Reserve Force Staffing Case Study

1. The Reserve Force Ready Staff (RFRS) support system billet must be increased. The current design model is inefficient to support the administrative and operational needs of today’s reserve component. The current staffing is not capable of independently performing the tasks and duties required to effectively provide the immediate direct support needed due to reliance on the active duty Servicing Personnel Office (SPO) staff. The Coast Guard Reserve Force Ready Staff must be increased

2. The reserve support system staffing at Sector Mobile AL. comprises of an O-3, BM1, and two YN3’s. This current RFRS staffing model is lacking the experience and independence necessary to provide or operate in an effective independent manner

One could argue this would be more of an expense than the current model expenses. But the financial costs to the Coast Guard would be an increase in funding of roughly $4,456.00 a month which would be $53,472.00 yearly. This is a minimal cost increase since you are replacing the officer with a civilian GS-10, adding a chief billet, retaining a first class petty officer billet and adding two second class petty officers in lieu of the two third class petty officers billets The addition of the civilian position would provide permanent stability to the RFRS staff since this position would not be on a three year billet rotation as the current active duty RFRS cadre. This minimal costs increase would be outweighed versus the benefits to the Coast Guard since it would provide more qualified management personnel in charge of the reserve program. This staff would continuously monitor the progress of the reserve member’s workforce. This would afford the Coast Guard a well-trained and qualified workforce to deploy in support of the active duty staff in operational

This RFRS staffing model would increase the readiness status and qualify more reserves in their rate specific qualifications and keep them on track of maintaining these qualifications so they don’t lapse. The current RFRS model performs none of these tasking’s which results in qualifications lapsing causing the reserve member to recycle through these qualifications to requalify. The example referenced is the training and qualifications certification on reserve ME members obtaining their BTM and redeployed to the small boat stations where they were allowed to lapse since no one track their qualification’s or they lapsed because no one entered them into