National Guard and Reserve Issues

Background
In this time of increased deployment of U.S. troops around the world, the U.S. Chamber of Commerce recognizes that the strong relationship between employers and National Guard and Reserve forces is more important than ever.  Our nation's businesses have and will continue to go beyond the call of duty to assist the more than 650,000 citizen soldiers that have been called to active duty since September 11, 2001.  Moving forward we want to ensure that the business community continues to be an integral part of the national dialogue to transform the National Guard and Reserves into a 21st century operational force.

U.S. Chamber Activities
The war on terrorism requires a re-assessment of the reserve component. As our companies stand behind our citizen soldiers, the Chamber will work with Congress and the Department of Defense (DoD) to develop a long-term strategy that will help America's businesses as they support their employees serving our nation.  The Chamber will also work with the DoD to reach out to businesses and explain the current mission of the Guard and Reserve, as well as to help businesses understand what is expected of them as the war on terrorism continues for the indefinite future.  We must also ensure that reserve forces are able to effectively carry out their defense, homeland security, and employer obligations.

There is some apprehension that a long-term, unpredictable deployment system will weaken the employer-reserve component partnership. The Chamber will work to improve predictability as an essential part of the military transformation process. Greater predictability is vital for businesses in planning for their future as troops are deployed for longer periods of time.

In our view, items that demand immediate attention and that will enhance predictability include:

1. Data Collection:  We believe that a first step toward any sustainable plan to enhance predictability is collecting data on the human resources within the reserve component.  With knowledge of the skills within the reserve component, the DoD can then more efficiently assess capacity to meet mission needs and adjust recruiting efforts accordingly. 
2. Strategic Communication:  In order to help employers understand how the DoD intends to use the reserve component, the DoD should more aggressively communicate with the private sector.  By learning directly from senior DoD officials on future mobilization plans, employers will be equipped to manage the work that needs to be done and the human assets available to do it.
3. Modern Call Up System:  In order to call up its troops more efficiently, the DoD should implement a modern, information-technology driven call up system that gives employers, families and Guard and Reserve troops advance notification.