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More than a Flag: A Symbol of Hope, Bravery, Unity, and Mission
More than a Flag: A Symbol of Hope, Bravery, Unity, and Mission By: Haley Sherman and Kaylee Short-Smith Some of us may be familiar with the iconic photograph you see below, which depicts six United States Marines who raised the American Flag on top of Mount Suribachi, Japan, during the Battle of Iwo Jima on February 23, 1945 (Garner, 2021). (Image credit: Joe Rosenthal/Public Domain) If you, like me, Haley, were unaware of the exact history associated with the image above, you may be wondering why it is so iconic while simultaneously thinking how proud you are to be an American and how grateful you are for those six Marines, their service, and their sacrifice. Until recently, I had never thought much about why they were raising the American flag. I assumed it had something to do with an order received or that they saw it falling and wanted to raise it before it touched the ground. In reality, the history of this image holds much deeper meaning. According to Garner, the flag itself depicts the United States capturing this important location during the Battle of Iwo Jima. Before this location was captured by the United States military, the Japanese forces used this vantage point to employ direct artillery fire onto the American forces; this exact point aided in making the Battle of Iwo Jima one of the bloodiest battles in the Pacific War (Garner, 2021). In knowing this, we began to think more deeply about the American Flag, what it means, the feelings it elicits, and the importance it holds not only for our military and country but also in different situations and for different individuals. You see, something as simple as a flag holds weight, and for the month of June—the month celebrating Flag Day—we decided at Military REACH that it is important to investigate, share the history of, and even share the personal meanings that these flags have for Service members and their families. The article discusses the flags representing the United States Armed Forces, which include the American flag and the flags of the Army, Marine Corps, Navy, Air Force, Space Force, and Coast Guard.Buckle up, friends, because today we are having fun with flags! American Flag The history of the American flag begins in 1777, and the original design is credited to Betsy Ross (US History, 2024). The flag originally had thirteen horizontal stripes alternating between red and white and thirteen white stars arranged in a circle on a blue field to represent the original thirteen colonies (Smithsonian, 2024). As America continued to expand their territory between 1791 to 1959, the American Flag evolved such that more stars were added to represent the additional states. As of today, there are fifty stars, and the thirteen stripes have remained untouched (Smithsonian, 2024). Not only do the stars and stripes have meaning, but so do the colors of the American flag: the red symbolizes valor and hardiness, white symbolizes purity and innocence, and blue symbolizes vigilance, perseverance, and justice (US History, 2024). As we examined what the American flag historically symbolizes, our team here at Military REACH reflected on what the flag means to them: “When I see the American flag, I am reminded of our country's foundational demand for representation and freedom from oppression, and our continued endeavor to ensure these rights for all Americans.” - Emily Hanson, MNM, MPA “When I see the flag, I think of all the young men and women who have sacrificed so much and continue to do so. I think about the duty we have as Americans to uphold the values this country was founded on, particularly those reflected in the first amendment - freedom of speech, the right to protest, and the right to petition our government for change. “ – Carly Vandenberg, PhD Army Flag The United States Army was established around 1775, however a flag was created in 1956 – 181 years later (Center for Military History United States Army, 2021). The Army flag is made of silk, centering the original “War Office” seal in blue. In the center of the seal, there is a Roman cuirass (i.e., body armor worn by Officers that was made of steel) which symbolizes strength and defense. An unsheathed sword sits in the center with a Phrygian cap, often called the ‘Cap of Liberty’ resting on the top. To the left is a musket, and on the right is an esponton (i.e., a half-pike used by subordinate Officers); these are behind the cuirass and represent the weapons of the Army (U.S. Army Center of Military History, 2000). On the right side of the seal is an unidentified flag with cords and tassels; the flagstaff is a spearhead. Below the flag is a cannon barrel that is slanted upward behind the cuirass. To the left of the cuirass on the bottom are three cannon balls and a cannon barrel. Above the cannon barrel is a drum with two drumsticks, a symbol of the Army’s intention to serve the nation and its’ people. An unknown flag partially covers the drumhead, showcasing another spearhead for the flagstaff. Finally, along the top of the seal is a rattlesnake holding a scroll with the motto, “This We’ll Defend.” The rattlesnake and scroll, used on other American colonial flags, signified the Army’s constant readiness to defend and preserve the United States (U.S. Army Center of Military History, 2000). Below the blue seal is a Scarlett scroll with white lettering that writes, “United States Army” (Center for Military History United States Army, 2021). In some instances, you may see various streamers connected to the Army flag. There can be up to 190 streamers, and these denote the various campaigns fought by the United States Army throughout its history (The Institute of Heraldry, n.d.). “For myself, it’s a reminder of why I serve and motivation to carry on what those before me have done, from the Revolutionary War to now.” – Sergeant Nicholas DiGradio, active duty Soldier “When I see the Army flag I naturally think ‘thank you for your service’ for whoever the owner of the flag is. I hope that they have good memories from being in the service and that they were and are currently being treated well. Veterans are not treated with the respect and dignity they deserve, and I always wish there was more I could do.” – Breanna DeBoer, Army National Guard and Reserves Veteran Marine Corps Flag The early versions of the Marine Corps flag are very different from the flag that flies today. During the 1830s-1840s, the flag was white in color, held a design of an anchor and eagle in its center, and included the words “To the shores of Triopli” across the top (Military.com, 2024). These words, colors, and symbols have changed over the years. Today the Marine Corps flag is scarlet in color and contains the Marine Corps emblem in the center of the flag (Marine Parents, 2023). The Marine Corps emblem consists of an eagle on the top with a streamer in its’ beak that bears the motto of the Marine Corps, “Semper Fidelis,” which means, “Always Faithful.” The eagle itself is a symbol of the United States, and the globe the eagle stands on represents the worldwide commitment of the Marine Corps. Finally, the anchor that goes through the globe represents the founding of the Marine Corps and its close ties to the United States Navy (The Official Website of Marines, n.d.). The scarlet and gold colors within the flag were ordered in 1925 to incorporate the official colors of the Marine Corps (Military.com, 2024). “I honestly feel a sense of connection and trust, sometimes with complete strangers, if I notice they are displaying a Marine Corps decal on their vehicle or a flag in front of their home. I do not seek them out, but I notice it, and in my mind I acknowledge, “There’s a Marine.” My husband is a former Marine, and I have two Marine sons, one active and one former. We proudly fly a Marine Corps flag in front of our home. Who knows? Maybe it deters bad guys from messing with our stuff. I also have five daughters. I know the Marine flag keeps their boyfriends in line.” – Lisa Dosev “The Marine flag represents pride in service and pride in the Corps! Seeing it displayed on a vehicle also leads me to seek the veteran out, if possible, to ask where he served, when, and in what units. Veterans want to connect with their peers and the need for Marines to reconnect is a bond that cannot be broken. If I see it in a store for sale, I am wondering if the store truly values veterans and do they understand the sacrifices Marines and their families give – days of boredom followed, at times, by intense combat that draws one’s memory of time shared in focused pain. Yet I am grateful they care to have it in their store.” – Lance Corporal Kaelan C. Gordon, active duty Navy Flag The official Navy flag was authorized by a Presidential Order in 1959 (Naval History and Heritage Command, 2018). In the center of the flag is a bald eagle, with wings spread wide, to represent bravery and courage. The foot of the eagle is on an anchor that is protecting a ship and symbolizes strength and power at sea. The positionality of the eagle, ship, anchor, and water symbolize unity and brotherhood amidst adversity (Alex, 2023). The imagery on this flag was drawn from the Department of the United States Navy seal such that all components are the same aside from the fact that there is no land depicted on the flag whereas there is land on the bottom right of the seal. The United States Navy flag is for display purposes and is carried on ceremonial occasions but does not fly on vessels (Military.com, 2013). “Whenever I see a Navy flag, I have a familial connection - a kinship, if you will, similar to when I see my family's coat of arms. Being born into a Navy family, marrying (x2) into a Navy family, and being the proud parent of an active-duty Navy Surface Warfare Officer, the Navy flag represents security, peace, and framily. Framily = friends that have become family through the bonds created because of shared experiences due to a military lifestyle.” – Sue Ehlers Burke “As a Navy Veteran the Navy flag represents a possible “Shipmate” or colleague. If I see it on a vehicle I am immediately drawn to ask where this Sailor served and when. It brings back a flood of memories of days at sea and time shared with fellow Sailors. If I see it in a store for sale, I am wondering if the store truly values veterans and do they understand the sacrifices Sailors and their families go through – months upon months of time away. However, I am grateful they care enough to have it there. When I see it flown properly by a government office or school, I have pride for what that flag represents, and I am grateful that they care to display it.” – Captain Terry C. Gordon, Retired U.S. Navy Chaplain Air Force Flag As do most of the branch’s flags, the United States Air Force flag have similar components as the American flag. This similarity includes the flag containing thirteen white stars to represent the thirteen original colonies (US Flag, 2009) where the three stars between eagles’ wings represent the Army, Navy, and Air Force (Air Force Historical Support Division, 2024). Unlike the American flag, the Air Force flag has an ultramarine blue background with gold accents and bears the coat of arms and the seal of the Air Force. The Air Force seal includes the American Bald Eagle which symbolizes the air striking power of the United States, and its head is turned to the right to symbolize facing the enemy and looking toward the future (Air Force Historical Support Division, 2024). The shield below the eagle has a thunderbolt, further representing striking power through the air. The pair of wings around the thunderbolt and the smaller lightning flashes complete the imagery of lightning being cast and thunder accompanying it; this part of the seal was inspired by the Roman god, Jupiter, who was the mythical god of the Heavens. Beneath the shield is a scroll with “United States Air Force” written in gold lettering (Air Force Historical Support Division, 2024). There are two versions of the Air Force flag; one is outlined in gold fringe and is to be hung indoors whereas the other is without gold fringe and is often used outdoors and seen in parades (US Flag, 2009). “One of my grandfathers was an officer in the Air Force and carried those personal and professional skills he learned into the civilian sector after a few years of service. My grandfather’s service gave my parents, and by extension me, a happy, fruitful, and safe childhood. I love the Air Force for the opportunities they’ve given my family.” – Captain Bruce James, active duty Airman “To be honest, the official Air Force flag is kind of boring. However, the newer Air Force logo brings me pride, and when I see it on someone's license plate, which occurs a lot in Texas, I automatically think I have a connection to them.” – Jeff Geringer, Air Force Veteran Space Force Flag The United States Space Force flag is the newest branch flag as of December 2019 (United States Space Force, n.d.). The dark blue and white colors symbolize the vastness of outer space. The middle, grey triangular image represents the Delta Wing of an aircraft (representing the early days in the Air Force space community) and/or space craft, representing innovation and change (United States Space Force, n.d.). The upward position of the Delta Wing represents the central role of the Space Force in defending the space domain. The blue and grey globe behind the Delta Wing represents the earthly home of the United States Space Force. The elliptical orbit (around the globe and Delta Wing) represents defense and protection from all adversaries and threats along with interagency cooperation and allied partnerships. The large white star, the Polaris, symbolizes a light of security and the constant presence and vigilance currently and in the future for space. The two clusters of smaller stars to the left and right of the globe represent the assets developed, maintained, and operated by the United States Space Force. The larger three stars represent the Organize, Train, and Equip functions of the Space Force. Finally, the Roman numerals MMXIX (2019) represent the year of the Space Force’s activation (United States Space Force, n.d.). “When I see the USSF flag out in public there are several thoughts that run through my head, the first is probably in line with most: “Wow it’s real.” I’ve been a career space operator since I’ve entered the military, so I never thought we would see a separate service dedicated to the domain. As such, I also get an immense amount of pride when I see it because I was one of the first, but I hope to lay a solid foundation for those who follow. The second thing that I think of when I see the flag, is the amount of work we have, as a service, to garner public faith and communicate the reason for our creation. On the surface, it seems pretty counterintuitive for a military branch to have to justify its existence, but the nature of our work is highly technical, highly classified, and highly misunderstood. I know that this is a top priority for USSF leaders.” – Anonymous, active duty Guardian Coast Guard Flag The origins of the Coast Guard flag are not quite as clear as some of our other branch’s flags. In 1917, the beginnings of a flag were created depicting a standard white flag with a blue eagle and a semi-circle of thirteen stars surrounding it (United States Coast Guard, 2013). Later the words, “United States Coast Guard,” were included along the top of the eagle in an arc, and “Semper Paratus,” meaning, “Always Ready,” was placed under the eagle. Then, in 1950, the semi-circle of stars was changed to be a full circle above the eagle (American Flags, 2024; United States Coast Guard, 2013). The eagle is also depicted holding an olive branch with thirteen leaves in one talon and thirteen arrows in the other to represent peace, war, and the thirteen original colonies (United States Coast Guard, 2013). The colors of the flag also hold meaning where red represents valor, white represents purity, and blue represents justice – similar to the American flag. “As a mother of a Coast Guard Academy graduate and a present Coast Guard pilot, the Coast Guard flag embodies a profound sense of pride, honor, and dedication for me. The flag brings deep gratitude for the sacrifices made by my child and his fellow “Coasties,” their unwavering dedication to protecting our country's shores, and their commitment to service- ensuring the safety of all who venture into the seas. ‘Semper Paratus – Always Ready.’” – Patrice Bramble Majewski “Particularly seeing the Coast Guard flag, as this was the branch my grandfather served in, I feel grateful for the opportunities the military provided for my family and curious of all the stories that have been shared and not shared by my grandparents.” – Lauren Scott Overall, we hope this article shed some light on the history, meaning, symbolism, and personal pride that individuals have for each of the flags that comprise the branches of the United States military. We thoroughly enjoyed reflecting on these flags and diving deeper into the meaning that each of the symbols and colors hold. It is our desire that for Flag Day this month, you take a moment to not only smile because we have a “Flag Day,” but also that you take it a little more seriously as flags can, and do, hold deep meaning for individuals, especially those who are affiliated with the military in one, or many, capacities. References Alex, Andrew. (2023). Explore the history and design of the US Navy seal logo. https://newsmilitary.com/explore-the-history-and-design-of-the-us-navy-seal-logo/ American Flags. (2024). The flag of the U.S. Coast Guard. https://www.americanflags.com/blog/post/flag-u-s-coast-guard Air Force Historical Support Division. (2024). United States Air Force seal.. https://www.afhistory.af.mil/FAQs/Fact-Sheets/Article/459019/united-states-air-force-seal/ Center for Military History United States Army. (2021). The origin of the U.S. Army flag. https://history.army.mil/faq/armyflag.htm Garner, T. (2021, February 23). Raising the flag on Iwo Jima: Here’s the story behind that iconic World War II photo. https://www.livescience.com/iwo-jima-flag-raising.html Marine Corps University. (n.d.) Marine Corps flag. https://www.usmcu.edu/Research/Marine-Corps-History-Division/Brief-Histories/History-of-the-Marine-Corps-Flag/ Marine Parents. (2023). The Marine Corps flag. https://marineparents.com/marinecorps/marine-flag.asp Military.com. (2011). Marine Corps history: The Marine Corps flag. https://www.military.com/marine-corps-birthday/marine-corps-history-the-marine-flag.html Military.com. (2013). Origins of the Navy flag. https://www.military.com/navy-birthday/origins-of-the-navy-flag.html Naval History and Heritage Command. (2018). Origins of the U.S. Navy flag. https://www.history.navy.mil/browse-by-topic/heritage/banners/origins-of-the-u-s-navy-flag.html Smithsonian Institution. (2001). Facts about the United States flag. https://www.si.edu/spotlight/flag-day/flag-facts U.S. Army Center of Military History. (2000). Department of the Army Emblem. https://history.army.mil/reference/Heritage/Emblem.htm The Institute of Heraldry. (n.d.). United States Army flag and streamers. https://tioh.army.mil/Catalog/Heraldry.aspx?HeraldryId=15639&CategoryId=9360&grp=2&menu=Uniformed%20Services&from=search The Official Website of Marines. (n.d.). What is the Marine Corps emblem? https://www.hrom.marines.mil/New-Employees/About-the-Marine-Corps/Emblem/ Military.com. (2013). History of Coast Guard flags. https://www.military.com/coast-guard-birthday/history-of-coast-guard-flags.html United States Space Force. (n.d.). United States Space Force symbols. https://www.spaceforce.mil/About-Us/About-Space-Force/USSF-Symbols/ US Flag. (2009). US Air Force flag. https://us-flag.net/military/air-force/ US History. (2024). Flag timeline. https://www.ushistory.org/betsy/flagfact.html
SPOUSE EDUCATION AND CAREER OPPORTUNITIES: WHAT IS SECO?
(334) 844-3299 MilitaryREACH@auburn.edu HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES SEARCH 22 MAR 2024 SPOUSE EDUCATION AND CAREER OPPORTUNITIES: WHAT IS SECO? By Bri Gordon and Ashtyn Grace KingEditor Emily Hanson The military spousal unemployment rate has historically been higher than the civilian unemployment rate; in fact, over the past decade, the military spousal unemployment rate reached 21% (Office of People Analytics, 2022), which was almost 4 times higher than the civilian rate the same year (5.3%; U.S. Bureau of Labor Statistics, 2023). Because finding stable employment as a military spouse can be difficult due to military lifestyle (e.g., frequent relocation), spouses may opt for being stay-at-home parents until their partner leaves the service. For example, in a 2021 survey of active-duty spouses, almost half of participants (45%) reported their main reasons for not working were caring for children not in school or daycare (Office of People Analytics, 2022). These periods of unemployment may cause gaps within resumes, making it difficult to find local, professional positions. This struggle may feel immense and isolating - that’s where the Spouse Education and Career Opportunities (SECO) program comes in! SECO was established by the Department of Defense (DoD) to provide career guidance and education opportunities to military spouses worldwide. Many of the resources SECO offers can be used for active-duty spouses or transitioned spouses (i.e., spouses whose partner has transitioned out and is no longer active-duty military), such as resume builders, job finders, and education opportunities. Our goal with this piece is to share about the SECO program, why programs like SECO are helpful, and the services SECO offers. What is SECO? The SECO program provides education, career guidance, and tools and resources to aid military spouses in their career development or in pursuing their education. The program is available to all spouses of Service members with an active-duty status, along with National Guard and Reserve Components. Additionally, spouses who have been separated from active duty and National Guard/Reserve Components for less than a year or surviving spouses of military members who died while on active-duty are eligible. Depending on a Service member’s military orders, their spouses are often required to pick up or pause their lives at any given moment. This can be very stressful for spouses, as they must leave their current place of employment and support systems, sometimes with little to no notice. Worries in navigating leaving a job, finding new career opportunities, or trying to continue an educational career may leave a spouse feeling overwhelmed with questions, and feel there are no solutions in sight. SECO was created to help spouses in finding exact solutions for these very worries. A DoD Self-Service Logon is required in order to access the many affiliated sites connected to SECO. Upon creation of a SECO account, spouses will be given access to many tools, resources, and interactive features to explore their specific interests. The Value of SECO As the acronym implies, the SECO program has many opportunities to achieve a spouse's education and career goals. Below you can see some resources SECO has to offer in both education and career guidance, respectively: Education The Department of Education College Scorecard tool aids in searching for schools that would be the best fit based on location, size, degree, major, etc. The Scholarship Finder search engine identifies scholarships offered specifically to military spouses. My Career Advancement Account Scholarship (MyCAA) is a workforce development program for eligible military spouses, providing up to $4000 financial aid towards licenses, certifications, or associate degrees. Career Guidance MySECO Resume Builder gives access to tools and resources that are geared towards building a competitive resume. This includes learning modules on resume formats, getting your resume professionally reviewed, and other personalized support to help best describe your qualifications and skills. Upon creation of your SECO account, you will be offered a free year of Linkedin Premium to aid in job searching, networking, and more. Career Assessments provides access to a variety of self-assessments to learn more about yourself and what careers may be of interest to you. Research Occupations (CareerOneStop) is a search engine that provides information on the latest government statistics on occupational wages and employment trends in a given area. Military Spouse Employment Partnership (MSEP) Job Search allows you to search jobs based on job title, keywords, and location. This can be beneficial when looking to obtain employment prior to arriving at your next duty station. SECO Coaching Packages offers specialized consultations with career coaches to help you succeed in your education or career. Additionally, SECO offers many in-depth articles on topics related to military life (e.g., PCS-ing, managing deployments, transition preparation) and support (e.g., financial readiness, starting a business, negotiating a salary). The SECO program is a one-stop site to guide and support spouses through any and every stage of their career or professional development. With the mobility of military life, it is essential spouses are aware of important resources available to them. If you need additional guidance on using any tool or resource within the SECO website, call Military OneSource at 800-342-9647 and ask to speak to a SECO career coach. Here's what one future military spouse found out when they learned about the SECO program: "Knowing what my future holds as a future military spouse, I have experienced a lot of stress and anxiety not knowing what my next step might be [professionally]. After learning about SECO, I now have a sense of peace because they can help me to find jobs or give me a chance at working towards a master’s degree if I choose to within the next few years. If that is my choice, they provide opportunities to find scholarships and loans, along with a way to find the school and program that best fits my needs. They also provide access to an immense number of extra resources/programs that I have already begun to save for when my partner and I enter that certain stage of life. As a future military spouse, I plan to use the resources that SECO provides as well as share with my surrounding spousal community." RECENT STORIES Related Stories in References Office of People Analytics. (2022). Military life during the COVID-19 pandemic: Results from the 2021 Survey of Active Duty Spouses. U.S. Department of Defense. https://www.opa.mil/research-analysis/spouse-family/military-spouse-survey-survey-reports-briefings/military-life-during-the-covid-19-pandemic-results-from-the-2021-survey-of-active-duty-spouses/ U.S. Bureau of Labor Statistics. (2023). Unemployment rates for states, 2021 annual averages. U.S. Department of Labor. 789–802. https://www.bls.gov/lau/lastrk21.htm MOBILIZING RESEARCH, PROMOTING FAMILY READINESS. Our Partners Auburn University University of Georgia Department of Defense US Department of Agriculture 203 Spidle Hall, Auburn University, Auburn, Alabama 36849 Military REACH Department of Human Development and Family Sciences (334) 844-3299 MilitaryREACH@auburn.edu Contact Us Website Feedback Stay Connected with Military REACH These materials were developed as a result of a partnership funded by the Department of Defense (DoD) between the DoD's Office of Military Community and Family Policy and the U.S. Department of Agriculture/National Institute of Food and Agriculture (USDA/NIFA) through a grant/cooperative agreement with Auburn University. USDA/NIFA Award No. 2021-48710-35671. Last Update: March 2024 2017 - 2024 All Right Reserved - Military REACHPrivacy Statement| Accessibility Plan
How to be thrifty with the Thrift Savings Plan
HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES 23 FEB 2024 HOW TO BE THRIFTY WITH THE THRIFT SAVINGS PLAN By Matthew T. SaxeyEditors Kate Abbate; Kaylee Short Historically, Military retirement compensation came in the form of a pension that was paid out to Veterans who served at least 20 years. However, only about 17% of enlisted personnel and 49% of officers serve for at least 20 years (Murray & Adedeji, 2020). In 2018, the Military revised their retirement system by creating the Blended Retirement System (BRS). Thrift Savings Plan (TSP) Under the BRS, pension benefits are still offered for those who serve at least 20 qualifying years (Office of Financial Readiness, 2023). An additional retirement option under the BRS that any Service member can invest in is the Thrift Savings Plan (TSP; Office of Financial Readiness, 2023). A TSP account is comparable to a civilian 401(k) plan where an employee can invest part of their paycheck into collections of stocks, bonds, and other investments that can earn money over time. Put differently, the TSP involves opening a retirement account that Service members can use to save money for retirement. Like civilian 401(k) plans, the TSP has an employer match (after two years of Service). If a Service member invests at least 5% of their paycheck into their TSP account, DoD will also invest an amount equal to 5% of the Service member’s paycheck. The employer match is not deducted out of a Service member’s paycheck; rather, the employer match is, in essence, free money put into the TSP account. To show why investing through one’s TSP account might be a worthwhile endeavor, consider the following example. Tom is enlisted, rank E-5, active-duty, and has been Serving for about 9 years. After learning about the TSP, he chooses to invest 5% of his paycheck into his TSP account, which means that with the match, 10% of his paycheck goes into his account each month (about $384.80). Tom stays in the Service for 20 more years, and even though his income will increase, let’s assume only $384.80 goes into his TSP account every month for the next 20 years. Tom wants to retire in 2060, so he invests his monthly contribution into the 2060 lifecycle fund. After 20 more years of Service, assuming the average rate of return for the 2060 lifecycle fund, Tom would have about $374,175.55 in his TSP account. Including the match, Tom contributed $92,352.00, but with the power of compound interest, this money quadrupled over the 20 years. Mathematical estimations like this one exemplify why Albert Einstein said, “Compound interest is the eighth wonder of the world.” In short, the TSP is a great way to take advantage of the eighth wonder of the world. Roth TSP Plans Interested Service members can manage their TSP account through the TSP website. In doing so, it is important to note the tax implications of investing in the TSP (Thrift Savings Plan, 2023a). Roth TSP contributions involve Service members paying taxes on income they earn before investing it into their TSP account (Thrift Savings Plan, 2023a). With these Roth contributions, once Service members are 59.5 years old, they can withdraw money from their TSP account tax-free. Said another way, income would be taxed before going into the account, but money can be taken out of the account without any taxes once a Service member is retirement age. Traditional TSP Plans Traditional TSP contributions are somewhat different. That is, the income that is invested is not taxed initially. However, once a Service member is 59.5 years old, the money that is withdrawn from the TSP account would be taxed as income (Thrift Savings Plan, 2023a). There are advantages and disadvantages to both types of contributions, and Service members and their families should choose the TSP contribution option, Roth or Traditional, that is most in line with their current financial situation and financial goals. TSP Investment Options For both Roth and Traditional contributions, there are three different kinds of investment options within the TSP. First, there are mutual funds (Thrift Savings Plan, 2023b). Mutual funds are a collection of several different kinds of stocks and other investments (e.g., bonds) so that not all of one’s ‘eggs’ are put in one basket. Individual stocks and other investments can fluctuate in investment returns, so having a mutual fund with a group of many different stocks and other investments is thought to decrease risk while still maximizing potential gains over time. Second, there are five different kinds of individual TSP funds (Thrift Savings Plan, 2023b). The G and F funds have a lower level of risk with smaller projected returns while the C, S, and I funds have higher levels of risk with greater projected returns. Financial planners generally recommend diversifying a portfolio with some riskier and some less risky investments to provide good return. However, someone with more time before their retirement (e.g., 40 years vs. 20 years) typically would invest in a greater collection of riskier investments for greater returns, on average, over time. Lifecycle Funds Finally, there are lifecycle funds, also called L funds (Thrift Savings Plan, 2023b). These L funds are a diversified collection of the G, F, C, S, and I funds that are designed to coincide with one’s expected retirement year. For example, if someone is planning to retire in 2055, then they might consider investing money into the 2055 L fund. The L funds’ allocation to the five different individual TSP funds is constructed in a way that is in line with when someone wants to retire. For instance, the 2025 L fund involves much less risky investments than the 2065 L fund. To learn more about the specifics of these three investment options, visit the TSP investment options on the TSP website. Being Thrifty with the Thrift Savings Plan Half the battle of being thrifty with the Thrift Savings Plan is simply being aware of it and why potentially choosing to invest in it might be beneficial. The other half involves deciding whether investing in the TSP coincides with one’s current financial situation and financial goals for the future—and consistently following through with the decision. Some Service members and their families might find great value in investing in their TSP account as part of their retirement plan while others might choose to invest in other ways (e.g., investing in a civilian spouse’s 401[k] plan) or rely on the BRS’ pension options. In other words, having a financial plan for retirement (and following through with the plan) is how to be thrifty with the Thrift Savings Plan or other retirement plans. To learn more about investing (e.g., the differences between stocks, bonds, and other investment vehicles) and financial readiness for Military families, visit the Office of Financial Readiness’ website and experience the benefits of planning for, and seeking to achieve, a desired financial future. RECENT STORIES Related Stories in References Murray, C. T., & Adedeji, A. (2020). Approaches to changing military compensation. Congressional Budget Office. https://www.cbo.gov/system/files/2020-01/55648-CBO-military-compensation.pdf Office of Financial Readiness. (2023). Knowing your benefits and entitlements. Department of Defense. https://finred.usalearning.gov/Benefits#Blended-Retirement-System Thrift Savings Plan. (2023a). Traditional and Roth TSP contributions. https://www.tsp.gov/making-contributions/traditional-and-roth-contributions/ Thrift Savings Plan. (2023b). TSP investment options. https://www.tsp.gov/investment-options/ MOBILIZING RESEARCH, PROMOTING FAMILY READINESS. Our Partners Auburn University University of Georgia Department of Defense US Department of Agriculture 203 Spidle Hall, Auburn University, Auburn, Alabama 36849 Military REACH Department of Human Development and Family Sciences (334) 844-3299 MilitaryREACH@auburn.edu Contact Us Website Feedback Stay Connected with Military REACH These materials were developed as a result of a partnership funded by the Department of Defense (DoD) between the DoD's Office of Military Community and Family Policy and the U.S. Department of Agriculture/National Institute of Food and Agriculture (USDA/NIFA) through a grant/cooperative agreement with Auburn University. USDA/NIFA Award No. 2021-48710-35671. Last Update: 02/23/2022 2017 - 2024 All Right Reserved - Military REACHPrivacy Statement| Accessibility Plan
PRIORITIZING VETERANS' VOICES AS A UNIVERSITY LIBRARIAN
Most public universities identify as “veteran friendly” campuses, and frequently provide outreach events and programs for veterans to help build a sense of community and support system for these students. While the intentions of the universities are good, as a student veteran, I often found myself not wanting to participate in these events, as they often felt insincere and unattuned with military culture, customs, and norms. Anecdotally, these events felt infantilizing to me personally, (use of military terminology like “Basic Training”, “Bootcamp”), or too boilerplate (overuse of red, white, and blue, bunting, and being overtly patriotic. In this piece, I will share about my role as a faculty librarian, the lens through which I develop and design veteran programs, and my call to action for those who design and facilitate programs for veterans. From Student Veteran to Faculty Librarian As a university librarian, I interface with student veterans regularly. I have begun to branch out and begin various programming and outreach efforts at my institution, and my goal is to prioritize veteran voices in authentic and respectful ways. Specific departments at universities often develop and implement programming or events for veterans, including advising offices, veteran centers, and libraries. Outreach and programming are considered an implicit part of librarians’ duties. Part of my role involves developing events, book displays, instruction opportunities and outreach efforts for a variety of student populations, including student veterans. Sometimes this outreach looks like “roving reference” within the veteran center where I visit our campus veteran center and sit down with my laptop, making myself physically available for any questions or reference help in a veteran centric space. Other times this outreach can look like curating a specific book display for resources related to veteran issues, or it can involve creating independent study opportunities for student veterans interested in research. Veteran Critical Theory and Program Development Veteran Critical Theory (VCT) is one lens that I apply to my work, and it has been instrumental when designing and implementing programming. VCT stems from the burgeoning field of Veteran Studies, which investigates the multifaceted experiences of veterans and military families. These investigations include the various intersections of power structures, identities, and individual experiences that both veterans and military families can experience and encounter. Considering that Veteran Studies is a relatively new field of study, VCT has been one of the most critical and inclusive theories that attempts to center veteran voices in Veteran Studies discourse. I utilize VCT as a framework within my own work because of how much it centers veteran voices and the intersections of different identities. Proposed by Phillips and Lincoln, VCT attempts to view the structures and systems that affect veterans through a critical lens. VCT is heavily influenced through other critical theories like feminist theory, critical race theory, deficit-thinking, border theory, and intersectionality among others. VCT consists of 11 tenets that I will briefly explain below: Structures, policies, and processes privileges civilians over veterans In direct relation to higher education, Phillips writes that “today’s colleges, universities, and trade schools are most often led by civilians, taught by civilians, and paradigmatically run with a traditional-aged civilian student in mind” (pg. 600, 2017). This conception of what a “student” is can lead to veterans and other military affiliated students being inadvertently disadvantaged. Consider any aspects that may be making it difficult for veterans to engage with your program. For example, student veterans often have responsibilities outside of just school (jobs, spouses, children, caregiving) – are you offering your program or event during a time when people with families or school-aged children would be able to attend? Additionally, try to validate military experiences and skills. For example, if you are hosting an event about hiring student employees, don’t just emphasize internships as work experience – be explicit that your department accepts military work experience. Acknowledge that it can often be difficult for veterans to translate their military work experience to civilian jobs and encourage any employers to consider all applicable experience when applying. Veterans experience various forms of oppression and marginalization including microaggressions. A common microaggression veterans experience is denial of privacy. Many civilians often approach conversations with veterans expecting a veteran to tell their story. Acknowledge that often veterans want to be perceived from a holistic perspective and they are not the sum of their military experience. Veterans are victims of deficit thinking in higher education. Phillips writes “in the case of student veterans, deficits or more often perceived deficits are blamed on the student veteran when they are more likely a fault of the civilian-oriented and civilian-privileging structures of higher education institutions. Programs that focus on student veteran retention and academic success may be using civilian measures that do not accurately gauge student veteran success.” (pg. 661, 2017). When applied to veterans, deficit-thinking places the burden of reform and correction onto veterans. Assess any outreach efforts from a critical perspective – are you unintentionally promoting deficit-thinking instead of valuing the strengths and unique perspectives that veterans and military affiliated individuals may bring to the table? This can be as simple as reframing any questions or statements to a more positive or affirming light or moving away from the idea that veterans need to conform to a “civilian” mindset after they leave from the military. What ways can you assist a veteran in the transition from military to civilian? Are there ways you can provide direct support? Veterans occupy a third space (country) on the border of multiple conflicting and interacting power structures, languages, and systems. Recognize that veterans experience multiple cultures and identities, including that of being a civilian and being in the military. This often requires intentional shifts in things like behavior and language to assimilate to the “dominate” culture. VCT values narratives and counternarratives of veterans. Veterans are not a monolith, and their experiences are as unique as their service! One size fits all programming won’t work for everyone. What are the ways you can incorporate other perspectives and frameworks into your programming? Within my own work, I try to seek out diverse perspectives from veterans, and this usually looks like refraining from assuming all veterans are men, all veterans were “soldiers” or that all veterans were in combat. Even the experience of being a veteran can be contested among veterans – some veterans don’t feel that their military experience is core to their personal identity, while others place a lot of value and stock in their veteran identity. Structuring your outreach or programming to only serve the latter is doing a disservice to other veterans with counter narratives to what the popular depiction of a veteran is. Veterans experience multiple identities at once. While veteran status is considered a “protected” class, the identity of being a veteran is unique. Other identities (racial, ethnic, gender, sexuality) have intersecting and compounding effects on the veteran experience. Queer veterans, women veterans, or veterans of color may not be inclined to participate in programming targeted towards the broader “veteran” population. Is your programming or event only serving or appealing to one type of veteran? Veterans are constructed (written) by civilians, often as deviant characters. Aligned with deficit-thinking, the characterization of veterans as “deviant” characters run deep, and our assumptions of how veterans think, and act impact the services we provide. While it’s true that many veterans experience complex traumas, it is unfair to assume that all veterans have experienced the same things or react the same way. Overuse of generalized stereotypes (having PTSD, struggling with violence and aggression) not only further marginalizes the veterans who do experience these conditions, but also delegitimize veterans who do not. Veterans are more appropriately positioned to inform policy and practices regarding veterans. Ask the veterans around you for input on your programming! All too often veterans are excluded from the planning and design of programming meant for them. What ways can you imbed yourself within your local veteran community? Some services advertised to serve veterans are ultimately serving civilian interests. Showing interest and care in the community beyond your own programming efforts can go a long way in establishing trust and respect between your institution and the veteran community. Veterans cannot be essentialized. We cannot distill down veteran identity into a list of traits, and our programming should strive to be adaptable and reflective of whatever veteran community we are serving. Veteran culture is built on a culture of respect, honor, and trust. Recognize the uniqueness of military culture and work towards applying some of these values into your programming and framing many of the skills veterans have as a positive instead of focusing on any perceived deficits. The Impact of Applying Veteran Critical Theory to Veteran Programming VCT strives to uplift veteran voices while deconstructing negative stereotypes and paradigms about who veterans are, and the best ways to better serve them. By reviewing outreach efforts through a more critical lens, we open the door to more authentic and genuine connections. One of my biggest accomplishments this past year was securing funding for a library research assistant. This paid opportunity was made specifically for a veteran or military affiliated student and serves as an additional avenue for our campus veterans to have a voice in the research and outreach happening within their community. The goal of this position was to allow a student veteran to be directly involved in my research which seeks to understand how veterans on our campus interact with programming. The more veteran voices I can include within my work, both in my own faculty research and library outreach programming, the more I can help dismantle the monolithic understanding of what it means to be a veteran. My hope is that this research can serve as an opportunity for the diverse opinions of our veteran students to be heard and respected. A Call to Action Support for veterans can look wildly different depending on a variety of factors, but I encourage all folks to consider the tenets of VCT and the ways in which these tenets can be applied in real life; whether that looks like an employer encouraging military work experience or an educator providing classroom support to a veteran while affirming their experiences rather than expecting them to conform to civilian norms. My passion is leveraging diverse veteran voices through outreach and programming, and I believe the framework of VCT is one tool which can help us be more reflective and intentional about how we serve, perceive, and develop programs for our veterans.
YOU'RE VALUED, TOO: OVERCOMING THE CHALLENGES OF MILITARY SPOUSAL EMPLOYMENT
One of the ongoing obstacles that military spouses face is employment — or the lack thereof. According to the Office of People Analytics’ (OPA) Active Duty Spouse Survey, 21% of active-duty spouses were unemployed in 2021, which is almost 6 times higher than the U.S. national average (3.4%; U.S. Department of Labor, 2023). Many military-related stressors (e.g., frequent relocations, spousal deployments) can contribute to high unemployment rates and underemployment (i.e., overqualified or working less than desired) for military spouses. Research shows that women who are married to an active-duty Service member and either do not have a college degree or have experienced relocation in the past year are more likely to be unemployed (Lara-Cinisomo et al., 2020). This piece will tackle biases and barriers associated with military spousal employment, discuss how employment can boost personal well-being, describe the skills and assets that spouses can bring to the workplace, and emphasize just how valuable military spouses can be as employees. Biases and Barriers to Military Spousal Employment There is a running list of obstacles preventing adequate employment for military spouses. For example, Godier-McBard and colleagues (2020) found that many civilian employers in the U.K. consider the military an inflexible organization and believe that hiring a military spouse may create challenges for their organization. Frequent relocations are an additional barrier that could disrupt the natural progression of a spouse’s career, especially if a job is not easily transferable (Lim & Schulker, 2010). In addition, a 2006 study found that a majority of military wives in the labor force tended to be underemployed (49%), and only 11% were adequately employed (Lim & Schulker, 2010). Of those 49%, over one-third were underemployed due to an educational mismatch (i.e., overqualification) (Lim & Schulker, 2010). These unfair barriers may be explained by the lack of standardization across states, especially regarding licensure. To give just one example, 35% of military spouses work in a field requiring licensure (e.g., nursing, dental hygiene; U.S. Department of the Treasury and U.S. Department of Defense, 2012). Specifically related to the nursing field, researchers found even after receiving access to information on topics such as state-specific licensing requirements and license maintenance, the lack of unified information resulted in confusion and frustration (Brannock & Bradford, 2021). License portability is another barrier for military spouses regarding continued employment. Because many practicing licenses (e.g., medical, mental health, attorney/lawyer, education) are issued only for the state in which one resides, military spouses are at a disadvantage due to frequent military-related relocations. Transferring a license to a new state or country takes time and effort: requirements may include several months’ time, multiple forms of documentation, and application fees, which can add up quickly if you move often (Tidwell, 2020). However, Congress has taken steps to address this issue by introducing the Comforting Our Military Families through On-base or Remote Treatment Act ( COMFORT Act). If passed, the COMFORT Act will allow for the coordination of programs within the Department of Defense such that those who maintain a non-medical license (e.g., counselors, psychologists, mental health professionals) can provide service anywhere in the U.S. (Goodale, 2021). The Act would increase employment opportunities for spouses while simultaneously meeting the need for more military mental health service providers. While it only applies to those who maintain a non-medical license, the COMFORT Act could be an excellent reference point to increase the portability of other types of licensure for military spouses. Benefits of Employment The importance of employment opportunities for military spouses cannot be understated. Employment seems to buffer military spouses against some military-related stressors, like deployment or relocation, and provide a valuable sense of self and contribution (Huffman et al., 2021). According to Kremer and colleagues (2021), employed individuals can experience: Greater life satisfaction and a sense of fulfillment Daily structure Frequent and consistent social interactions that can help build a sense of community The emotional satisfaction that comes with meaningful contributions to society Skills Military Spouses Bring to the Workforce Julie Anne, a now-retired military spouse, explained that she gained the “ability to adapt to almost any situation and find normalcy in chaotic/unfamiliar situations or places,” during her time as a military spouse (White, 2021). Military spouses are adaptable, finding ways to thrive in a variety of occupational settings (Bradbard et al., 2016). Military spouses have a plethora of skills that can be useful in any position, such as being team oriented, having the ability to find normalcy amidst the chaos, and successfully being able to engage across cultures. Most military spouses experience separation from friends and family, frequent relocations, and spousal deployments – but common experiences like these teach them to adapt quickly to whatever gets thrown their way. Military spouses are also team-oriented, a trait that largely matches the way military infrastructure runs: through camaraderie and mutual support. The nature of military life, with its frequent relocations, means that spouses and their families are exposed to a variety of different cultures. They have the potential to be among some of the most socially aware people you will ever meet (Bradbard et al., 2016), and their experiences in cross-cultural engagement are an asset in the workplace. Employment Resources for Military Spouses Although the biases of and barriers to military spousal employment are frequently recognized, leaders and policy makers are actively working to bridge the gap. Below are a few resources to help alleviate them: Military Spouse Education & Career Opportunities (MySECO) is a Department of Defense (DoD)-sponsored resource that provides educational and career guidance to military spouses, as well as tools and resources related to career exploration, education, training, licensing, and readiness. The Military Spouse Employment Partnership (MSEP) connects military spouses to employers dedicated to recruiting, hiring, and maintaining military spouse employees. The U.S. Department of Labor offers a comprehensive list of resources on licensing, employment, and available training for military spouses on their journey to find and maintain employment. My Career Advancement Account (MyCAA) offers financial assistance to eligible military spouses seeking to pursue or maintain a license, certification, or associate degree. The Military Spouse Career Connection at Walmart seeks to hire military spouses at Walmart and Sam’s Club. They also provide career counselors for the best job fit within their system. The Military Spouse and Family Educational Assistance Programs provide information on scholarships for military spouses seeking education. The programs offer Veterans Affairs scholarships, state benefits, private scholarships, and more. The Society of Military Spouses in STEM (SMSS) is a member-run organization focused on helping military spouses find careers in science, technology, engineering, and mathematics (STEM) fields.
THEORY SERIES: FAMILY SYSTEMS THEORY IN A MILITARY CONTEXT
This month, Military REACH continues our Theory Series, where we break down the common frameworks family scientists use to better understand family experiences. Specifically, we will focus on Family Systems Theory (Kerr & Bowen, 1988). We will provide an overview of the model with examples from a vignette, connect it to military family experiences, and suggest how military families can use knowledge of Family Systems Theory to overcome the challenges they face. Family Systems Theory Overview Vignette: The 2002 Disney film Lilo and Stitch follows the adventures of Lilo and Nani Pelekai, two Hawaiian sisters, who must look out for one another after their parents die in an accident. Nani, the older sibling, becomes Lilo’s primary caretaker. To complicate things, the sisters are forced to adopt Stitch, an alien who crash-landed on Earth, as their pet. Throughout the film, the Lilo and Nani navigate their grief and adjust to their new family structure. Lilo and Stitch highlights the challenges that arise when life throws you curveballs, but also gives hope that family members can work together to overcome obstacles and create a new normal. According to Family Systems Theory, a family system is a collection of interdependent family members who seek to maintain a balance in overall family functioning. Each family member adopts a role (e.g., parent, child, sibling) based on the behavior they exhibit when interacting with other family members. These interactions can take place among subsystems of family members (e.g., parent-child, spouse-spouse, sibling-sibling) or among the family system as a whole. Key principles of Family Systems Theory (Smith & Hamon, 2017, Chapter 5): The whole is greater than the sum of its parts. The family system is not merely a collection of independent family members. Rather, family members are interdependent, and their interactions and experiences contribute to family functioning as a whole. Each member of the Pelekai family takes on an individual role (i.e., older sister/guardian, younger sister/dependent, and alien/pet). In addition to members as individuals, the network of relationships among Lilo, Nani, and Stitch (i.e., sister-sister, guardian-dependent, owner-pet) further constitutes their “family” unit. Individual and family behavior must be understood in context. Each individual is a cog in the machine of the family. Understanding an individual family member’s actions or behavior requires considering their needs, perspectives, or experiences. After losing their parents, Nani struggles to adapt to her new role as a parental figure and Lilo struggles to process the loss of her parents. The sisters’ individual stress influences their interactions with each another and leads to tension in their relationship. A family is a goal-seeking system. Family members work together to achieve common goals. These goals change as families grow and develop over time. At the threat of Lilo’s removal from Nani’s custody and placement into foster care, the sisters work to prove that Nani is a competent caretaker for Lilo. Families are self-regulating systems driven by feedback. Families respond to change through positive feedback loops (i.e., change that sustains or enhances) or negative feedback loops (i.e., change that causes fluctuations in family functioning). Though Stitch is initially a self-serving alien who creates chaos for the Pelekai sisters, Lilo’s repeated attempts at teaching Stitch kindness eventually lead the alien to understand the value of family love. Family systems seek to achieve equilibrium. In response to change, family systems look for stability and return to the status quo (i.e., equilibrium). Despite the wild adventures Lilo, Nani, and Stitch embark on throughout the film, in the end, their small family finds balance and creates a new normal. Family Systems Theory and Military Families Family Systems Theory emphasizes the importance of understanding the experiences of family members in the context of the family as a whole. This perspective of interdependence is particularly relevant for military families. For example, though Service members are deployed overseas and technically independent of their families, the at-home family members must respond to the stress and effects of deployment on their lives. Another example of familial interdependence is the lasting effects of trauma. Service members and Veterans who suffer traumatic experiences may develop posttraumatic stress disorder (PTSD). PTSD and its related symptoms (e.g., increased sensitivity, shorter temper) can alter how Service members and Veterans interact with their family members and it can affect their daily lives. Thus, just as a pebble tossed into a pond creates ripples regardless of the pebble’s size, individual experiences – military-specific or otherwise – have consequences for all family members, interactions among family members, and family functioning (Monk & Marini, 2022). Implications of Family Systems Theory for Military Families Family systems theory is a useful tool for military families to understand how to respond to stressful events. Here are some points your family can keep in mind moving forward: A family is a team. Think of each family member as a puzzle piece. Together, the pieces form a completed puzzle. One family member’s struggles can affect their relationships with and the well-being of other family members. Remembering that you are all on the same team and working together to support one another through family challenges (e.g., trauma, transition out of the military), can boost individual and family resilience. Instability doesn’t last forever. Change is normal, whether the result of stressful events (e.g., deployment) or common family transitions (e.g., parenthood, children leaving for college). Though changes can disrupt a family’s functioning, families have a natural tendency to return to stability. Like the pebble tossed into the pond, ripples will form – but, with time, they will also cease. In some cases, families can stabilize on their own by reevaluating their needs and collective goals and proceeding accordingly. Other times, families may be unsure how to overcome especially stressful circumstances on their own. Instead of a pebble, think of a boulder dropped into a pond. This time, the ripples are waves, and they may overturn your boat. During uncertain periods, seeking professional guidance (e.g., marriage and family therapy, mental health counseling) may help your family overcome stress and change and create a new normal. Communication is key. No one is a mind reader. When stress arises, family members need to communicate their needs. Doing so is easier when families establish clear communication plans and boundaries during periods of stability. Make it a habit to check in with one another and openly communicate your feelings. Ask what may be causing stress in your family members’ lives, so you’ll know when to be supportive. For example, when deployment looms, talk about what topics you will want to discuss during the deployment, how frequently you want to keep in touch, and which topics you want to wait to talk about until after the deployment.
THERAPY: WHERE DO I EVEN BEGIN?
Starting therapy – even thinking about it – can be overwhelming. How do I find a therapist? Do I want to do individual therapy, or family therapy? With my busy schedule, how will I find time to attend sessions? All of these are valid questions that come up for people about to begin their therapeutic journey. This article will guide you through the process by explaining words and phrases often seen in therapists’ online profiles, describing common provider types, offering suggestions for finding a provider, and describing what to expect when your sessions begin. In addition, we will debunk common therapy stereotypes. Therapeutic Words and Phrases on Profiles Two therapy-related terms you may see or hear on provider profiles (e.g., Psychology Today), are counseling and psychotherapy. Often, these terms are used interchangeably, but there are differences between the two. Counseling’s traditional focus is on a specific issue and its intention is to address a particular problem (e.g., stress management). Counseling can also include developing coping strategies or problem solving for different situations. By contrast, psychotherapy is a longer-term approach to therapy and dives deeper into the underlying processes of a person’s thoughts, emotions, and behaviors. Psychotherapy can address multiple problems simultaneously and is often used for diagnosis and the management of various mental health diagnoses, such as depression or anxiety (Sailing, 2021). You may also see providers mention theoretical orientation, which is how a therapist approaches their work and how they perceive their clients’ challenges (Sailing, 2021). For example, some theoretical orientations focus on early childhood experiences and relationships with parents, while others focus on the thoughts, behaviors, and emotions related to your current concerns. Theoretical orientations that you may see on profiles include Cognitive Behavioral Therapy (CBT), person-centered therapy, or a psychodynamic approach. Therapists who mention using a holistic perspective may adjust their approach based on the needs of a given client. Common Provider Types When searching for a therapist, it is important to understand the differences between the types of providers. Licensed Professional Counselors, Licensed Clinical Social Workers, Psychologists, Psychiatrists, and Marriage and Family Therapists can all provide therapy, but their training and overall approach may differ. Licensed Professional Counselors (LPC) and Licensed Clinical Social Workers (LCSW) are mental health professionals with at least a master’s degree in psychology, counseling, or social work. Upon graduation, they work in a clinical setting (e.g., counseling center) to accrue additional training focused on treatment, after which they take a licensing exam. LPCs and LCSWs are qualified to provide counseling to evaluate and treat mental health concerns for children and adults. Beyond this qualification, LCSWs also have the opportunity to engage in additional advanced training and receive their doctorate degree, at which point they become DCSWs (Doctor of Clinical Social Work). Psychologists have a doctoral degree in psychology focusing on the study of the mind and behavior. After graduate school they must complete a lengthy internship for additional training in treatment and theories. Psychologists can evaluate and treat mental illnesses through various assessments, clinical interviews, psychotherapy, and counseling. Based on their training and experience, psychologists can provide individual services to children and adults, or groups. A Psychiatrist is a medical doctor who specializes in the treatment of mental illnesses through the use of medications. Typically, the goal of seeing a psychiatrist is to understand and adjust medications and discuss how the medications are addressing symptoms. Often, psychiatrists do not conduct psychotherapy with their clients; instead, psychiatric visits are combined with sessions with a counselor or psychologist. Marriage and Family Therapists (MFT) earn a master’s degree to treat a wide range of clinical problems and specialize in work with couples and families. Their form of treatment is typically brief, solution-focused, and based on specific, attainable goals a couple can work to meet. The focus of an MFT’s psychotherapy is family systems – which can mean having family attending therapy together – and often addresses mental health within those systems. Suggestions for Finding a Provider Finding a provider or a therapy style that works for you is like test-driving a car, and you shouldn’t feel obliged to go with the first car you tested out. One way to find a provider is by reviewing profiles on websites like Psychology Today or Inclusive Therapist. Providers’ profiles will typically include the presenting concerns in which they specialize (e.g., children, LGBTQ+), their training, and even the insurance they accept. Another option for finding a therapist is to consult with family and friends who have been to therapy. Personal stories and referrals can be a great way to find the right therapist for you. Consulting with your medical provider, with whom you have an established relationship, is another way to find local providers in your area. It’s worth noting that sometimes a profile sounds great, but, once you officially meet, your connection with the therapist feels different. That’s okay! Feel empowered to take the time to find the best fit for you and your needs (just like test driving multiple cars!). What to Expect in Therapy Before attending your first therapy session, make sure to consult with your provider and ask about sliding scale rates and whether they accept your insurance. This way, you won’t have to worry about the cost of obtaining services and will know that your chosen provider is within your budget. Cost is often a barrier to attending therapy, so sorting out the issue beforehand may ease any feelings of stress or worry. It’s also important to ask about the structure of your appointments. For example, clarify how long sessions will last. Counseling and psychotherapy sessions typically last an hour unless a provider indicates otherwise. You might also inquire about the overall treatment length. The duration will vary, depending on your provider and your presenting concerns, but it’s important to understand how long you will be in therapy – whether several months or several years. And confirm whether your sessions will be in-person or virtual: discuss which would be best for your treatment and your schedule. During your first session, ask questions about the things that matter most to you in therapy. You may want to know how many years your therapist has been practicing, or their approach to someone with your concerns. The first session can also be a time to address values important for you to have recognized within the therapy setting. Common Myths about Therapy Something must be wrong with me if I need to attend therapy. People attend therapy for a variety of reasons, from managing daily life stressors (e.g., work-related stress, family relationships) to navigating severe mental illness (e.g., major depressive disorder, bipolar disorder, schizophrenia). I will be judged by my therapist. For those who have never attended therapy before, one fear is that they will be judged when sharing vulnerable information. However, therapy is intended to be a safe space anyone willing to be vulnerable and authentic in their experiences. If anyone finds out I am going to therapy, I will be ruined. People will see me as weak. There is still a stigma around attending therapy, but it’s important to know that this service is confidential. Just like with any doctor’s visit, your attendance in therapy and what you share there stay within that space and are not something that will be shared unless you feel inclined to do so. Once I start therapy, I will be in therapy forever. The length of time that you attend can vary and depends on a variety of factors, including your presenting concerns and the form of therapy you choose. It’s also important to know that it may take time to see results – therapy is not an immediate process. All types of therapy are the same. Therapy can look different based on presenting concerns, the theoretical orientation of your provider, and the type of provider from whom you are seeking services. Therapy is a resource that is often underused due to unclear information on how to find a therapist, a lack of knowledge about the types of providers, and various myths that keep people from attending. Seeking therapy can be an individual, couple, or family choice, one centered on well-being and mental health. Remember that seeking therapy doesn’t mean you are weak. Instead, therapy gives you an opportunity for growth and additional support.
HONORING OUR INDIGENOUS AMERICAN SERVICE MEMBERS
In addition to being a time we give thanks for family, friends, and freedom, November is also Native American Heritage Month. It’s a month of celebration and recognition of our country’s Indigenous peoples, especially those Indigenous Service members often left out of the narrative. Indigenous Americans Serving in the U.S. Military Indigenous Service members and Veterans report serving in the U.S. Military for a variety of reasons, such as financial or educational reasons, loyalty to the United States, or because serving aligns with their values (Huyser et al., 2021). According to a special report on American Indians' contribution to our Armed Forces (Holiday et al, 2006), Indigenous Service members have been an integral part of military service for the past 200 years – in fact, they’ve served in every major conflict since the Revolutionary War. About 12,000 Indigenous Service members served during WWI, and 14 Indigenous women served in the Army Nurse Corps during the same time. These numbers increased substantially during WWII, when more than 44,000 Indigenous people were drafted or enlisted (Holiday et al., 2006). Perhaps the best-known role of Indigenous Service members was the WWII-era Navajo Code Talkers. These were highly trained Indigenous Service members who used their native language to create an encrypted line of communication (CIA, 2008; DeSimone, 2021). The Navajo Code Talkers’ efforts were not the first use of Indigenous languages for military codes, but they were the first use of Navajo. Because other militaries began studying North American Indigenous languages after WWI, the Marine Corps chose Navajo due to its complexity and obscurity outside the Navajo tribe. The Navajo Code Talkers’ contributions did not become widely recognized until after the operation was declassified in 1968. In 1982, President Reagan declared August 14th “Navajo Code Talkers Day.” Quick Facts about Indigenous Service Members and Veterans Indigenous Service members and Veterans have had a profound effect on our military and our country, so it’s important to take the time to learn more about them and their specific needs. Indigenous Service members serve at a higher rate than any other demographic (Huyser et al., 2021; VA, 2020). Indigenous Service members receive the lowest income amongst retired Service members/Veterans (VA, 2020). Indigenous Veterans are at a higher risk of having suicidal thoughts than White Veterans (Gross et al., 2022). Although these findings may be surprising, the Department of Veterans Affairs (VA) and military researchers continue to study the unique barriers and experiences of Indigenous Service members. For example, Huyser and colleagues (2021) conducted a study to investigate the persistent disadvantages Indigenous Veterans experience following their service. They found that: Indigenous Veterans were more likely to need additional support completing daily activities (e.g., eating, getting out of bed) than their White Veteran counterparts; Indigenous Veterans were more likely to have fair or poor health than their White Veteran counterparts (14% versus 8%); 61% of the Indigenous Veterans sampled had never used their VA services. Serving Those Who Serve Given this information, it’s important that we find ways to recognize and support our Indigenous Service members and Veterans. Below are recommendations for providing support and uplifting these Service members, no matter your role in their lives. Helping Professionals Request training from tribal representatives to support developing an inclusive and understanding environment, one that can provide the best treatment and create culturally informed treatment plans for Indigenous Veterans. Review available resources for supporting work with Indigenous populations, such as the SAMHSA Tribal Training and Technical Assistance Center, which guides tribal communities and organizations in applying culturally appropriate responses to topics like wellness and mental health. Employers Build and sustain relationships with tribal organizations, colleges, and universities to provide Indigenous Veterans and their families with employment, apprenticeships, and internship opportunities. Families/Community Members Celebrate the accomplishments of Indigenous Service members and Veterans by engaging in traditions significant for the Service members. Encourage Indigenous Service members and Veterans to use the services guaranteed to them (e.g., VA benefits) for their time serving in the U. S. Military. Hundreds of thousands of Indigenous Service members have served in the U.S. Military. It’s important to recognize their contributions to our country and its military successes and to understand their unique history. Continuing to recognize their service is one way to give thanks. How will you celebrate Indigenous Veterans and Service members this month? Thank you to all Indigenous Service members and Veterans for your service!
THEORY SERIES: ABC-X MODEL OF FAMILY STRESS
In family science, theory is a useful tool that provides a framework to understand family experiences and create resources or interventions that promote individual and family functioning. However, trying to understand theory and how it can be applied to families\u2019 everyday lives \u2013 either by families or by others working on their behalf \u2013 can be an intimidating task. Thus, Military REACH wants to help break down common family science theories into more digestible terms. In this piece, we will provide an overview of the ABC-X Model of Family Stress, connect the theory to military family experiences, and suggest how families can use knowledge of the theory to understand and adapt to their experiences. \n\n\n\n\n#### ABC-X Model of Family Stress Overview\n\n\n\n\n Hill\u2019s (1958) ABC-X model of Family Stress is a framework for explaining the processes through which families respond to stressful events and the resulting outcomes for family well-being. The ABC-X model can be broken down into four key components: (A) *the stressor event*, (B) *family\u2019s resources*, (C) *family\u2019s perception of the stressor*, and (X) *crisis* (Price at al., 2021; Weber, 2011). \n\n\n\n\n**ABC-X Model of Family Stress (Hill, 1958)**\n\n\n\nA. *The Stressor Event.* Stressor events are events that bring about change in the family. They can include both positive (e.g., birth of a new child) and negative life events (e.g., loss of job) that trigger familial stress. Stressors can also be either normative (i.e., common experiences, such as the death of a loved one or moving residence) or non-normative (i.e., unusual experiences, such as a natural disaster).\n\nB. *Family\u2019s Resources.* Resources can buffer a stressor\u2019s effects on the family\u2019s ability to cope with it. Resources may lay within individual family members (e.g., financial, educational, health, psychological resources), the family system (e.g., emotional bonds between family members), and/or the community (e.g., religious organizations, schools).\n\nC. *Family\u2019s Perception of the Stressor.* A family\u2019s *perception* of a stressor event can also buffer the event\u2019s effects on the family\u2019s ability to cope. If a family perceives a stressful event more *positively* (i.e., something they can overcome), it may adapt to the stressor successfully. For instance, a family who believes it can solve any problem together may be more likely to adapt positively to the news that it has to relocate for work. Alternatively, families who perceive a stressful event more *negatively* may struggle to adapt. For example, in this case, the family may react to news of relocating for work by avoiding the necessary preparations for moving, which can lead to poor adaptation to the new community after the move. Families\u2019 interpretations of stressful experiences also differ across cultures and value systems.\n\nX. *Crisis.* Crisis occurs when a family is unable to adapt positively to the stressor that brought about change within the family. This change then disrupts family boundaries and roles, as well as individual physical and psychological well-being. For example, after the death of a loved one, family members may struggle to cope with grief. While most family members can return to a sense of normalcy after a while, some people are at risk of complicated grief, meaning their emotions do not improve over time. One or more family members experiencing complicated grief following the stressful experience of losing a loved one is an example of a *crisis*.\n\n\n It\u2019s worth noting that experiencing change does *not* automatically guarantee a family will enter into a crisis. Stress is a normative result of change. We all go through it. Only when we feel the disruption so severely that we could enter a state of crisis do we need further help from family, friends, and community. \n\n\n\n\n#### ABC-X Model and Military Families\n\n\n\n\n Military families are no strangers to change and can face a variety of stressors from both military-specific and civilian experiences. \n\n\n\n\n\n| Common Military-Specific Stressors |\n| --- |\n| - Frequent relocation for permanent changes of station (PCS) |\n| - Traumatic brain injury, posttraumatic stress disorder, limb loss, combat exposure |\n| - Barriers to spousal employment | \n\n | Common Civilian Stressors |\n| --- |\n| - Divorce |\n| - Death of a loved one |\n| - Mental or physical illness |\n| - Financial problems |\n\n\n\n Thankfully, military families have access to a variety of resources to help take control of their circumstances. These resources, paired with the family\u2019s perception of the stressful experience, can help the family adapt and avoid a crisis. \n\n\n\n*Examples of resources and perceptions that positively influence military families\u2019 response to a stressful event*\n\n\n\n\n| Resources |\n| --- |\n| [- Counseling services](https://www.militaryonesource.mil/confidential-help/non-medical-counseling/) |\n| [- Parenting programs]( https://www.militaryonesource.mil/family-relationships/parenting-and-children/parenting-and-children-resources/) |\n| - Military community support |\n| - TRICARE health insurance |\n| [- Spousal employment programs](https://msepjobs.militaryonesource.mil/msep/) | \n\n | Perceptions |\n| --- |\n| - Mission-oriented mindset |\n| - Nationalism/sense of duty |\n| - Family framed as a team |\n| - Celebrating new opportunities |\n\n\n\n\n\n#### Implications of the ABC-X Model for military families\n\n\n\n\n What can military families do to apply the ABC-X Model of Family Stress to their lives? The ABC-X Model highlights the importance of drawing on your family\u2019s strengths and using your resources to allow you to adapt and overcome when faced with a stressful experience. Equally important is your family\u2019s framing of the stressful event. Is it debilitating \u2013 something you cannot overcome? Or is it an opportunity for you all to build resilience and come out stronger than before? \n\n\n Here are some questions to consider when stressful events arise. They may help you and your family think through your resources and perception of the event so you can proceed accordingly: \n\n\n* What stressful experience has triggered change in my family?\n* What\u2019s the meaning behind this stressful experience? Why was it stressful?\n* Does this stressful experience have long-term consequences for my family?\n* Does this stressful experience present new opportunities for my family to grow?\n* What steps can my family take to reduce this stress in the short and long term?\n* To whom can my family go for support?\n* What resources does the military offer for families facing this type of stress?\n\n\n The ABC-X Model shows us that supporting families through stress is a multifaceted process requiring access to support and positive perceptions of the stressful event in order for the family to overcome stress together. If your family experiences a change that causes stress, be aware of the resources available to you. Discuss the change with your family members, as well as how to frame the change as an opportunity to grow and/or achieve a common goal. \n\n\n To learn more about the resources available for military families experiencing a wide range of stressors, check out Military REACH\u2019s [Community Connections page](https://militaryreach.auburn.edu/resources.jsp). \n\n\n\n\n
BACK TO SCHOOL: MINIMIZING PCS STRESSORS FOR MILITARY FAMILIES SETTLING INTO A NEW SCHOOL
Going back to school can be a stressful yet exciting time for both parents and children. Whether you’ve just moved to a new city, or your child is transitioning from elementary school to junior high, each new school year comes with its own joys and challenges. However, some factors are unique to military families, like experiencing a Permanent Change of Station (PCS), and can cause added stress to this period of transition. It’s important for parents, children, and school personnel to be mindful of these potential stressors and understand how to buffer their effects. Potential stressors for military-connected children: According to Cramm et al. (2018), military-connected children experience, on average, 6-9 school changes before they graduate. These researchers also found that military-connected children who have relocated may experience difficulties with school engagement, academic performance, forming social connections, participating in extracurriculars, and, when applicable, maintaining special education services (Cramm et al., 2018). During a PCS, military-connected children may also experience inconsistencies in curricula between states, which can make adjusting to a new school district even more complicated. Tips for mitigating transition-related stressors for military families Although military-connected children are more likely to experience the above stressors, families and schools can also employ strategies to mitigate associated challenges. Mmari et al. (2010) found that social connection is the most important coping skill for both military children and parents during a PCS. Military families demonstrated social connections by spending time on base, identifying with military culture, and building relationships with other military families. This does not necessarily mean that military families must form new social connections – maintaining friendships can also protect parents and children from the negative effects of PCSing. Researchers found that one way students can build and maintain friendships, as well as build their sense of purpose, is through electronic communication (e.g., texting, email, video game chatting, YouTube) (Landers-Potts et al, 2017). Another study showed that greater relationship provisions (i.e., the social and emotional resources provided by close connections) resulted in lower anxiety/depression, higher levels of well-being, and better academic performance (Mancini et al., 2015). School environment and family support are also key for mitigating these military-specific stressors. Parents can support their children’s self-efficacy by reassuring them of their self-worth. This, in turn, can contribute to positive mental health, stronger well-being, and better academic performance (Mancini et al., 2015). Below are a few suggestions for bolstering military-connected children’s academic performance, along with resources for easing the transition to a new school and ways to enhance children’s social connections through extracurricular activities. Academic performance Take advantage of tutors who offer free services for military children. Learn about resources such as the Military Interstate Children’s Compact Commission to address common transition difficulties (e.g., meeting requirements for graduation, differences in school curriculums). Connect with a school liaison in your area who understands the common education challenges of military families. If you have a child with special needs, consider using the Individualized Education Program to ensure their educational needs are met consistently. Extracurriculars and social connection Search for military-sponsored youth programs in your area so your child can form relationships with other military-connected children. Find out if your city participates in Operation Hero, an after-school program designed to help military children cope with the frequent moves and separation of deployment. Explore websites like Bloom, a blog for empowering and connecting military teens through videos, art, and stories. Military families are resilient and have so much to offer their new communities. When things can feel inconsistent or unpredictable, staying connected with friends and family is a great way to find comfort and support. By reminding yourself and your family members of your value and self-worth, you can boost your mental health, enhance your well-being, and feel excited for another great school year!
THE SAME, BUT DIFFERENT: LIVING BETWEEN TWO WORLDS WHILE HIDDEN IN PLAIN SIGHT
When you hear the term “military family life,” what comes to mind? Do you think of a father serving with a wife and children, experiencing frequent relocations and deployments, being surrounded by fellow military families living either on or near a military installation? This is what most people think of, which is the typical active-duty military family life. Military-connected families mirror that of their civilian counterparts. However, when you add the term “Reserve” or “Guard” to the equation, military family life takes on a whole new meaning. Consider the perspective of a Reserve member’s wife, Karen Hughes, who says, “I live in a town where freedom is free and doesn’t bear the jagged scars of its true cost. It is white picket fences and parades, not gold star families and wounded warriors. I envy their naïveté at times; it’s a blissful calm where news reports are just distant problems, a forgettable soundbite at best devoid of the turmoil of the worrying what that might mean for our family. Along the way, I have faced the questions, the confusion and the hilarious antidotes that come with a path that isn’t de rigueur of suburban living.” Nuances Between Reserve & National Guard Reserve and Guard Service members and their families live between two worlds and are often hidden in plain sight within the civilian communities in which they live and contribute. They cover down on five fronts of responsibility: personal well-being; family well-being; civilian career/education; military career/education; and community contribution/engagement (e.g., serving as a coach, in a position at church). They actively serve their nation, often training more than the famous adage of “one weekend a month and two weeks a year” with intermittent time away from family, and they may or may not deploy. Reserve and Guard Service members also miss birthdays, anniversaries, soccer tournaments, graduations, band concerts, or any celebration or event that takes place while they’re gone. “Pushing ahead two careers, juggling annual training and reserve weekends against business trips and family life is a veritable three-ring circus at times” (Bitterman, 2021). Even though they do not serve 24/7 and may or may not deploy, the military member and their family’s service are no less significant or less of a sacrifice. As a snapshot of context, the Army Reserve, for instance, contains nearly half of the Army’s maneuver support and a quarter of its force mobilization capacity at a cost of just 6% of the total Army budget. The Reserve and Guard, “due to disaster relief efforts, homeland defense initiatives, and the global [climate] in a persistent conflict environment, . . . the Reserve finds itself in the process of profound, fundamental change” (Tucker, 2008). Congress and the Department of Defense leverage significant taxpayer savings in cost, infrastructure, and manpower, having the flexibility to draw-up or draw down, depending on need, at any given time through their Reserve and Guard components. Hence, the requirement for these components is being in a constant state of personal, family, and mission readiness. There is also taxpayer savings, as Reserve and Guard civilian employers can be a source of ongoing training, education, and experience related to the military member’s Military Occupational Specialty (MOS). One of the primary differences between the Reserve and Guard lies in command structure. Reserve units are part of the federal armed forces and therefore fall under presidential command. Guard units are organized on the state level and their respective governors can call them to service, as can presidential command. All five branches of the U.S. Armed Forces have reserve components; however, only the Army and Air Force have Guard components. The majority of Service members hold civilian jobs while serving part-time as a citizen soldier, otherwise known as “TPUs” (Troop Program Units). But there is a smaller group of full-time Active Guard & Reserve (AGR) soldiers that supports the daily functions of running the Reserve or Guard components. The only other significant and notable difference is in the benefits. Although some members of the Reserve and Guard receive the same federal benefits (pending eligibility criteria), individual states often offer additional benefits for members of the Guard. For example, Oklahoma and Alabama pay the full tuition for Guard members who attend a state university or college. As discussed earlier, the downside to these state-level benefits being only for the Guard is that it diminishes the resources for, and mission readiness of, Reserve members, as often their MOS is tied to their civilian profession, including staying relevant with ongoing education and training (e.g., legal, medical, engineers, law enforcement, intelligence, chemical). One other downside is that Reserve members live and contribute to those same communities without access to the same benefits, which can lead to Reserve members and their families feeling less valued and supported. This experience for Reserve members can be amplified, with Guard members receiving community and news media attention leading to civilian community awareness, recognition, and the all-important soft benefits that contribute to general wellbeing via wraparound community support. Life in the Reserves or National Guard With all that said, you can’t walk through water and not get wet. Which means, in military terms, you cannot be a part of the Reserve and Guard without it affecting you and your family. Effects of military life can be both positive and negative. Therefore, the military is working hard to help military members and their families develop knowledge, skills, and abilities – resilience – to prevent and early intervene in instances where effects of military life can create difficulty. For this to truly happen, it is vital for our civilian communities to understand and embrace their Reserve and Guard neighbors where they live, work, and play. Here are a few additional things to know about these Service members and their families beyond what has been reviewed (How National Guard and Reserve Families Fare, 2021): Geographically dispersed (Guard at the state level and Reserve across the US and Internationally): often live far from military installations and facilities; do not live near their units; and are distant from those with similar lived experiences. This can lead to a sense of isolation from the military community and their civilian community: living between two worlds. “The fact that reserve [and guard] component Service members and their families live in the civilian community, separate from daily contact with the military culture, structure, and support, adds a degree of isolation that can exacerbate both Service members’ and families’ psychological challenges” (Halvorson, 2010, pg. 6). Complex transitions if on orders leading to significant periods of separation: addressing changes in income; learning about and accessing military family benefits not available unless in a full-time status; resolving issues with civilian employers; finding affordable childcare and after-school activities for spouse working full-time; transportation needs; single-parents to determine family care plans; etc. Return transitions from significant periods of separation: “Challenges are compounded by trying to find a way to fit back into the civilian world where his or her friends and family have little direct experience with the military and little understanding of what the Service member has been through” (Halvorson, 2010, pg. 22). Hughes, a military spouse, shares, “I had to laugh when I found out our sweet, elderly neighbor was telling people around town that she did not understand why I would take my deadbeat husband back after he was absent for a year and left the children and me” (2021). Single-Parents: working full-time while also fulfilling military responsibilities; incurring additional childcare costs; consideration of family care plan if mobilized/deployed. Military-connected youth: teachers/school counselors/church leadership/coaches/etc. less likely to know or understand their issues; constant adjustment and fluctuation related to changes in military requirements; less likely to have peers with similar lived experiences. “My children have not dealt with changing schools and homes every few years and trying to fit in with a new group of friends, but it is a tough road for them to travel. In the fold of a military community, other children have shared experiences and understand the emotional turmoil; teachers know how it can affect academic performance. Out in the civilian world, it is a foreign concept and the intrinsic support structure is not there for the kids. Devoid of commonality, the kids sometimes feel very isolated. However, it does help them learn to be resilient and flexible” (Hughes, 2021). Supporting Reserve and National Guard Families How can you put this knowledge into action? It is imperative that civilian communities, researchers, and providers find ways within their area of capability and expertise to support Reserve and Guard members and their families. They need support to maintain a resilient mission readiness status with their communities supporting them for holistic wellbeing and quality of life. Readiness is the state of being prepared to effectively navigate the challenges of daily living experiences in the unique context of military service. Ready military members and families are therefore knowledgeable about the potential challenges, aware of the supportive resources available to them, and make use of the skills and supports in managing such challenges. Military & Family Readiness Programs are teams comprised from all unit levels providing support, information, and training that empowers our partners, like you, through increased knowledge, skills, and abilities to prepare and address Military/Family Life Cycle challenges. Our efforts, in partnership with Commanders; Military members; their Families; volunteers; military units; service organizations; and civilian communities are the path to achieving and sustaining the joint mission of functional Military & Family Readiness: empowerment and self-sufficiency of the military and their families to help each other, develop knowledge and skills, and seek assistance if needed. Needs to consider within respective macro, meso, and micro systems of capability: Social science research for the Reserve and Guard, separating the population research respectively, related to quality-of-life impact and resiliency capability related to military service. Quality-of-life demographics within congressional districts, including economic impact of residence vs. drill location for the Reserve and Guard respectively. Legislative advocacy initiative to include Reserve members in state-level resources/benefits by utilizing the following wording: "a member of the U.S. Armed Forces residing within [state]" or "resident Service members in an active, guard, or reserve component of the U.S. Armed Forces." Build and maintain a purple coalition with military counterparts; federal and state organizations; civic organizations and leadership; community service organizations, etc., to build a coordinated, collaborative, and interconnected line of effort to fill gaps in services/resources for Reserve and Guard within respective line of capability. Reach out to respective Reserve and Guard Military & Family Readiness experts to obtain cultural competency training in working with Reserve and Guard members and their families. From our Reserve or Guard foxhole to yours, we look forward to moving forward together: Hooah, Hooyah, and Oorah!
FINANCIAL READINESS FOR MILITARY FAMILIES
My family and I recently went on a road trip. As we loaded up our car, my husband asked, “Is everybody ready?” With excitement, my kids yelled back, “Yes, dad! Let’s go!” But have you ever thought about what it means to be “ready”? In terms of our road trip, it meant that we had all our necessities, along with a plan and directions to get us where we wanted to go. When it comes to being financially ready, we can think about our financial journeys in the notion of preparing for a road trip. In that case, ask yourself: What does it mean to have financial readiness? What is Financial Readiness? The Office of Financial Readiness defines the term as "the state in which successful management of personal financial responsibilities supports Service members' ability to perform their wartime duties." For military families to be financially ready, each family member must participate equally and engage actively with financial responsibilities. This means – but is by no means limited to – saving for emergencies, paying bills on time, and living within your means. What Does it Mean to be Financially Ready? When military families feel confident about their personal finances, they can better focus on their day-to-day tasks (i.e., work duties, household responsibilities) and minimize financial stress. Families equipped with the latest financial information can make responsible, educated decisions regarding their financial readiness. Put simply, being financially ready means that Service members and their families are prepared for whatever lies ahead. It means they have: • The ability to respond to new financial opportunities. This might include purchasing a home, starting a new business, or going on a dream vacation. • The flexibility to make financial decisions for the future as well as the present (e.g., saving for child’s college fund, investing in a retirement account); • The tools to remain stable and equipped for unforeseen emergencies (e.g., unexpected medical expenses, replacing flooring in your home after a flood). Why does Financial Readiness Matter? Financial readiness matters because it can directly impact the entire military family. Unresolved financial issues can place significant stress on personal and familial relationships. A lack of financial preparedness may limit Service members’ and their families’ ability to achieve both short- and long-term goals, especially as they transition from the military into civilian life. Furthermore, Service members and their families distracted by financial problems lack the ability to plan for and complete their missions. For example, financial difficulties are considered “an indication of poor self-control, a lack of judgement, or a disregard for rules and regulations” and an overall detriment to the mission of a “ready military.” This means that Service members with a poor financial history (e.g., unpaid debts resulting in collections, excessive gambling, living beyond one’s own means) are a higher security risk. Thus, Service members with financial problems may find security clearances difficult to obtain, or have clearances revoked altogether. Takeaways Helping professionals might ask Service members and their families to think about their financial journey as a road map. To illustrate, consider these steps as you assist military families to achieve financial readiness: 1. Allow family members to share a vision of how their financial journey ends. This is a creative way to get them thinking about the opportunities their financial future might hold. You might ask, “What is your financial end goal?” 2. Assist military families in establishing financial [SMART] goals. Grounded in personal and financial values, each family member shares their financial goal. 3. Co-create mile markers that lead military families to their financial destination. Each family member can be actively involved and have an equal say in the financial decision-making process – generating a plan to achieve financial readiness one step at a time. 4. Share current education and resources on financially relevant topics. Provide military families with tools for navigating their financial road map. Is financial education outside your professional scope? Refer Service members and their families to a Personal Financial Counselor. 5. Finally, follow up: Plan weekly or monthly check-ins. Achieving big goals means completing plenty of small ones. Scheduling pit stops with Service members and their families helps ensure they reach their mile markers. Without pit stops, families may get discouraged and wander off the map.