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Overview of the Army and Air National Guard Active Guard/Reserve Program

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The Active Guard/Reserve (AGR) Program overview provides critical information about human resource responsibilities, recruitment, and personnel management for the Army and Air National Guard. It outlines HRO's duties in administration, including vacancy announcements, performance evaluations, and career management. Commanders and supervisors are advised on utilizing AGR personnel effectively. This comprehensive guide covers policies, conduct, separations, and steps for career progression within the AGR framework. For inquiries, contact the designated AGR managers at the Human Resource Office.

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Overview of the Army and Air National Guard Active Guard/Reserve Program

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  1. HUMAN RESOURCE OFFICE Active Guard/ Reserve (AGR) Program Overview Module 19 HUMAN RESOURCE OFFICE JFHQ-NY CW4 O’Keefe - AGR Manager (518) 786-4732 SGM Kehn (518)786-4626 SMSgt Brian Roberts (Air) (518) 786-4736

  2. HRO RESPONSIBILITIES • Plan, program, & budget Joint AGR requirements • 795 Army+ 1,215 Air= 2010 AGR requirements • Plan & administer a program for recruitment, appointment, utilization, and distribution of positions (Advertise, Hire, and Assign) • Develop & implement policies & procedures • Army: NGR 600-5, AR 135-18, TAG Policy Memos • Air: ANGI 36-101 • Coordinate AGR personnel matters w/ NGB such as MCRs, ETPs

  3. HRO RESPONSIBILITIES Continued • Army Guard – HRO processes virtually all AGR personnel actions including vacancy announcement, initial appointment orders, TDA/MTOE assignment, career boards affecting tours and length of service, pay & leave processing, promotions, retirement • Air Guard – HRO processes AGR vacancy announcements, initial appointment orders, subsequent tour orders, and waivers - Personnel actions such as pay, leave, promotions, retirements, are Decentralized to Wing FSS & FM, coordinated with HQ and HRO

  4. YOUR RESPONSIBILITIES Unit Commanders and Supervisors • Ensure AGR Soldiers/Airmen are properly utilized • -- Working in the AFSC/MOS hired for -- Temporary details <120 days permitted (Air) • Take active role in unit sponsorship & orientation • Management of AGR Soldiers & Airmen • -- Attendance, duties, leave, conduct/performance • -- Convey performance expectations, • -- Fitness and Readiness = deployable • -- ADOS Soldiers must use All leave prior to order end date

  5. CONTROLLED GRADES • Controlled Grades (E8, E9, 04, 05, 06) • -- Active duty ceiling established by Congress and services • NGB issues to states and territories based on level of support and number of state requirements • Monthly Controlled Grade Wait List (Army/Air) • -- Impacts AGR accessions, promotions, length of service

  6. Army AGR Staffing • Army Vacancies are filled in this sequence: • Step 1 – Priority Placement • Step 2 – Lateral Transfers/Compassionate Reassignments • Step 3 – EPP Fill • Step 4 – Open Advertisements

  7. Army AGR Boards • Career Selection Boards • 3 Year Initial Tour Boards (Army and Air) • 20 Year Officer Boards (LCM) (Army) • 20 Enlisted Boards (ASMB) (Army)

  8. Air AGR Staffing • Air AGR Vacancies are filled by Vacancy Announcement based on available AGR Resource: • Cat 1: AGR Only, Fenced Resource tied to UMD position • Cat 2: Fill by Tech or AGR via Dual Announcement; a Cat 2 AGR may take resource to other Cat 2 assignment • AGR “Area of Consideration” • - On Board (limited to on-board AGRs in same Category) • - Statewide/Nationwide/Any Unit Member (available resource for new accession to AGR program)

  9. CAREER MANAGEMENT & UTILIZATION • Stabilization Policy • Army – 18 months in position 3 year initial tour • (CST personnel - 36 months in position) • Air – 24 Months in position 3 year initial tour • Ensure participation in Unit activities and Drills • Ensure completion of MOS, AFSC, and specialized military training requirements • Consider/Recommend for PME, Promotion, Tour Continuation and/or Reassignment

  10. PERFORMANCE & CONDUCT • Title-32 AGRs subject to service regulations and State Military Code, 24/7 • Performance or Conduct issues: • -- Take corrective action: feedback, verbal counseling, LOC, LOR – and document it! • -- Obligation to assist member to improve performance • -- Serious and/or continuing issues may lead to demotion, removal from AGR program, or discharge (always consult with member’s Commander, and Legal)

  11. SEPARATIONS • Elimination of Position • Mandatory (age, RCP, MSD, MRD) • For Cause (reason & service characterization) • Voluntary (end of tour, early release) • Medical (MEB, PEB) • Retirement (>20yr TAFMS) • Any questions regarding Admin removal; please contact the AGR Office

  12. HUMAN RESOURCE OFFICE Q U E S T I O N S ? ? ? CW4 O’Keefe - AGR Manager (518) 786-4732 SGM Kehn, NCOIC (518) 786-4626 SMSgt Roberts, NCOIC-Air (518) 786-4736

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