would suggest looking at ways to improve communications between branch (not just via the student detachment) and the active student. This would alleviate a lot of stress and make the transitions into and out of school easier. It would dispel some pre-LTHET fears and may boost applications. Perhaps, follow up with an LTHET student forum for student’s past, present and future to discuss openly their concerns, challenges and myths (if there is a forum, I've never heard about it). Would I do it again, absolutely!

MG Rubenstein  on 20-Jul-2011
I agree with you, CPT Rivera. On occasion we're able to get a Reserve Component officer into LTHET. The problem is the money. To send an RC Soldier to LTHET means that the USAR or ANG must pay salary, temporary duty, moving, and similiar costs. To date the needs hasn't been great enough for the RC to decide to pay those costs. Thank you for bringing up an important point.

dar

CPT Leif Rivera  on 19-Jul-2011
Sir: Howdy. To your first question: “How do we increase the number of applications to the LTHET program?” I would like to provide a brief ARNG/USAR perspective on the LTHET program. I am unsure as to the exact representation of MSC Officers in the Army as a whole; I would venture to say quite substantial. Given the sacrifices these Compos make to the force structure, they are no longer considered strategic reserve forces. Due to mobilizations and sacrifices in support of Overseas Contingency Operations, Compo 2 and 3, respectively, they have become an operational force (just like Big-Army). The ability to provide ready forces to Combatant Commanders and the capability to provide the Commander in Chief and Governors with Defense Support of Civil Authorities is predicated upon readiness…education. If for the past few years there haven’t been enough applicants for available seats, why not offer these seats to the “pool” of available MSC Officers who would apply…in a moment’s notice?

To my knowledge, since the inception of the LTHET program, each year has passed…each year with unfilled slots. Wouldn’t these funds be better spent on eager, available MSC Officers in the Reserve Forces (who have longed for a mere *taste* of these seats), “growing a mind” vs. financial “growback?” How much goes wasted each year… when it could be spent on proving a more educated force? As a former AD Soldier, this educational benefit appears overtly and obviously lop-sided. Once LTHET is offered to all Compos (1, 2, and 3) evenly and appropriately, then we can expect all seats to be filled.

In the eternal words of the late Martin Luther King Jr. “Education must enable a man to become more efficient…to discern the true from the false, the real from the unreal, and the facts from the fiction.” Well, Sir, I too have a dream…"that one day on the red hills of Georgia, from every village and every hamlet..." these LTHET seats will also be filled by qualified Reserve Forces…to serve the greater good of the Army! But I digress... Gig ‘em Aggies!

MG Rubenstein  on 18-Jul-2011
Two important comments from CPTs Bird and Lewis.

Baylor students get an AER the first year and an OER the second year. School of choice students get an AER each year. The important lesson is to lay out a timeline and sequence graduate school for the right time. Being selected to attend fully-funded graduate school is not, in and of itself, a ding on one's record.

Most of you have heard me say that the most important unit in the Army is the Family unit. I say that, I live that, I mean that. Again, taking the time to lay out a timeline with family ages, family events, timing of boards, and so on is critical to being able to plan a career.

Thank you for the continued give and take.

Army Medicine, Army Strong! dar

MAJ Amy Bird  on 15-Jul-2011
Sir, I am one of those officers who chose to work on my degree on my own vs. the LTHET route. I can’t speak for everyone, but for me it was simply a matter of what we thought was right for our family. My husband is Active Duty and my oldest child was nearing school age. At the time, the job opportunities for my husband in San Antonio were not as robust as they are now and the thought of separating my family so I could attend school was not an appealing option. Also, the thought of staying in San Antonio for one year and then having to uproot my kids to go to another duty location was not appealing to me either. It seems that people are going to Baylor later in their careers than they used to go and by that time there are school age kids and working spouses that factor into the equation. There is no question that LTHET is an excellent opportunity, but the longer Soldiers have to wait to go, the more competing demands and priorities begin to influence the decision.

CPT Sheron C Middleton  on 14-Jul-2011
Mentorship and marketing are key elements to increasing the number of applicants to LTHET programs. Mentors can prepare and motivate junior leaders early in their careers by providing guidance and future occupational opportunities within their AOC’s that associate with the education obtained. The marketing strategy is also essential in providing awareness to LTHET applicants. Peer-to-peer marketing among recent graduates within AOC’s is beneficial in enhancing confidence and understanding of the LTHET process. Also, an application or database of leaders in regional areas that have graduated specific LTHET programs is influential for providing the prospective LTHET applicant the opportunity to reach out and seek guidance concerning the process and overall experience. In essence, every leader is a contributor!

Army-Baylor class 2010

CPT William Lewis  on 14-Jul-2011
Sir, I agree totally with the previous comment, but I would also like to add another point of interest. The other point is what I hear a lot among my peers is the AER versus OER. If a Officer is selected as a mid to senior grade CPT or even a Major to attend the Baylor program for instance they will be putting in 14 months of schooling and then another year for the internship which comes out to be almost 24 months of unrated time. Compare that to a Officer who is serving in normal positions that's two OER's and maybe even a deployment overseas. While at the same time they are able to complete a master's degree online. So in this instance the advantage seems to go to the Officer who went and got a online degree as well as establishing their promotion status for the next board. What would be the likely hood of doing away with the AER for LTHET and maybe giving them a OER instead from their AOC consultant?

Will Lewis CPT,MS

MG Rubenstein  on 14-Jul-2011
"Every leader is a contributor." Hooah, well said CPT Middleton. As to marketing, where do young officers want to go to get information on LTHET and specific programs?

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