Te RAP selection process is competitive; organizations send their best representatives to embed in other positions within the enterprise. Participants tend to be problem-solvers, seeking to apply what they learn through the program to make their home organization more effective.
According to David Williams of DASA(DE&C), who manages the RAP, the initiative is a key element in retaining high-quality and talented employees, in addition to building capacity and encouraging communication across the enterprise. “Speaking with folks who have come to DASA(DE&C), they all said that
‘Tis has opened my eyes. My batteries are now recharged.’ I like to think that RAP enhances a person’s annual assessment and future growth opportunities. Individuals who are interested in enhancing their career are the ones who apply.”
When asked if the RAP helps retain talent, Griffin, Curry, Miller and Nlandu all said yes. Te program makes employees feel valued and invested in by the Army, they explained, and it encourages a sense of loyalty—not only to their home organiza- tions, but to the mission of the enterprise as a whole.
Feeling valued is important, but does it outweigh the challenges presented when a loved one leaves family and friends for six months? Curry said he would “like to think she [his wife] is fall- ing apart, but she’s holding it down pretty well. She is a strong woman.” Neighbors, friends and family have come together to form a strong support system, and Curry has been able to visit home three times in the last three months, to attend a father- daughter dance, take time for spring break and see his son inducted into the National Elementary Honor Society.
What about the home organization that loses a full-time employee for multiple months? Leadership sometimes fears the loss will be permanent, creating hesitation in letting person- nel apply. “I prepared my guys before I left and talked to them about participatory leadership,” said Nlandu. “My absence has not resulted in any gap, and I’m continuing to help them while I’m here, just in a different role.”
Curry said he feels like a “SAMD liaison officer” between DASA(DE&C) and AMCOM. He has been able to reach back to his home organization to make sure they are providing the right information to DASA(DE&C) and to answer their finan- cial questions.
Trough participation in the RAP, the home organization gains special insight into what is happening within other parts of the
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ASAE, and the sponsoring organization gains a different per- spective from each participant. All involved parties benefit, and leadership currently not involved with the program may want to consider the value RAP can bring to their organization.
“What is so important when you’re in my job [at the U.S. Army Security Assistance Training Management Organization] is to implement senior leaders’ visions,” said Nlandu. “Coming here and just being exposed to the security cooperation enterprise is exciting. … It gives you the opportunity to understand the vision and requirements, and when you go back, you can imple- ment the vision. You can support your leaders from your foxhole.”
Te success of the program shows in its rapid growth. Estab- lished only three years ago, the RAP has grown every year: More agencies and commands are encouraging their employees to apply and volunteering to sponsor participants from other organizations. Tis year, the program expanded outside of the Army, with the participation of DSCA.
When they return to their home organization, Miller, Curry, Nlandu, Griffin and Wade will take with them a greater under- standing of the ASAE, stronger relationships with those who shape the policy of their everyday work and a renewed sense of dedication. Trough the support of their families, friends and leadership, they will have gained an opportunity to grow pro- fessionally, and their organizations will be more tightly linked to the enterprise as a whole.
For more information on the RAP, go to the DASA(DE&C) Train- ing SharePoint page at
https://spcs3.kc.army.mil/asaalt/zn/ DEC_Training/SitePages/
Home.aspx.
MR. ADAM GENEST is a strategic communications contractor for Booz Allen Hamilton Inc., providing contract support to DASA(DE&C) in Arlington, Virginia. He holds a master
of
forensic science from George Washington University and a B.A. in homeland security and emergency preparedness from Virginia Commonwealth University.
MS. CARLY GLENN is a functional analyst with General Dynamics Information Technology, providing contract support to DASA(DE&C). She is pursuing a master of strategic public relations at George Washington University and holds a B.A. in communication from Virginia Tech.
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