Tag: ng36b

DoD’s abortion coverage is a confusing mess

Man, I am really confused. I thought we all followed the science, especially in the military. So when the Navy comes out and says “Female Sailors can delay notification of pregnancy to their commands for up to 20 weeks,” I thought “Man, that’s a bad idea.” Then I immediately flayed myself for saying “Man” and not “Women, people who identify as women, and birthing people.”

But I digress. It is true, per ALNAV 017/23:

To provide Service Members with appropriate privacy protections in the early months of pregnancy, in accordance with reference (c), DON health care providers shall follow a presumption that they are not to disclose to a Service Member's command authorities a Service Member's pregnancy status prior to 20 weeks gestation unless this presumption is overcome by one of the notification standards listed below.  In making a disclosure pursuant to the notification standards established below, Department of Defense (DoD) health care providers shall provide the minimum amount of information required to satisfy the purpose of the disclosure, consistent with applicable policy.

Normally we encourage female Sailors to report pregnancy fairly early. The reason behind this is science, because developing babies are very susceptible early on to a lot of environmental factors that are quite common in the military environment. Factors like radiation:

The effect of radiation exposure during pregnancy also depends on the gestational age of the fetus. The embryo/fetus is most susceptible to radiation during organogenesis (2 to 7 weeks gestational age) and in the first trimester. The fetus is more resistant to the radiation during the second and third trimester. Dose between 0.05 to 0.5 Gy is generally considered safe for the fetus during the second and third trimester while it is considered potentially harmful during the 1st-trimester fetus. Even though the fetus is more resistant to the radiation during the second and third trimester, a high dose of radiation (greater than 0.5 Gy or 50 rad) may result in adverse effects including miscarriage, growth reduction, IQ reduction, and severe mental retardation. Therefore, clinicians and radiologists should counsel the pregnant patient regardless of the gestational age.

Or hazardous materials:

Exposure to some organic solvents could increase your chances of having a miscarriage, stillbirth, preterm birth, a low birth weight baby, or a baby with a birth defect.

Or stress:

Both animal and human studies have found that prenatal maternal stress affects the brain and behavior of the offspring. Stressful life events, exposure to a natural disaster, and symptoms of maternal anxiety and depression increase the risk for the child having a range of emotional, behavioral and/or cognitive problems in later life. These include depression, anxiety, Attention Deficit Hyperactivity Disorder (ADHD), and/or conduct disorders. There is an increased risk for other outcomes also, including preterm delivery and reduced telomere length, possibly indicative of an accelerated life history. 

(I heard being in the military isn’t stressful though. The person that told me this was also encouraging me to buy shares in Silicon Valley Bank.)

The Navy isn’t hiding the reason behind delaying notification either. Its specifically to allow elective abortion, or as the Navy calls it, “non-covered abortion,” because the Navy does cover abortions in the event of a threat to a mother’s life, incest and rape (which it has always done, despite what every pro-death protestor will tell you). From ALNAV 017/23:

Pregnancy Termination.  A Service Member considering terminating the pregnancy is encouraged to consult with a DoD health care provider or a licensed non-DoD health care provider from whom the Service Member is receiving care.  The DoD health care provider will place the Service Member considering pregnancy termination in a medical temporary non-deployable status without reference to the Service Member's pregnancy status, until appropriate medical care and the necessary recovery period are complete.

Now, mind you, service members have always had the chance to abort children outside of military medical care. Planned Parenthood has certainly ensured that was an option, and while some states have banned abortion since Roe v Wade was overturned (13, according to Wikipedia), its not the majority. What has changed is Navy leadership, who decided to wade into the situation and dictate how commands would do their bidding. In ALNAV 018/23, they speak out of both sides of their mouth. On one hand, they demand Commanding Officers comply with law:

Consistent with existing law and Department policy, COs will protect the privacy of protected health information received under this policy, as they should with any other protected health information.  Such health care information shall be restricted to personnel with a specific need to know; that is, access to the information must be necessary for the conduct of official duties.  Personnel shall also be accountable for safeguarding this health care information consistent with existing law and Departmental policy.

Annnd on the other hand, they say “give people time off if its, you know, ILLEGAL in the state you are in:”

Approval Guidance.  COs or approval authorities should grant an administrative absence to eligible Sailors and Marines when a non-covered reproductive health care need is identified by the eligible Service Member.  Requests for administrative absence should be given all due consideration and should be granted to the greatest extent practicable, unless, in the CO's judgment, the Service Member's absence would impair proper execution of the military mission.  If the CO denies the request, the Sailor or Marine may appeal the request to the next level of leadership.

How much you wanna guess that all appeals will be approved?

But then Navy commits the biggest woke sin of all…forgetting that we have “birthing people!”

I encourage you to visit the Navy and Marine Corps Public Health Center's, "Women's Health Toolbox," at https://www.med.navy.mil/Navy-Marine-Corps-Public-Health-Center/Womens-Health/ for additional information and 
resources on myriad women's health issues.  Additional information on these policies can also be found at 
http://www.health.mil/ensuringaccesstoreproductivehealth.

10.  Rest assured that the DON's work to implement the DoD's new policy is a priority.  I expect cooperation from leaders across the Navy and Marine Corps to ensure appropriate input and efficient implementation of this new policy.

“I expect cooperation” really means “You will comply.” Why not just come out and say it?

This post represents the views of the author and not the views of the Department of Defense, Department of the Navy, or any other government agency. If you enjoyed this post, why not donate to DaTechGuy or purchase one of the author’s books?

Navy manpower train wreck

Damn I hate being right.

Remember last week when I spelled out the Navy’s way to stop bleeding people:

  1. Not kicking people out for physical fitness test failures
  2. Waiving darn near everything, from age to non-violent felonies
  3. Asking people to pretty-please stay around a few more years
  4. Opening OCS and other admissions
  5. Raising bonuses
  6. Make life better for officers
  7. Reduce opportunities to leave early
  8. Op-Hold people
From last weeks post

I said the Navy was already doing items 1 through 5. Item 6 won’t happen because the Navy doesn’t actually care about its Sailors. So…we’re now on item 7. From NAVADMIN 064/23:

4.  SkillBridge is intended to provide transition assistance and skill development for Service members leaving the Navy.  However, it is not an entitlement and participation does impact readiness.  As such, the time allowed for program participation is now based on paygrade.  If approved, SkillBridge must occur prior to any terminal leave or permissive temporary duty associated with separation, fleet reserve, or retirement.  The following limits indicate the maximum amount of time prior to the actual separation, fleet reserve, or retirement date that SkillBridge participation can commence. 
    a.  Tier one (enlisted E5 and below) - 180 days or less. 
    b.  Tier two (enlisted E6-E9) - 120 days or less. 
    c.  Tier three (officers O4 and below) - 120 days or less. 
    d.  Tier four (officers O5 and above) - 90 days or less.

In case you don’t know, SkillBridge is a program where military members that are retiring or separating get to spend the last 90-180 days being trained in a civilian job before retirement. This helps military members get a jump on gaining practical skills before transitioning to civilian life. It happens at the end of their service, so theoretically they are already one foot out the door, and the Navy should already be planning to replace them.

As I pointed out before, plenty of Sailors have been denied SkillBridge because the command “can’t afford to lose them.” This is very prevalent at the junior enlisted levels. Now Navy is cutting the benefit for anyone that is retiring (it’s nearly impossible to retire below the rank of E6), and since junior Sailors already struggle to use SkillBridge, the end result is more erosion of the benefit.

I give it 6 months before Navy just starts OPHOLDing people. An Operational Hold (OPHOLD) is permitted in MILPERSMAN 1306-120. Basically, the Navy can keep a Sailor on sea duty for up to 12 months. I’ve seen this happen, and in general, it’s almost always a bad idea. The big problem is that while the Navy can force you to STAY, it can’t force you to WORK, so Sailors on OPHOLD simply do the bare minimum and the command doesn’t get the hard-working Sailor they once had. I’ve told at least one knucklehead in HR that “Your OPHOLD is only good until the Sailor says they are going to hurt themselves,” because saying you will commit suicide is the quickest way off sea duty.

Denying SkillBridge won’t work. You can’t make people work. Workers have to want to work, and unless they are motivated or fear punishment, you can’t make them work. By denying SkillBridge, all that will happen is people will purposely do less work in the time they should have been on SkillBridge. Anyone retiring was ALREADY not doing that much, SkillBridge simply recognized that and let them go early. A better option would have been to declare that SkillBridge participants have vacated their billet, so you can get a replacement in sooner. Denying SkillBridge is also a recruiting loser, because as the word gets out that Navy won’t actually uphold SkillBridge, fewer people will sign up to be in the Navy.

I continue to hate being right.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency. Please support the author by purchasing one of his books or donating to DaTechGuy!

The Navy still doesn’t understand what makes SWOs tick

GULF OF OMAN (Feb. 20, 2023) The guided-missile destroyer USS Paul Hamilton (DDG 60) approaches the dry cargo and ammunition ship USNS Alan Shepard (T-AKE 3) in the Gulf of Oman, Feb. 20, 2023. Paul Hamilton is deployed to the U.S. 5th Fleet area of operations to help ensure maritime security and stability in the Middle East region. (U.S. Navy photo by Mass Communication Specialist 2nd Class Elliot Schaudt)

Surface Warfare Officers (SWOs) have been a part of the Navy since…always. Our Navy started out on surface ships, and surface warfare continues to be important, no matter what an Aviator, Submariner or SEAL will tell you. Yet increasingly I have to wonder, does the Navy understand why it is so hard to keep SWOs? You would think with hundreds of years of history this would be obvious, but given its latest actions, I’m not so sure, because the US Navy is facing a SWO manpower crisis, and is dealing with it in ways that simply won’t work.

Let’s go back to my original rules for Navy manpower. When times are good and we have too many Naval Officers, the Navy does the following:

  1. Kick people out for failing physical fitness tests, even if they are otherwise good Sailors
  2. Make it hard to get waivers for things like antidepressants and other medical issues
  3. Begin nicely asking older Naval Officers to retire to make space for younger officers
  4. Lower the number of Officer Candidate School admissions
  5. Reduce bonuses
  6. Make life increasingly difficult, so that more people naturally quit
  7. Conduct a Reduction In Force (RIF) and simply remove people

This is a pretty good strategy to reduce numbers, slowly ratcheting up the pressure to ensure we don’t have too many officers hanging around. Naturally, if we have too few officers, the Navy turns this around by:

  1. Not kicking people out for physical fitness test failures
  2. Waiving darn near everything, from age to non-violent felonies
  3. Asking people to pretty-please stay around a few more years
  4. Opening OCS and other admissions
  5. Raising bonuses
  6. Make life better for officers
  7. Reduce opportunities to leave early
  8. Op-Hold people

In the past, the Navy has done everything on the first list to bring down numbers. Now, they are doing…almost everything on the second list, but it’s not working, and it’s becoming glaringly obvious in the SWO community. If you listen to Admirals speak (and I don’t recommend that), you would think we’re doing OK on SWO retention. But a brief glance at the Health of the Force survey shows that disaster looms around the corner:

Future force structure increases outside the future year defense plan (FYDP) require DH billet increases, requiring increased retention. This compares unfavorably with a declining billet base across the FYDP as the Navy divests legacy platforms. Year groups 2015-18 require an average retention rate of at least 37.3%, exceeding the 10-year average. If fleet size projections remain accurate, Surface Warfare requires a retention rate of 44% in YGs 19-22 to meet future afloat DH requirements.

Health of the Force Survey

So we’re not making the retention rate we need now, and we have to increase this by 10 percentage points in the future, but retention is plummeting.

All the Manpower people in the Navy right now…

The Navy is already overlooking physical fitness failures, waiving medical conditions and opening up OCS admissions…which are now having a higher-than-expected failure rate. I would think most people would understand that lowering admission standards will likely lead to more failures in a difficult program, but apparently “most people” doesn’t include Navy HR.

So what to do next? Raise bonuses. And boy did they raise them.

NAVADMIN 045/23 discusses continuation bonuses for SWO Lieutenant Commanders (LCDRs). SWO leave after their first Navy tour at a fairly high rate, and it’s hard to persuade them to stay in long enough to promote to LCDR around their 8-9 year mark. So why not pay them $22K a year IF they stay in after promoting to LCDR? It’s certainly worth a shot.

NAVADMIN 046/23 establishes a payment schedule for SWO Department Head bonuses. If a SWO screens for Department Head and agrees to stay for two Department Head tours, they can get bonuses up to $105K in total over 6 years. Conveniently, that would put them right at the point of getting a continuation bonus as outlined previously.

Now, normally this would work. Throw enough money at people, and you can normally get them to stay. But it’s not going to do that, and the reason is hinted at in the Health of the Force Survey:

Improving retention requires a multi-pronged approach. First, community managers are allowing more individuals to lateral transfer and re-designate. This will divest end strength in year groups with smaller DH requirements, freeing inventory for future accessions. Second, several monetary and non-monetary efforts are underway to improve Surface Warfare retention. Surface Warfare Officers now have a career-long continuum of monetary incentives with the introduction of the SWO Senior Officer Retention Bonus (SWOSORB) in FY22. Third, the community offers improved education opportunities including: postgraduate education opportunities, tours with industry, and fleet-up options for increased geographic stability. Fourth, Surface Warfare recently modified the career path to incorporate multiple family planning opportunities for career-minded SWOs. Finally, SWO released the junior officer survey, senior officer survey, and junior officer exit survey to solicit retention feedback.

Health of the Force Survey

Two things stick out:

  1. Family Planning opportunities? I thought Navy was all about killing babies, or at least circumventing existing laws to do so? Guess that’s not so popular when retention is on the line?
  2. The Junior Officer Exit Survey results.

I’ve read the JO Exit Surveys. They’ve existed for years, and they say the same things over and over:

  • We don’t train people enough
  • The job is thankless and people treat JOs like dirt
  • JOs find Navy life is incompatible with having any outside life or family time

That’s every survey, ever. Pay doesn’t make the top three retention issues in almost any survey. In the past though, enough money would make people overlook how bad the job is. But when truck drivers make over $100K a year, or companies pay project managers $150K or more a year, that $105K spread out over 6 years starts to look really small. The Navy caps officer bonuses at $330K over a career. Civilian companies don’t. Pay isn’t going to fix this crisis.

The ONLY hope for retaining SWOs is to increase quality of life. This would mean closing the sea duty billet gap, addressing the shipyard maintenance problems, and make driving a warship fun again. These are all inside the Navy’s wheelhouse, but it seems increasingly incapable of taking these actions. I suspect that the top SWOs are looking down thinking “You young officers are pathetic, back in my day we worked 16 hour days on shore duty and we BEGGED FOR MORE!!!”

Given that pay won’t fix it, and Navy won’t address quality of life issues, I predict we get operational holds on people leaving in the next 6-12 months. I’d like to be wrong, and maybe next year you can repost this and laugh at me, but I have a bad feeling I’m right about this.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency. If you like this post, why not donate to DaTechGuy, or purchase one of the authors books?

The Navy’s Health of the Force survey says we are…

Unhealthy.

I know you wouldn’t guess it by the cover pictured above. If you didn’t see “NAVY” plastered in the center, you could be forgiven for thinking this was referring to firefighters or some other group of people. More on that point later…

The Navy conducted a survey called the “Health of the Force” to gauge how well it was doing in the areas of Sailor retention, healthy behaviors, and other longevity areas that concern the “people” side of things. You can read the survey here. Full disclosure, I took this survey. If you’ve been following this blog for sometime, you can guess that the results of the survey reveal a Navy in trouble, especially in terms of recruiting, and well, the first major graphic of the survey sure seems to indicate just that.

Sailors increasingly think that the Navy isn’t committed to them? Even the surveyors agreed that “The negative trend for all four of these protective factors is statistically significant.” But wait, it gets worse. When Sailors were directly asked if they would stay in or get out of the Navy, we get these numbers…

Ouch.

In the course of five years, we went from over 60% of young men intending to stay to retirement to just under 40%. This is really bad considering that men make up about 80% of the Navy. Female retention is always difficult, because the Navy is not family friendly (no matter how often they lie to themselves about it), so women are often stuck between “Have a family” and “Have a Navy career.” Seems like many are increasingly picking the former.

So I wonder what happened in 2018 that caused this dip? The top reason people cited for staying in was “benefits.” Hmmm…didn’t we change the retirement in 2018? Didn’t someone blog about that and said it was a bad idea? Who could have seen that coming?

Nahh, I bet cutting retirement benefits had nothing to do with the young people deciding that the military wasn’t a good long term fit for them.

But at least we’re doing well in the DEI arena, with all our mandatory training, right?

Ouch. Now, these graphs look bad, but I noticed an interesting paragraph above them:

I’m wondering how much of the high number in the graph an aggregate of many smaller numbers. Like, if sexism is a “problem” in the Navy, is it a big or small problem? Is it better now than before? The survey text and the graphs shows very different results, so I think too much is aggregated to get the finer details. The reality is though that for all the focus on racism and sexism training, we don’t seem to be getting better, or at least we aren’t perceived as any better.

Same goes for suicide. For all the money spent on prevention, its not making a difference. Normally people are fired for this, but instead we’ll keep pouring money down a drain while young people continue to kill themselves.

Apparently Navy Sailors like using drugs that aren’t just alcohol…who knew! The rise in cannabis use will impact recruiting in two ways. First, you’ll have to issue more marijuana waivers to get otherwise qualified people to join. Second, if anyone wants an easy ticket out of the Navy, they can just smoke a few joints and pop positive on a drug test.

Long time readers will remember when I predicted that to make numbers, Navy would turn off all the “early out” taps, extend contracts, lower standards and throw money at the problem? Well, this survey confirmed all of that. Here’s a section from the “enlisted retention” portion:

Remember when the Navy made headlines saying they “made their recruitment numbers!” this past year, and I said that was a prop to hide a big problem? Well, I was right. The Navy drained its DEP numbers (essentially a reserve of Sailors signed up but waiting for boot camp) to make that short term goal. Now future Sailors “are shipped to boot camp withing weeks or even days of contracting to serve.” See below.

The officers are no better. Here’s a few snippets from various fields:

The last graphic sums it up the best.

If you can’t fully man, or overman, the billets that we have at sea, then you’re not doing your job. Has anyone been held accountable for this mess? It’s obviously been going on for a long time. Why was nobody fired?

Here’s the sad truth: Health of the Force told us that despite all the efforts of our “manpower heroes,” we still perceive ourselves as racist and sexist (and remember that perception doesn’t have to match reality), we emptied our coffers to keep people in, nobody wants to stay to retirement age, and we can’t man the most critical jobs we have.

It’s going to be a bad few years for the Navy until they figure themselves out.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency. If you liked this post, why not donate to DaTechGuy or purchase one of my books on Amazon?

Traditional Catholics and traditional terrorists

So I don’t know where to even start with this one. Obviously I’m referring to the FBI memo from the Richmond, VA office that indicates growing concern over terrorism people not worshiping the state in so-called “Traditional” Catholic parishes. When I first saw this article appear, I gave it the ole’ 72 hour wait to see what ends up being true.

After having the FBI confirm it, I went ahead and read the memo. I have read many, MANY FBI memos in the past. I’ve read plenty of intelligence memos from various agencies, and I’ve written a fair number of memos myself and with others. I also wrote a 100+ page masters thesis that was read by some very smart and important people in our government. I know that writing well is important because you never know how far something you write will travel, whether its an email, memo or 100 page analysis. Since its that important, you should learn to write well, cite good sources and be ready for criticism if you’re going to make points that are controversial.

Does this paper do that? Nope.

Seriously, go read it. First, it starts with an interesting statement: that RMVEs are interested in RTCs. As a network guy, I immediately confused RMVEs with NVME solid state hard drives and RTCs with the people that yell at you at boot camp. But no, RMVE is Racially and Ethnically Motivated Violent Extremist, and RTC is radical-traditionalist Catholic. OK, lots of acronyms, which tells me this is legitimately from a government agency right off the bat, because we know that government loves its acronyms.

Reading the first few paragraphs, its actually kind of bland. The memo states that the FBI is seeing an increase in RMVEs reaching out to RTCs, attending services and engaging more on social media, and that the RMVEs are trying to recruit RTCs. That’s not a crazy assertion. If all you see at more “radical” Catholic churches is women wearing veils and priests speaking out about the evils of homosexuality, and especially if that group of “radical” Catholics thinks the world is on fire because of sins like homosexuality, then yeah, it might seem like a great place to recruit people that would be OK bombing a gay nightclub.

But that’s where it all starts to break down. When I hear Racially Motivated Violence, I think people that hate black people, or white people, or Asians, or immigrants, or something like that. I suspect most people do too. But I have yet to see the Catholic church, including more traditional churches, argue that racism is good. There are lots of Catholic positions that homosexuality, transgenderism, abortion and sex outside of marriage are bad and causing problems in society. These same Catholics vote and protest against the governments attempts to impose these views on people, which is probably the more likely reason the FBI doesn’t like these people.

Saying that the Catholic Church, and more traditional Church followers, appeals to racist terrorism is even more dumb when you think of the extensive Catholic Church in Africa and the Caribbean that is full of…wait for it…black people! The Catholic Church, even the more traditional portions of it, represents people from all walks of life and all skin colors.

If the FBI memo said they that violent extremists were recruiting traditional Catholics to bomb abortion clinics and gay nightclubs, I might, MIGHT believe it. But that’s not what the memo says. It’s specifically about race and ethnicity, and it makes no sense whatsoever. Heck, even the Huffington Post argued that the Catholic Church lead the way to decriminalize mixed-racial marriage.

Probably should have cited that article over Salon…but I digress.

The next part is though: the FBI referencing “tripwire and source development.” I read that as:

  • Place snitches in churches
  • Develop a list of “trigger” words
  • Wrap up so-called “radical” priests when they say mean things
  • Threaten a “radical” churches tax-exempt status if they say mean things about the state

Sheesh, does this sound like the Tea Party? Or Waco, TX? Or Trump’s home in Florida? Or the dude that got thrown in jail over defending his kid in PA? If I’m drawing this conclusion, so are a lot of other people.

The analysis in the notes section does an OK job of breaking out SSPX vs FSSP vs Norvus Ordo. Honestly, style point here: put in a side-by-side comparison in the future. One nice graphic would make it a lot easier on the reader.

Further down, the memo admits it conducted no Analysis of Alternatives, fancy speak for “what other conclusions could we draw.” For an example, imagine a memo saying “War with China imminent in X years,” linking the increase in Chinese military activity to a desire to invade Taiwan. An alternative analysis might be that China is simply posturing to distract its population from domestic problems. Not having an alternative is another indication of sloppy detective and writing work on the part of the memo’s author.

The memo cites the Southern Poverty Law Center and a Salon article, which is what most conservative news agencies are jumping on. But the issues are deeper then that. There is no analysis of any of the RTCs, not even a basic open source analysis. The “Slaves of the Immaculate Heart of Mary,” a scary sounding organization, is a bunch of nuns at a monastery. I doubt that they receive tactical weapons training on their campus, but maybe I’m wrong. If so, that might make for a cool addition to Larry Correia’s Monster Hunter science fiction series. But even a cursory review online shows that most of the organizations aren’t engaging in anything resembling violence.

The most disturbing thing to me is that this memo was even created and published. I’m sure the FBI gets thousands of leads every year, most of which end up being garbage. This looks like someone created an extensive memo over a single, unreliable source that was likely one racist person trying to recruit people that attend a Latin Catholic church. How did the Richmond station supervisor not read this and think “This looks dumb?” How did he or she not tell the author “You’re gonna need at least another source before we bother publishing this.”? That would have been my first comment.

So the FBI allows a poorly written memo attempting to tie racially-motivated extremists to members of the Catholic Church that attend a Mass said in a foreign language. It’s poorly researched, poorly sourced, draws crazy conclusions without data, all in what seems a blatant attempt to connect “white supremacy” to the Church. Much like the “white supremacy” nonsense that was tied to the military early on, this is only going to build more distrust in the FBI while doing nothing to fight actual terrorists.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, Roman Catholic Church, or any other government agency.

Full of hot air

High Altitude Balloon at the Natl Air and Space Museum Washington DC 11/13/2017

Balloons are nothing new. When I was stationed in Pensacola, I saw pictures of Naval Astronauts that went up in high altitude balloons to help us determine the effects that altitude would have on the human body. This helped us prepare astronauts on future space missions to safely live for extended periods at that altitude. Hot air balloons were used in warfare as far back as the U.S. Civil War. Heck, last year the U.S. was testing out steerable balloons off the coasts of California and North Carolina. So when China floated balloons out last year in international waters, it wasn’t a big surprise.

Flying a balloon 12 miles off the coast is fine, and we’ve been (mostly) consistent in our approach to accepting international norms on airspace and territorial waters. That’s why we don’t ram the Russian intelligence vessels that park off the coast in the Atlantic…or shoot across their bow, or any other nonsense that the crusty drunk guy at the bar will tell you we should absolutely be doing to maintain our honor as a nation…or something like that.

Oddly specific, I know, but I’ve had more than a few of those conversations.

But flying it over U.S. airspace? That’s a whole new level of brazen. I would be quite happy if we shot it down or otherwise captured it.

Do I think China would start WW3 over it? Nope. China will launch its war on its own terms. Yes, they would absolutely protest and try to impose consequences, but it wouldn’t involve WW3.

Why is China doing this? Intelligence from a camera or other devices is going to be better the lower in altitude you are, and balloons are far lower than satellites. But I think it goes further than that. China thinks it can get away with this violation. It’s not dissimilar to the U.S. driving two aircraft strike groups through the Taiwan Straits in 1995 as a response to China’s military exercises near Taiwan. The difference here is we never sailed in Chinese waters, but the balloons are obviously over U.S. territory.

What should our response be? It should have been to fire warning shots at the balloon when it crossed into airspace, give it a chance to leave, and if not, take it down as safely as possible. Following that, I propose hosting Japanese, Korean, Australian, Canadian and Taiwanese military leaders to discuss combining air space pictures to prevent this in the future. Since we already share air space pictures with each country in some way, getting them into a NORAD-like agreement in response to Chinese airspace violation is the perfect tit-for-tat response that would show real consequences to China’s military and government while not punishing the average Chinese citizen that doesn’t get much say in the matter.

What will actually happen? Nothing. The balloons will float away and the media will bury this story, like they buried the balloon story from last year. Unless a balloon hits a plane (unlikely) or malfunctions (I mean, it IS made in China!), there won’t be consequences for this at all, which will just encourage this in the future.

UPDATE: Well this post didn’t age well…two hours after posting and one balloon is shot down. Nicely done.

This post reflects the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency.

If you’re rusting at the pier now when nobody is shooting at you…

You’re gonna have a bad time

Seriously.

Somehow I missed this lovely picture from the beginning of the new year:

US Navy Photograph

If that looks bad to you, its because it is. That is absolutely terrible rust. Rust is a fact of life on a metal ship in a salty ocean…

Except that’s not true. Or it certainly doesn’t have to be. The Navy would like you to think that its all about lazy Commanding Officers and deck plate Sailors, and if they’d just try they could find time between their mandated diversity training and extremism training to scrub the decks a bit more and eliminate this problem. Am I exaggerating? Nope. Go read it off the official “Get Real, Get Better” page. The opening says it all:

Get Real, Get Better is a call to action for every Navy leader to apply a set of Navy-proven leadership and problem solving best practices that empower our people to achieve exceptional performance.

From Navy announcement on 13 Oct 2022

That right there is the problem. The Navy is pretending that its “proven” leadership style still works. It doesn’t.

Think about it for just a minute. Does it make sense that any Commanding Officer of a Navy destroyer, or any other ship, wants a rusty ship? That doesn’t make a lick of sense. What makes more sense is that they get forced into the position of not having enough time or resources to stop the rust they have. When ships and crews get run into the ground doing routine operations, and shipyards are incapable of doing anything on time or on budget (and face no consequences for doing so), guess what? Something has to give.

What might make sense is to use some technology to give Sailor’s time back. In industry, specialized coatings like Nano-Clear keep commercial vessels clear of rust for significantly longer periods of time. Heck, even the Army, which does operate some ships, uses them, as shown on Strategic Visionary Solutions’ website:

Nano-clear guarantees their product for 10 years. Even if the Navy got half of that, how many thousands of man-hours would be saved? How many Sailors would enjoy not using a needle gun to chisel of rust and paint?

I mean seriously, does this look like what you joined the Navy for? From navy.mil

How does the Army get this and the Navy doesn’t? Are we surprised when people don’t want to join?

And then when we shame people into replying, we get this:

No acknowledgement of how hard the crew worked. Just a mild threat of holding them accountable.

And we’re surprised we’re in a recruiting crisis? Why?

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency, because those people want to do more of the same and obviously the author does not.

ChatGPT says sue the schools!

If you haven’t heard of ChatGPT yet, or don’t know what it is…well, I’ll let ChatGPT tell you:

I am a computer program that can understand and respond to text in a way that’s similar to how a human would. Think of me like a robot that can have a conversation with you, but instead of talking, we write messages back and forth. My creators have taught me a lot of information and I can help answer questions and understand what people are saying.

So I asked it the following question:

There was a scandal announced recently where seven schools in the County of Fairfax, Virginia, purposely withheld the results of national merit scholarships from their students. This was likely a racist action by the school principals at those high schools, and probably hurt the affected students by denying them the opportunity for college scholarships. Can you write a 250 word blog post that describes what the parents of these students should do to seek justice for their students?

ChatGPT says…sue those bastards!!

The recent scandal involving the withholding of national merit scholarship results from students in seven Fairfax County, Virginia schools is a deeply troubling and unacceptable injustice. The alleged racist actions of the school principals involved in this scandal have likely hurt the affected students by denying them valuable opportunities for college scholarships.

As parents, it is important to take immediate action to seek justice for your students. The first step is to contact the school district and demand an investigation into the matter. The school district should be held accountable for the actions of its employees, and the parents should demand that those responsible be held accountable for their actions.

Additionally, parents should also reach out to local and state representatives and demand that they take action to address the issue. The state government should also conduct an investigation into the matter and hold those responsible accountable.

In addition to seeking justice through official channels, parents should also consider taking legal action against the school district and the individuals involved. A lawsuit can help to hold those responsible accountable and provide financial compensation for any harm caused to the students.

It is also important for parents to advocate for their children and ensure that they have access to the resources and opportunities that they need to succeed. This includes providing support for their children’s education and working to ensure that they have access to college scholarships and financial aid.

Finally, parents should continue to stay informed about the issue and advocate for change. This includes staying in touch with other parents and community members, and working together to make sure that such injustices never happen again.

In conclusion, the recent scandal in Fairfax County, Virginia, is a serious injustice that must be addressed. Parents of affected students should take immediate action to seek justice, including reaching out to school officials, representatives, and local authorities, and considering legal action. They should also support their children by providing resources and opportunities that they need to succeed. Together, we must work to hold those responsible accountable and ensure that such injustices never happen again.

Not bad for a computer that stopped processing information in 2021!

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency.

Recruitment and the plague

Image from Wikipedia

When the Black Plague hit Europe in 1350, it ravaged the area and killed millions of people, especially in the lower classes. But afterwards, the labor shortage caused a working class revival in the peasantry. Day laborers could demand more money for their goods and better working conditions. From the Medievalists:

After the ravages of the Black Death were finished in Europe, however, there were suddenly far fewer people to farm the lands. Egyptian scholar Ahmad Ibn Alī al-Maqrīzī, described what this looked like after the plague had passed through Egypt: “When the harvest time came, there remained only a very small number of ploughmen.” There were some who “attempted to hire workers, promising them half of the crop, but they could not find anyone to help them.” The same was true in Europe, and crops remained unharvested and great revenues were lost for the local landowners because they couldn’t get anyone to do the work.

Egyptian scholar Ahmad Ibn Alī al-Maqrīzī

Not surprisingly, some people didn’t like these uppity peasants not knowing their place.

Many and various attempts were made by local governments and officials to block this upward movement. An Ordinance from Castile in 1351 condemns those who “wander about idle and do not want to work” as well as those “demand such great prices and salaries and wages.” It orders all able to do so to work for a set, pre-plague price. Another from Sienna condemns those who “extort and receive great sums and salaries for the daily labor that they do every day” and sets a fixed price of six gold florins a year. …
The English poet John Gower lamented in his Mirour de l’Omme that labourers who were used to eating bread made of corn now were able to eat that made of wheat and that those who had previously drunk water were now enjoying luxuries like milk and cheese. He also complained about their new, fancier attire, and their choice to dress above their station. His attitude was common among some in the upper and middle classes who lamented the social improvements of the lives of peasants and the loss of the good-old-days before the plague when the world was “well-ordered,” and people knew their place (as Gower says).

The Medievalists

The similarities to today are interesting. While the COVID-19 pandemic didn’t kill nearly the same number of people (especially in the US), it did lead to a massive revolt in the working class. Now truck drivers for Walmart make $100K a year, and there are plenty of people wanting these modern day versions of “peasants” to remain in there place (typically by using mass illegal immigration and inflation to suppress wages). The hardest hit by far is the military, because it relies on a large number of cheap, easy to enlist, (mostly) men to fill its ranks. While it is somewhat of a stereotype (as analyzed in 2020), its not entirely false either.

Stuck between rising prices, a loss of patriotism, an increasingly smaller subset of the population it can recruit, the military is now in the same personnel crunch as 1370’s landlords. It even has its own versions of complaints against uppity peasants, which I call the “appeal to patriotism” and “suck it up,” and are best explained in an example.

A few years back, I sat on a panel discussing the manning problems related to a specific set of submarine Sailors. Because serving on submarines is voluntary, we didn’t have a lot of Sailors in one particular rating, and we had to put an OPHOLD on a Sailor. An OPHOLD basically means we canceled that Sailors orders to another duty station and kept them in their current job. It’s supposed to be a rare thing, so the fact that we had to do this to meet minimum manning was concerning.

On the panel I suggested that we authorize a special bonus for these Sailors of around $150 a month. While that doesn’t seem like a lot of money, I had seen bonuses of that size bump up volunteers before, and I figured we could easily raise it again in the future if needed. I had at least two civilians, both retired master chiefs, scoff at this notion. “These kids should be volunteering for submarine duty out of patriotism!” one said (yup, literally his words). Another lamented that kids these days couldn’t “take it” when it came to the hardships of submarine duty.

The senior most officer (a Captain) asked why we couldn’t just keep OPHOLDing Sailors. Frustrated, at this point I jumped in and said “Your OPHOLD means nothing if Sailors start saying they’ll commit suicide, which guarantees you can’t assign them to a submarine.” The room got pretty quiet, and eventually the Captain agreed we should pursue a bonus. Ultimately the bonus did help and got us out of the manning jam, although it took a while and put the Navy in a pretty risky position at the time.

If you wonder why I’m never surprised at the horrible conditions onboard the GEORGE WASHINGTON and why Sailors commit suicide, well, now you know. Retired senior enlisted and officers sitting in cushy desk jobs that feel their funding might get cut if they provide more morsels to our young Sailors doing the hard work are all too common in our force today. Sadly, this class of bureaucrat is so deeply entrenched I’m not sure the military will survive before they can be uprooted.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency.

Navy FLOCs and Poverty Guidelines…not worth the paper they are written on

Don’t forget to read the previous two posts:

Part 1: Navy Community Outreach

Part 2: HYT+

To round out the last portion of NAVADMIN messages that tell us the Navy is in bad shape all around, let’s start with the Basic Needs Allowance. On initial reading, it doesn’t seem too bad. It basically says we’re going to pay Sailors that fall below 130% of the Federal Poverty Guidelines an additional amount of money:

2.  In line with reference (a), reference (b) established Department of Defense policy for BNA.  Reference (c) authorizes the Chief of Naval Personnel to implement BNA policy.  The BNA program provides a monthly allowance to Sailors whose gross household income (GHI) and household size place them below 130 percent of Federal Poverty Guidelines (FPG) for their permanent duty station (PDS) location.
BNA provides additional income to address the difference between GHI from the previous calendar year (CY) and 130 percent of the FPG for the current CY.  BNA is payable to eligible Sailors who voluntarily apply beginning on or 
after 23 December 2022.  These references, frequently asked questions, templates, and other BNA resources can be found here:  https://www.mynavyhr.navy.mil/References/Pay-Benefits/N130C/.

OK, so what IS the Federal Poverty Level? You can conveniently find them here:

Now, if you’re thinking “That looks like a really, really small amount of money…” you’d be right. A little bit of Excel magic brings us some insight:

So, what do we learn from this? Well, if you’re a married E1 and your spouse doesn’t work, you might meet the threshold. If you’re an E2 or E3, married with a baby at home, you’ll probably meet the threshold. If you’re anything else…probably not. For this chart, I’m only counting basic pay, which means that if you got some sort of bonus that would count towards your income, you’re probably above the cap.

Here’s the other catch too….you don’t sit at those junior ranks for very long. Sailors can promote relatively quickly to E-5, which by 4 years of service is making over 3,000 a month. So unless you have three kids by then, you’re not meeting these guidelines.

At best, this is helping super new, dirt poor Sailors, who are likely living on the ship, eating at the galley for free and are unlikely to be married. But for the vast majority, this does nothing. Maybe in a week when they release the new federal poverty guidelines I’ll be proven wrong, but I don’t see this making a big impact. And given that advancement is getting easier with everyone leaving, that makes it even less likely to be impactful to the average Sailor.

Speaking of more things not worth the paper they are written on…NAVADMIN 290/22. This NAVADMIN offers a Flag Letter of Commendation for each person you sign up for the Navy. Sounds like a good deal right? 

4.  In order to incentivize Sailors to assist in this effort, CNRC has authorized a Flag Letter of Commendation (FLOC) (max of 2) for any Sailor who provides a referral that ultimately leads to a future Sailor contract.  These 
FLOCs are worth one point each towards advancement and can make all the difference when final multiple scores are calculated.

Except…one point doesn’t normally do that much. Answering one more question correctly on your advancement exam, which probably requires less time then it takes to recruit someone, would be worth more. FLOCs are nice gestures, but they are relatively meaningless in terms of actual impact compared to actual awards. Worse still, they offer zero incentives to officers, so the Navy hasn’t done anything to stem that tide.

Where does this leave us? Honestly, in no better shape. While the Navy plans on a community outreach blitz to bring up its image, its not addressing many of the systemic problems inside its ranks, whether its low pay, unaccountable leadership, or a lack of strategic direction. People are smart enough to see through the shiny veneer and gift wrap, so these measures aren’t going to bump up Navy numbers.

Long term, unless the Navy gets a grip on how far its fallen and why people don’t trust it anymore, its not going to persuade people to join.

This post represents the views of the author and not those of the Department of Defense, Department of the Navy, or any other government agency.