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Military REACH Publications
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Military Branch of Service
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Award Winning Publications
1.Defining elemental components of veteran cultural competency for mental health professionals
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2.The importance of US military cultural competence
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3.Understanding military culture: A guide for professional school counselors
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4.Veterans, military culture, and the therapeutic alliance
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5.A bidimensional approach to veterans’ acculturation: The impact of the connection with military and civilian cultures
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6.A qualitative phenomenological study of military veterans' lived experiences with the cultural transition process: Navigating from the military culture to civilian life
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7.The effects of perceived cultural fit on active duty military wives
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8.Military culture and post-military transitioning among veterans: A qualitative analysis
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9.Examining the perception of military culture in the undergraduate university classroom
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10.Socio-cultural dynamics in gender and military contexts: Seeking and understanding change
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11.The experience of third culture kids from an overseas American military community: Schooling in two cultures and languages
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12.Seeing through the camouflage: A multiple case study on the perceptions of faculty and staff on the identification of military cultural differences
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13.The therapeutic approach to military culture: A music therapist’s perspective
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14.Identifying military family cultural competencies: Experiences of military and Veteran families in Canadian health care
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15.Military cultural competence
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16.Military culture and cultural competence in public health: U.S. veterans and SARS-CoV-2 vaccine uptake
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17.Veteran Evolution Therapy
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18.Parental acceptance–rejection: A fourth cross-cultural research on parenting and psychological adjustment of children
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19.Parental inconsistency: A third cross-cultural research on parenting and psychological adjustment of children
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20.“Stepping up to the plate”: Identifying cultural competencies when providing health care to Canada’s military and Veteran families
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Research summaries convey terminology used by the scientists who authored the original research article; some terminology may not align with the federal government's mandated language for certain constructs.
AMBIGUOUS LOSS AMONG MILITARY FAMILIES
(334) 844-3299 MilitaryREACH@auburn.edu HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES SEARCH 24 MAY 2024 AMBIGUOUS LOSS AMONG MILITARY FAMILIES By Bri Gordon and Ashtyn Grace KingEditors Kate Abbate Meet Joe, a 14-year-old starting high school soon. He is a very outgoing kid who loves his family and all things sports. He is preparing to receive his learner’s permit and is excited to start driving. However, his dad is getting ready to leave for a year-long deployment. Joe is starting to feel guilty about wanting to learn to drive, because he wants his dad to be in the passenger seat instead of preparing to be across the world. Fast forward two weeks, his dad has just left for deployment overseas. Joe and his mom are getting acclimated to their “new normal” while also getting back into the routine of school, studying, and extracurricular activities. When Joe arrives home from his first day of school, he and his mom sit down to call his dad to catch up. Joe talks about his teachers, the classes he is taking, and how he signed up to try out for the Junior Varsity Golf Team. Before his dad deployed, they used to bond over watching golf and playing together whenever they got the chance. Joe believed that signing up for the team would make him feel as if his dad was still here, but instead it caused him to feel depressed and anxious. Joe would much rather his dad be here physically playing golf with him, rather than telling him about it over the phone. Joe may be experiencing a concept known as ambiguous loss. What is Ambiguous Loss? Ambiguous loss was a theory first conceptualized by Pauline Boss, a family stress researcher (Boss, 1986). She defined ambiguous loss as an individual being physically present but psychologically absent (Boss, 1999). Ambiguous loss was then categorized into two different subtypes: ambiguous absence and ambiguous presence (Boss, 2002). Within a military family, ambiguous absence can occur when a Service member is physically absent but psychologically present, such as on deployment (Faber et al., 2008). Those facing either type of ambiguous loss may experience behavioral changes (e.g., acting out, emotion dysregulation), changes in their mental health (e.g., anxiety, depression), in addition to conflicts in their relationships (Huebner, 2007). Joe is beginning to feel distant from his dad because he is so far away. By the time he returns from deployment, Joe will have his driver’s license and improved in playing golf. Joe gets to tell his dad all about these milestones, but they don’t get to experience them together. This has caused Joe to build resentment towards his dad for not being there for him through these big life events. The opposite of ambiguous absence is ambiguous presence, which is when people are physically present but psychologically absent. For Service members this could occur due to a traumatic brain injury or posttraumatic stress disorder (Boss, 2002). The family member is physically present but might feel as if they are a different person because they are psychologically absent. A year has finally passed, and Joe’s dad is back from his deployment, but he seems distant, causing a change in their relationship. After several nightmares and increased anxiety, his dad was diagnosed with PTSD. Because of potential triggers, his dad tries to avoid large crowds, causing him to be unable to support Joe at his golf tournaments. His dad is also not as interested in golfing together, preferring to stay at home and sleep. This causes Joe to feel angry, spiteful, and discouraged about their relationship. Many military families may face ambiguous loss at some point, and it’s important to understand that it can present itself differently depending on the situation. When trying to navigate something as uncertain as ambiguous loss, it is important to understand what it may look like within your family (and yourself) to properly address and cope with it. Resources on Ambiguous Loss For our family readers: If you or a loved one are experiencing loss, check out these resources to assist in navigating it and/or locating a provider. Military OneSource: Military OneSource provides support and resources to military families who are grieving. If your grief involves ambiguous loss related to the possibility of losing a loved one (e.g., Missing in Action & Prisoner of War), consider reading more about the resources that are available to you. Ambiguous Loss by Everyday Health: This resource provides nine helpful tips on what to do when coping with ambiguous loss within your life. Some of the coping strategies include spending time with others and knowing that your loss is valid. It is also great for those who are interested in reading more information on ambiguous loss. For our practitioner readers: Check out these links to better understand and recognize ambiguous loss within your clientele: The National Council on Family Relations (NCFR) Ambiguous Loss Resources: NCFR provides a collection of resources including links to online media (e.g. webinars, conference recordings, recorded presentations), scholarly articles from NCFR’s journals, articles from NCFR Report magazine, and papers on theory and research development for ambiguous loss. Pauline Boss Publication List on Ambiguous Loss: This resource includes books available for purchase to learn more about ambiguous loss, Dr. Boss’s scholarly publication list, interviews with Dr. Boss throughout her career, and linked media to news and discussion articles about ambiguous loss. RECENT STORIES Related Stories in References Boss, P. (1986). Psychological absence in the intact family: A systems approaches to a study of fathering. Marriage & Family Review, 10(1), 11–39. https://doi.org/10.1300/J002v10n01_02 Boss, P. (1999). Insights: Ambiguous loss: Living with frozen grief. The Harvard Mental Health Letter, 16 (5), 4-6. Boss, P. (2002). Family stress management: A contextual approach. Thousand Oaks, CA: Sage Publications. Faber, A. J., Willerton, E., Clymer, S. R., MacDermid, S. M., & Weiss, H. M. (2008). Ambiguous absence, ambiguous presence: A qualitative study of military reserve families in wartime. Journal of Family Psychology, 22 (2), 222–230. http://dx.doi.org/10.1037/0893-3200.22.2.222 Huebner, A. J., Mancini, J. A., Wilcox, R. M., Grass, S. A., & Grass, G. A. (2007). Parental deployment and youth in military families: Exploring uncertainty and ambiguous loss. Family Relations, 56(2), 112-122. https://doi.org/10.1111/j.1741-3729.2007.00445.x 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 This website uses cookies to improve the browsing experience of our users. Please review Auburn University’s Privacy Statement for more information. Accept & Close
MILITARY FAMILY READINESS: AN OVERVIEW
HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES 12 APR 2024 MILITARY FAMILY READINESS: AN OVERVIEW By Emily Wright, Allison L. Tidwell, and Emily HansonEditors Kate Abbate You may have seen in a REACH publication, the news, or other forms of media the importance of military family readiness – but have you ever wondered what the phrase really means? In this article, we'll follow the fictional Stanley family as they navigate military life. Through these events we will explain what military family readiness is, how it influences family functioning, and what resources the military has created to promote military family readiness. What is military family readiness? The term readiness is commonly referred to throughout military culture in reference to Service members. The Department of Defense (DoD) defines readiness as "the ability of military forces to fight and meet the demands of assigned missions" (Joint Chiefs of Staff, 2017, p. 195). Blake Stanley is a 30-year-old active-duty Soldier preparing for deployment in one month – for Blake, readiness means that they are physically and mentally fit and ready to adapt during deployment. For their partner Sam and 4-year-old child Alex, though, readiness is much broader. Military family readiness differs from Service member readiness in that it is "the state of being prepared within the unique context of military service, to effectively navigate the challenges of daily living and military transitions" (Office of the Under Secretary of Defense for Personnel and Readiness, 2021, p. 54). Assessing military family readiness is not a matter of determining whether a family is "ready or not," but rather a matter of describing the family's capacity to handle the challenges they encounter. Therefore, military families need to have adequate means to overcome both military (e.g., relocation, deployment) and normative (e.g., parenting stress) stressors. Although Blake is physically and mentally prepared for deployment, they must navigate this upcoming transition with Sam and Alex as well. Currently, Blake and Sam share childcare tasks like daycare drop-offs and meal planning, as well as alternating planning date nights every week. When Blake is deployed for the next six months, Sam must now do all daycare drop-offs as well as grocery pick-ups and meal preparation. Because of the time difference, Blake will only be able to video call once a week at 10:00am, right in the middle of the workday. To adjust successfully as a family during deployment, Blake, Sam, and Alex will have to establish a new sense of "normal." Family scientists frequently gauge "readiness" by evaluating functioning across individual family members, family relationships, and life domains (Hawkins et al., 2018; see Figure 1). By capturing insight into these various aspects of family functioning, we can gain a holistic understanding of families' readiness to respond to stress and change. When determining what comprises family readiness, it is important to view the family as a group of interdependent members who are constantly influenced by each other. Thus, when one member of the family system or one area of the system is not at optimal functioning, the rest of the system may not function at its best. The stress of the upcoming deployment has led Blake to feel anxious, along with the rest of their family. Sam is worried about how to handle caring for Alex alone for the next 6 months. Alex has picked up on both of their parents' moods and has started crying more frequently due to the stress. To help ease everyone's stress, Sam plans a family picnic for the three of them to discuss communication expectations while Blake is gone and strategize how Alex can keep in touch with them. This comes as a relief to the family, as there is one less concern to worry about. Why does military family readiness matter? Military family readiness is a primary objective for the Department of Defense, as maintaining ready families ensures maintaining a ready defense force (Office of the Under Secretary of Defense for Personnel and Readiness, 2012). Spillover is a commonly cited concern for military family readiness; that is, issues at home may influence Service members' performance at work, while in other cases, issues at work may negatively affect family functioning (Escarda et al., 2022). For example, when couples encounter communication difficulties or marital conflict during deployment, the Service member may be distracted by their relationship issues and therefore less able to complete their military-related duties (Cater et al., 2015). Blake and Sam agree to prioritize video calls, and Sam coordinated with their boss to allow them to block one hour of their schedule as long as they can stay after an extra hour. They both look forward to the call every day, and it is a relief to have a scheduled and predictable time together to meet. Knowing when they can expect a call helps Blake focus on their deployment-related duties during the week. To ensure that Service members' capacity to perform their duties is not impeded by family-related issues, it is necessary for the Department of Defense to place an emphasis on military family readiness (Lester et al., 2011). Not only is family readiness important for ensuring that Service members are ready to perform their military duties, but it is also critical for the retention of Service members in the military. The decision made by many Service members to enter the military or to remain in the military is often determined by financial, social, and relational functioning. For instance, when families encounter work-family conflict due to family life stressors, like having multiple children or worrying about finances, they tend to report less satisfaction with military life and are therefore more likely to separate from the military (Woodall et al., 2023). After two weeks of longer workdays and having to ask the neighbor to pick up Alex from daycare, Sam starts to feel overwhelmed and asks Blake if they can reduce the number of 10am calls. Blake can't stop thinking about Sam's stress and starts to feel guilty about being gone for so long. This is their third deployment, and this happens every time. For the sake of their family, Blake wonders if it's just easier to leave the military. Indicators of Family Readiness Figure 1. Indicators of Family Readiness (Hawkins et al., 2018, p. ES-3) Promoting readiness through the Military Family Readiness System Family functioning and readiness is further supported through the Military Family Readiness System. The Department of Defense created the Military Family Readiness System to serve as a network of programs and services which promote military family well-being, readiness, resilience, and quality of life. Since the 10:00am call has been causing some tension, Sam and Blake decide to download the Love Every Day app to communicate and connect throughout the day. Sam decides to join their installation's Family Readiness Group to connect with other spouses and parents that have experienced the stress of deployment. When Blake is preparing to return home, the couple watches a webinar on family reunions to spark conversation about how to manage expectations. Although the deployment process was stressful for each family member, utilizing these resources helped the Stanley family cope with military and normative stressors, as well as help Blake feel confident with continuing their military career. RECENT STORIES Related Stories in References Escarda, M. G., Arroyo, Y. A., & Redondo, R. J. P. (2022). Work-family spillover in the Spanish armed forces. Community, Work & Family, 25(3), 374-388. https://doi.org/10.1080/13668803.2020.1771284 Hawkins, S. A., Condon, A., Hawkins, J. N., Liu, K., Ramirez, Y. M., Nihill, M. M., & Tolins, J. (2018). What we know about military family readiness: Evidence from 2006-2017. Research Facilitation Laboratory Army Analytics Group, and Office of the Deputy Under Secretary of the Army. https://apps.dtic.mil/sti/pdfs/AD1050341.pdf Joint Chiefs of Staff. (2017). DOD dictionary of military and associated terms. Department of Defense. https://www.tradoc.army.mil/wp-content/uploads/2020/10/AD1029823-DOD-Dictionary-of-Military-and-Associated-Terms-2017.pdf Lester, P., Leskin, G., Woodward, K., Saltzman, W., Nash, W., Mogil, C., Paley, B., & Beardslee, W. (2011). Wartime deployment and military children: Applying prevention science to enhance family resilience. In S. MacDermid Wadsworth & D. Riggs (Eds.), Risk and resilience in U.S. military families (pp. 149–173). Springer. https://doi.org/10.1007/978-1-4419-7064-0_8 Office of the Under Secretary of Defense for Personnel and Readiness. (August 5, 2021). Military family readiness (DoD Instruction 1342.22). Department of Defense. https://www.esd.whs.mil/Portals/54/documents/DD/issuances/dodi/134222p.pdf Woodall, K. A., Esquivel, A. P., Powell, T. M., Riviere, L. A., Amoroso, P. J., & Stander, V. A. (2023). Influence of family factors on service members' decisions to leave the military. Family Relations, 72(3), 1138-1157. https://doi.org/10.1111/fare.12757 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 This website uses cookies to improve the browsing experience of our users. Please review Auburn University’s Privacy Statement for more information. Accept & Close
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
A HIDDEN CRISIS: WOMEN'S POSTPARTUM MENTAL HEALTH
(334) 844-3299 MilitaryREACH@auburn.edu HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES SEARCH 12 DEC 2023 A HIDDEN CRISIS: WOMEN'S POSTPARTUM MENTAL HEALTH By Haley Sherman & Sheila SjolsethEditors Emily Hanson Although many people might consider sleep deprivation and changing dirty diapers to be the greatest struggles during the first year of having a baby, statistics show that women's postpartum mental health is of greatest concern. In fact, in the first year after a baby is born, "suicide is one of the top five leading causes of maternal death in the United States, accounting for approximately 20% of all maternal deaths" (Pratt et al., 2023, p. 1-2). This statistic does not account for all the mental and physical challenges that arise during pregnancy and before birth. Other perinatal (i.e., the time period before and immediately after childbirth) and postnatal (i.e., a year after the birth otherwise known as 'postpartum') mental health disorders, including postpartum depression, postpartum anxiety, obsessive-compulsive disorder, posttraumatic stress disorder, bipolar disorder, and postpartum psychosis (Nguyen et al., 2023; Pratt et al., 2023), are rampant - affecting approximately 1 in 7 mothers in the United States (Nguyen et al., 2023). In addition to this severity and the serious nature of perinatal/postpartum mental health concerns, women are not often "treated to remission" meaning that treatment did not last long enough to fully address the mental health concern (Nguyen et al., 2023, p. 78). Further, these statistics may not capture the full extent of postpartum mental health challenges, as many women may have undiagnosed perinatal and postpartum disorders. While the aforementioned statistics are at the national level, mental health challenges among postpartum military women are even more prevalent. Military mothers (i.e., active-duty, dependents, reservists, and retirees) experience mental health conditions almost 3 times more often than civilian mothers (United States Government Accountability Office, 2022; Maternal Mental Health Leadership Alliance, 2023). Statistics on pregnant women from 2017-2019 suggest that approximately 36% of TRICARE active-duty Service members and their dependents received a perinatal (i.e., prenatal and postnatal) mental health diagnosis (United States Government Accountability Office, 2022). Receiving a postpartum depression (PPD) diagnosis increased drastically from 2001 to 2018 such that in 2001 for every 1,000 Servicewomen, 1.96 were diagnosed with PPD whereas in 2018 29.95 Servicewomen were diagnosed with PPD (Nicholson et al., 2020). Additionally, other research has found that although some Veteran mothers experience elevated symptoms of postnatal mental health disorders such as depressive disorder, PTSD, or pregnancy-related anxiety (Goger et al., 2022), they do not meet the established threshold to receive an official diagnosis, potentially limiting their access to resources and treatments needed to thrive during their postnatal period. Further, research suggests that compounding military-specific stressors such as combat deployment experiences, lack of access to maternity care through the Office of Veterans Affairs (VA), stigma around accessing mental health services, and the prevalence of military sexual assault may exacerbate perinatal and postpartum mental health challenges for military-connected women (Nguyen et al., 2023). Although the reality of the hidden crisis of women's perinatal and postpartum health is alarming, it is time to start bringing concerns about postpartum mental health to light, and so, we invite you to join us in a call to action. Call To Action One of the first steps in creating change is by spreading awareness that a crisis exists – we must talk about it! In addition to spreading awareness by talking about maternal mental health challenges, we need to: Normalize that some changes in mood will occur during postpartum, but that major mental health challenges are abnormal and may need to be professionally addressed. Stress the importance of new mothers asking for help, especially helping them understand what mental health symptoms or experiences may require professional support (see the WIC Works Resource System: Resources website as a place to start). Share resources with parents (i.e., both the mother and her partner) to support their parenting journey. Ideas to Take Action All efforts that promote awareness of the maternal health crisis, no matter what size, are needed. Share this article with a friend to start a conversation. Learn how to talk to a new mother experiencing depression and listen to military moms share their birth stories to better understand their experiences. When talking with others about the mental health needs of postpartum women, emphasize the severity of the need and how rates of postpartum difficulties are increasing. Advocate for increased support for military families at your place of employment and in your community with this key fact sheet on Military Maternal Health. Contact your U.S. Representative and Senator and ask for more support for military mothers like increasing paid leave for military parents and to support bills like the Federal Moms Matter Act. Find your U.S. Representative Find your U.S. Senator Support and Resources for Postpartum Servicewomen and Military Families Thankfully there are supports and resources available to help Servicewomen and their families if postpartum difficulties arise (Herrick & Chai, 2023), but we need to do our part to make sure these resources get into the hands of those who need them the most. Postpartum Support International: Help for Military Families The National Maternal Mental Health Hotline can help. Call or text 1-833-TLC-MAMA (1-833-852-6262). This hotline is for mothers as well as healthcare providers and those calling on behalf of someone. Veterans Crisis Line: 1-800-273-TALK (8255), PRESS 1. To chat, use their Crisis Chat. To text, send a text to 838255. Potential Signs of Postpartum Depression Depression in Pregnant Service Members: Three Things Providers Can Do to Help Postpartum depression and anxiety: How to start the conversation USDA Maternal Mental Health Resources NIH Moms' Mental Health Matters USDA Maternal Depression: Everyone can play a role to Help Families Thrive RECENT STORIES Related Stories in References Goger, P., Szpunar, M. J., Baca, S. A., Garstein, M. A., & Lang, A. J. (2022). Predictors of early postpartum maternal functioning among women veterans. Maternal and Child Health Journal, 26, 149-155 https://doi.org/10.1007/s10995-012-03241-0 Herrick, M. S. R., & Chai, W. (2023). Incidence of postpartum depression decreases after initial expansion of military maternity leave. Military Medicine. Article usad354. https://doi.org/10.1093/milmed/usad354 Maternal Mental Health Leadership Alliance. (2023, May 17). Military Mothers Experience Maternal Mental Health Conditions Almost 3 Times More than Civilians. MMHLA Takes Steps to Solve this Issue. Maternal Mental Health Leadership Alliance: MMHLA. https://www.mmhla.org/articles/military-mothers-experience-maternal-mental-health-conditions-almost-3-times-more-than-civilians-mmhla-takes-steps-to-solve-this-issue Nguyen, M. H. (Theresa), Semino-Asaro, S., Reminick, A. M., Rukaj, A. T., & Connelly, C. D. (2023). Barriers to and facilitators of military spouses' recovery from perinatal mental health disorders: A qualitative study. Journal of Military, Veteran and Family Health. Advance online publication. https://doi.org/10.3138/jmvfh-2022-0067 Nicholson, J. H., Moore, B. A., Dondanville, K., Wheeler, B., & DeVoe, E. R. (2020). Examining the rates of postpartum depression in active duty US military servicewomen. Journal of Women's Health, 29(12), 1530-1539. https://doi.org/10.1089/jwh.2019.8172 Pratt, Alessandra A., Anne G. Sadler, Emily B. K. Thomas, Craig H. Syrop, Ginny L. Ryan, and Michelle A. Mengeling. “Incidence and Risk Factors for Postpartum Mood and Anxiety Disorders among Women Veterans.” General Hospital Psychiatry 84 (2023): 112–24. https://doi.org/10.1016/j.genhosppsych.2023.06.013 United States Government Accountability Office. (2022). Defense health care: Prevalence of and efforts to screen and treat mental health conditions in prenatal and postpartum TRICARE beneficiaries (Report to Congressional Committees GAO-22-105136; pp. 1–54). United States Government Accountability Office. https://www.gao.gov/assets/gao-22-105136.pdf 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 This website uses cookies to improve the browsing experience of our users. Please review Auburn University's Privacy Statement for more information. Accept & Close
RED, WHITE, AND MERRY: CELEBRATING HOLIDAYS IN THE MILITARY
HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES 12 DEC 2023 RED, WHITE, AND MERRY: CELEBRATING HOLIDAYS IN THE MILITARY By Melissa GarnesEditors Kate Abbate; Kaylee Short Cookies, candles, and joy - it's that wonderful time of the year! November and December bring many holidays celebrated by families worldwide – Diwali, Hanukkah, Krampus Night, and Kwanza are just a few around the world that are celebrated. Yet not every family holiday mirrors the magical moments often portrayed in Hollywood films. Some families grapple with separation, financial constraints, or time limitations. Our military families, with their distinctive responsibilities and lifestyle, share in these struggles. Thankfully, the Department of Defense (DOD) and global organizations have collaborated to create support systems, traditions, and services for service personnel, their families, and civilians to lessen the burden they may face during the holiday season. In this article, we'll explore how the DOD, national organizations, and local communities are extending a helping hand to families across the globe, and we will discuss ways your family can spread holiday cheer this season. NORAD Tracks Santa One month out of each year, the North American Aerospace Defense (NORAD) embarks on the magical journey of tracking the man in the red suit as he circles the globe. This whimsical tradition traces back nearly 65 years to an unexpected phone call. A little boy from Colorado Springs dialed the Constitutional Air Defense Command, hoping to speak to Santa after a department store advertisement misprinted the phone number. To his delight, Air Force Colonel Harry Shoup answered, and in the true spirit of Christmas, he and his team continued to field calls from eager children throughout the night. Beginning December 1st, you and your family can virtually visit the Noth Pole to learn more about Santa, play a new game every day in December, listen to Santa’s favorite music, and watch movies about Santa and NORAD! But make sure to come back on Christmas Eve to see when he’s flying his sleigh through a town near you! Operation Christmas Drop The holiday spirit didn't just touch the operators at the Constitutional Air Defense Command. In 1952, an aircrew aboard a B-29 Superfortress spotted Kapingamarangi islanders waving from below. Moved by the festive season, the crew decided to perform a parachute drop of supplies. This single act of generosity evolved into Operation Christmas Drop, the DOD's longest-running humanitarian initiative. For over a week, hundreds of volunteers, Service members, and communities unite to parachute packages to more than 50 remote islands in the Pacific. These aren't your typical wrapped gifts; they descend like snowflakes, filled with essentials like clothing, rice, school supplies, fishing gear, and, of course, toys! Operation Homefront Holiday Toy Drive The spirit of giving doesn't end with Operation Christmas Drop. The military community has its own secret Santa in the form of Operation Homefront's annual Holiday Toy Drive. This initiative brings joy to Veteran, wounded, and active-duty families through the gift of toys. Yet, it means more than just playthings; the Holiday Toy Drive symbolizes the community coming together to express gratitude to military personnel and their families for their unique sacrifices. In creating cherished memories and smiles, this present is priceless. If you’re feeling as moved this holiday season as we are, here are some ways you can get involved with military communities near and far to spread that good ole holiday cheer: Adopt-A-Family Holiday Support Soldier’s Angels provide aid, comfort, and resources to the military community. Through their Adopt-A-Family program, you can provide gifts and a grocery gift card for a military family in your community, just filter by zip code, city, or state. Send a Card Send a heartfelt card or handmade letter to a Veteran or Service member this season. Participate in the Military Card Challenge or send Hanukkah cards through The Jewish Soldiers Project (contact: jewishsoldiersproject@gmail.com) Volunteer to Feed Veterans Brought to you by the Soldier’s Angels organization, you can volunteer to serve our military-connected community by assisting with food distribution events. The goal of these events is to provide groceries to low-income active-duty Service members, Guardsmen, Reservists, Veterans, and their families. These events are sponsored by local businesses and organizations and are made possible with help from volunteers. This program is offered in the following cities: Atlanta, Georgia Charleston, South Carolina Denver, Colorado Detroit, Michigan Orlando, Florida San Antonio, Texas If you don’t see a city near you don’t worry, make a meal for a military member you know, so you can share in the joy of good food and good company. The collaborative efforts between the Department of Defense (DOD) and global organizations have provided invaluable support systems, established enduring traditions, and provided essential services that alleviate the burdens faced by civilians, Service members, and their families during the holiday season. These initiatives and celebrations have woven a framework of compassion, resilience, and community, fostering unity among diverse families connected by the common thread of service to their nations. These endeavors not only recognize the sacrifices made by military personnel but also extend their embrace to the families and communities that stand with them. From our home at Military REACH to yours, we hope you have a happy holiday season and a prosperous New Year! RECENT STORIES Related Stories in 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 - 2022 All Right Reserved - Military REACHPrivacy Statement| Accessibility Plan
Military Chaplains: Their Vital Role in Our Military
(334) 844-3299 MilitaryREACH@auburn.edu HOME ABOUT MILITARY REACH LIBRARY UPDATES RESOURCES SEARCH 13 NOV 2023 MILITARY CHAPLAINS: THEIR VITAL ROLE IN OUR MILITARY By Bri GordonEditors Kate Abbate; Erin Cooper The Continental Congress established the first Chaplain Corps in July 1775 by providing one chaplain for every unit in the Continental Army (U.S. Army Chaplain Corps, 2015). Because of this, chaplains can be found wherever Service members are, and they have served with regiments in every American war (Otis, 2009). Chaplains are dedicated spiritual leaders of all religious denominations and provide spiritual support to Service members regardless of their member's religious affiliation. Their responsibilities include providing spiritual guidance, conducting public worship services, leading religious study sessions, and ministering to the wounded and/or dying (Otis, 2009). To gain more insight into the role of chaplains, I connected with Captain (Capt.) Terry Gordon, who conveniently is also my father! A retired Navy chaplain, Capt. Gordon has 30+ years of experience serving Service members and their families. With many tours and deployments both overseas and domestic, he has seen how a chaplain’s roles and responsibilities have evolved over time, especially with the increased awareness of mental health. Although I accompanied him for only about half of his military career, I can attest to how his work impacted the Service members around us and how he grew within his role as a religious leader and counselor. With Capt. Gordon’s help, I gained even more insight into the roles and responsibilities of military chaplains, who has access to their services (and how to seek their services), how chaplains interact with others in the workplace, and some common myths and assumptions. Roles and Responsibilities A chaplain’s responsibilities typically extend beyond roles performed in similar occupations, such as mental health professionals. Chaplains are often used as a source for counseling, and it is typical for Service members with high levels of combat exposure and mental health concerns to seek support from chaplains (Morgan et al., 2016). While the roles of both chaplain’s and mental health professionals are very similar and often overlap, Capt. Gordon highlighted the differences: “Chaplains bring one unique component in, which is purely a faith-based component. Many chaplains have higher education in counseling or social work, however, they’re not there to solely be a counselor but to be an ordained religious leader. Chaplains can be trained in certain counseling techniques, but faith and spirituality counseling is the main focus.” Accessing Chaplain Services Outside of who are military chaplains, how to seek out their services may be the second most commonly asked question. For Service members it’s a bit easier, considering their close proximity and initial contact with a chaplain during their basic training. Capt. Gordon explains: “For service members, it’s easy because there are chaplains in every phase of training upon entering the service. They meet their first chaplain at basic training and will have continued contact with them throughout that training. It is the chaplain's duty to explain their role as their chaplain, and how they and their families can contact them. Outside of training, a Service member and their family should always have ready access to a chaplain throughout their career.” For families, Capt. Gordon explained a process called “deckplate ministry.” This is a Navy term (also known as ‘walking the flight line’ for the Air Force, or ‘walking ministry’ in general) that refers to chaplains walking around their duty-station so Service members and their families can visually see them, and it provides an opportunity to talk. Capt. Gordon also emphasized the importance of chaplains participating in family programs. Chaplains can continue walking ministry at these events and informally meet with them in a relaxed atmosphere and provide them with resources as needed. Collaborative Model Approach to Treatment A collaborative model (i.e., the process of referring someone in need to other mental health professionals and working together as professionals to provide care) is a practice that many chaplains and military mental health professionals incorporate. Because chaplains serve alongside Service members and are in close proximity with them, they are naturally the first in line for providing support for mental health concerns (Howard & Cox, 2008). This may be because chaplains can build a trusting relationship with their unit members more easily. Chaplains provide initial services and refer Service members to trained mental health professionals when needed (Besterman-Dahan et al., 2012). Successful collaborative models include close collaboration between chaplains and mental health professionals from initial patient contact through termination of services (Howard & Cox, 2008). Capt. Gordon emphasized the importance of this model, saying: “Chaplains are there to compliment the counselor. Many chaplains will try to foster a solid relationship with the unit’s counselor [and] use it as a complimentary resource. If there’s something out of the scope of a chaplain’s abilities or vice versa, both sides should be able to use each other. A chaplain can pray for anybody, but a chaplain's counseling may not be enough compared to a professional counselor's technique.” Common Myths and Assumptions As is the case with many services, there are some common assumptions about military chaplains. Capt. Gordon has busted common myths throughout his career, the most common being that chaplain services are only available to a Service member: “That’s not true, we’re available to anyone who carries a military ID card. Could be a spouse, a dependent, a contractor; as long as you have a Department of Defense ID card, you will have access to our services.” Additionally, one barrier to accessing mental health services seen within the military is fear that mental health providers will disclose private client information, and that a Service member’s ability to progress in their career may be obstructed (Evans, 2021). Ethical standards involving confidentiality within mental health disciplines ensure the protection of clients’ privacy by not disclosing their personal information or therapy contents to others (American Psychological Association, 2017). However, Service member mental health care information may be revealed to commanders if one or more of the following criteria is met (Evans, 2021): 1. “Threats to personal or public safety (harm to self/others), harm to mission, or deployment readiness 2. Acute medical conditions that interfere with duty, including inpatient psychiatric hospitalization and substance abuse treatment 3. Judicial, law enforcement, and administrative proceedings; special sensitive personnel; or specialized government functions 4. Personnel accountability” Chaplains on the other hand maintain “absolute confidentiality.” Capt. Gordon explained absolute confidentiality, saying: “Our confidentiality by law is absolute. This is because of the sacramental right of some faith traditions that confessions made in religious repentance are kept in total confidence with the chaplain. It’s an official policy and military law. There should always be someone a Service member can talk to without fear of repercussion. It is a powerful tool and ensures people are getting the help they need, and fixing problems before they become huge problems.” It is important to note that chaplains are equipped to maintain absolute confidentiality while still ensuring the safety of all the parties involved. For example, if a Service member plans to harm themselves, their chaplain can encourage them to seek services to improve their wellbeing. Additionally, their chaplain can continue to meet with the Service member until they are receptive to meeting with a mental health professional. A Chaplain's Presence and Impact Despite these negative assumptions about meeting with chaplains, there are many positive assumptions people have about the Chaplain Corps. While it can be easy to find the flaws within a system, Capt. Gordon still had a lot of good to say about his Corps: “A good assumption is ‘the chaplain is always there.’ There should always be a chaplain in every forward deployed unit, no matter what size. A good chaplain will boost morale and aid in lowering mental health problems. People assume we’re just spiritual folks, we’re just there to pray and we provide nothing else for the unit. Obviously, that’s not true. When a chaplain walks into a room, it brings a spiritual consciousness and a sense of the presence of the divine. It gets people thinking, and back to a reality that’s more than just a ‘warrior ethos’. We bring a sense of humanity back into the soldier. We’re there to keep the balance so they don’t lose sight of who they are as people. It’s a very good thing.” Chaplains continue to play a vital role in our military today. Whether performing religious services, mentoring Service members, or being advocates for Service members and their families’ wellbeing, it is safe to assume that chaplains are dedicated to improving our Service member and their families lives, and therefore the military, every day. To learn more about chaplain services or how to find a chaplain at your installation, check out Military OneSource guide, “The unit chaplain: Roles and responsibilities”. RECENT STORIES Related Stories in References American Psychological Association. (2017). Ethical principles of psychologists and code of conduct. American Psychological Association. https://www.apa.org/ethics/code Besterman-Dahan, K., Gibbons, S. W., Barnett, S. D., & Hickling, E. J. (2012). The role of military chaplains in mental health care of the deployed service member. Military Medicine, 177(9), 1028–1033. https://doi.org/10.7205/MILMED-D-12-00071 Evans, C. (2021). Confidentiality, chaplains, and the military. Military Health System. https://health.mil/Military-Health-Topics/Centers-of-Excellence/Psychological-Health-Center-of-Excellence/Clinicians-Corner-Blog/Confidentiality-Chaplains-and-the-Military Howard, M. D., & Cox, R. P. (2008, April). Collaborative intervention: A model for coordinated treatment of mental health issues within a ground combat unit. Military Medicine, 173(4), 339–348. https://doi.org/10.7205/MILMED.173.4.339 Morgan, J. K., Hourani, L., Lane, M. E., & Tueller, S. (2016). Help-seeking behaviors among active-duty military personnel: Utilization of chaplains and other mental health service providers. Journal of Health Care Chaplaincy, 22(3), 102–117. https://doi.org/10.1080/08854726.2016.1171598 Otis, P. (2009). An overview of the U.S. military chaplaincy: A ministry of presence and practice. The Review of Faith & International Affairs, 7(4), 3–15. https://doi.org/10.1080/15570274.2009.9523410 U.S. Army Chaplain Corps. (2015, January 28). The Army Historical Foundation. https://armyhistory.org/u-s-army-chaplain-corps/ 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 - 2022 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.
Theory Series: Social Organization Theory of Action and Change
Theory Series: Social Organization Theory of Action and Change By: Emily Hanson This month, Military REACH continues the Theory Series, by diving into the social organization theory of action and change (Mancini & Bowen, 2013). We will provide an overview of the model and provide context for how military families and communities can benefit from its implementation. Overview: Social Organization Theory of Action and Change The social organization theory of action and change (Mancini & Bowen, 2009, 2013; Mancini et al., 2018) is a framework used to identify the processes (i.e., creating shared responsibility and trust to support communities) and antecedents (i.e., networks and resources that are available and currently established in the community) required to promote community capacity. Community capacity is the extent to which community resources are leveraged to solve problems, maintain well-being, and foster resilience, and is composed of two essential elements: collective competence and shared responsibility. When a community is collectively competent, it demonstrates the ability to mobilize resources and embrace opportunities to address families’ needs. Likewise, communities must also exhibit a shared responsibility; that is, a genuine care for one another and willingness to offer help. To achieve collective competence and shared responsibility, certain structures must be in place to facilitate social connection and achieve resilience. Social Organization and Change Model (Mancini & Bowen, 2009) Community conditions and characteristics, or the physical and social infrastructure are important antecedents to adequately address community needs. It is not simply the existence of these structures, though, that build community capacity; ideally, these structures are created intentionally with the community in mind. The physical infrastructure (e.g., safe roads for travel, places to gather) should serve to facilitate social processes which, in turn, create support networks (e.g., relationships with friends, social service programs) for individuals and families. Implications for Military Families and Communities Approximately 70% of military families live in civilian communities (Sonethavilay, 2019) and move, on average, every 2-3 years (Office of People Analytics, 2023). This transitional nature can disrupt social connection (O’Neal et al., 2016; O’Neal et al., 2020); however, when families can establish a sense of community in both a military and civilian context, there are greater opportunities for support. Communities can best support military families when they are collectively competent; that is, communities have infrastructure and resources that are sensitive to military family needs. This means creating partnerships and programs with military families in mind. Communities: Building culturally sensitive resources Establish multidisciplinary partnerships. Military families can benefit from connections with both the military and civilian community (Akin et al., 2020). Multidisciplinary and collaborative partnerships are beneficial to community capacity because they combine respective strengths to achieve a shared vision. For example, • The Department of Defense Military Spouse Employment Partnership connects military spouses with corporate and non-profit organizations that have committed to hire, promote, and retain military spouses. • The 4-H Military Partnership is a collaboration between the military and land grant universities to provide military families with learning opportunities, mentorship, and other activities. Incorporate military cultural competence into service delivery. While not all families are the same, military families do have common shared experiences such as deployment, spouse unemployment, and school transitions after relocation. Helping professionals may not know they are serving military families, so it is important to identify them in order to provide tailored solutions and in turn, develop more trust and participation. For example, • The Star Behavioral Health Providers program connects military families with therapists who have completed training on military culture. • The Military Child Education Coalition provides a two-day professional development course for individuals working with military-connected children (e.g., guidance counselors, school nurses, social workers). This course teaches participants how to best support military-connected children and bolster resilience in response to military-specific stressors. Military Families: Achieving a sense of community Take advantage of community resources to cultivate social support, connection, and integration. Military families should feel like they can turn to civilian social networks, programs, and organizations for support. When these resources are made with military families in mind, social connections are more easily developed and can help bolster families’ resilience. By building a sense of community, Service members and their families can achieve not only a sense of meaning and purpose (Jetten et al., 2017), but also long-term psychological well-being (O’Neal et al., 2016). • Seek out events that connect military families to one another as well as the larger community. Help new families navigate community resources once you’re settled. When military families can fully participate in their community, they develop a sense of community and shared responsibility, which can lead to a reciprocal relationship in which they help to further these support networks and help future families. Although it is important to integrate into the civilian community, the shared culture among military families is powerful and can help protect against stressors and challenges (Conforte et al., 2017). • Apply to be a sponsor for incoming families to help them adjust to the community. The social organization theory of action and change serves as a useful guide to identifying community strengths as well as gaps in services. Communities can use this framework to create or enhance partnerships that address military families’ needs and establish opportunities for social connection. When opportunities for connection exist, families can take advantage of them, feel a sense of belonging within the community, and reciprocate this benefit to others. References Conforte, A. M., Bakalar, J. L., Shank, L. M., Quinlan, J., Stephens, M. B., Sbrocco, T., & Tanofsky-Kraff, M. (2017). Assessing military community support: Relations among perceived military community support, child psychosocial adjustment, and parent psychosocial adjustment. Military Medicine, 182(9–10), 1871–1878. https://doi.org/10.7205/MILMED-D-17-00016 Jetten, J., Haslam, S. A., Cruwys, T., Greenaway, K. H., Haslam, C., & Steffens, N. K. (2017). Advancing the social identity approach to health and well-being: Progressing the social cure research agenda. European Journal of Social Psychology, 47(7), 789–802. https://doi.org/10.1002/ejsp.2333 Mancini, J. A. & Bowen, G. L. (2009). Community resilience: A social organization theory of action and change. In J. A. Mancini & K. A. Roberto (Eds.), Pathways of human development: Explorations of change (pp. 245–265). Lexington Books. Mancini, J. A., & Bowen, G. L. (2013). Families and communities: A social organization theory of action and change. In G. W. Peterson & K. R. Bush (Eds.), Handbook of marriage and the family (pp. 781–813). Springer. https://doi.org/10.1007/978-1-4614-3987-5_32 Mancini, J. A., O’Neal, C. W., Martin, J. A., & Bowen, G. L. (2018). Community social organization and military families: Theoretical perspectives on transitions, contexts, and resilience. Journal of Family Theory & Review, 10(3), 550–565. https://doi.org/10.1111/jftr.12271 Office of People Analytics. (2023). Results from the 2021 Active Duty Spouse Survey (ADSS). Department of Defense. https://download.militaryonesource.mil/12038/MOS/Presentations/2021-active-duty-spouse-overview-briefing.pdf O’Neal, C. W., Mancini, J. A., & DeGraff, A. (2016). Contextualizing the psychosocial well-being of military members and their partners: The importance of community and relationship provisions. American Journal of Community Psychology, 58(3–4), 477–487. https://doi.org/10.1002/ajcp.12097 O’Neal, C. W., Richardson, E. W., & Mancini, J. A. (2020). Community, context, and coping: How social connections influence coping and well-being for military members and their spouses. Family Process, 59(1), 158–172. https://doi.org/10.1111/famp.12395 Sonethavilay, H., Akin, J. L., Strong, J. D., Maury, R. V., Linsner Uveges, R., Hunt, K., Preston Page, A., & Pierce, L. (2019). Blue Star Families 2019 military family lifestyle survey: Comprehensive report. Blue Star Families. https://bluestarfam.org/wp-content/uploads/2020/03/BSF-2019-Survey-Comprehensive-Report-Digital-rev200305.pdf
Moral Injury: What Is It and How Can Professionals Assist?
Moral Injury: What Is It and How Can Professionals Assist? Lily Annino, Undergraduate Research Assistant Imagine you’re a Service member. Your commanding officer has reason to believe that certain civilians are making bombs at home and will use them against the public. Your unit is tasked with breaking in and finding the bombs. Entering the home is necessary to the mission – but you’ve been told your entire life that breaking into a person’s home is wrong and a violation of their privacy (not to mention against the law). However, you have a mission to fulfill. So, you break in, regardless of your inhibitions. The above scenario is one example of an event that could lead to moral injury. Moral injury is any act, whether perpetrated or witnessed, that may conflict with personal morals or beliefs (Douglas, 2022). While we often think of this conflict in the context of war, other examples of potential moral injury include abuse, rape, and violence (Moral Injury Project, n.d.). And although moral injury may have lasting effects on someone’s life (Litz et al., 2009), it’s still a concept of which many people aren’t fully aware. This article will explain moral injury and discuss some ways that mental health professionals can help Service members and Veterans work through issues related to it. Moral injury is more common than we realize among Service members and Veterans, and it can lead to negative outcomes, such as co-occurring PTSD (Maguen et al., 2022). In one study, 41.8% of veterans reported experiencing at least one form of moral injury; the majority had been betrayed by others or suffered a transgression (Wisco et al., 2017). Dealing with extreme levels of guilt and regret without understanding what you’re going through can be confusing. At the same time, being able to talk to your provider about what you’re dealing with and learning that it’s not abnormal are helpful for Service members (Douglas, 2022). Professionals familiar with the concept of moral injury and with therapeutic approaches that focus on acceptance and self-forgiveness can be beneficial for people working through the effects of moral injury (Maguen & Norman, 2022). Find the best therapist for you. Finding a therapist is like test-driving a car – it’s okay to take your time finding the best fit. It’s important for you to express your experiences freely without having to constantly explain details (e.g., defining acronyms, describing job-specific duties) that are well-known to those in the service (Douglas, 2022). Seek out a therapist who understands military culture and your unique experience as a Service member or Veteran. Connect with your chaplain. Therapists and counselors are trained to help Service members work through moral injury. In addition, military chaplains (i.e., U.S. military’s educated, religious leaders who provide services to Service members and their families) will talk with you regardless of your faith or beliefs. Chaplains combine their knowledge of military culture with their own resource awareness to help those in need. Connecting with a chaplain could benefit you during your healing process. Surround yourself with your support system. According to Chesnut and colleagues, moral injury can lead to the potential impairment of social well-being, social support, and social relationships (Chesnut et al., 2020). Re-engaging with your communities, friends, and family, and increasing your social support may help you in your struggle with moral injury. Moral injury is difficult to deal with due to its negative psychological effects. Nonetheless, there are ways to work through the challenges – such as receiving mental health services – and continue moving forward. If you feel you may be struggling with decisions your service requires of you, surround yourself with your support system and know that there are trained professionals who can help you work through these emotions. To continue learning about moral injury, check out the Military REACH library and access current research summaries, reports, and other educational resources, released monthly. References Chesnut, R. P., Richardson, C. B., Morgan, N. R., Bleser, J. A., Perkins, D. F., Vogt, D., …. Finley, E. (2020). Moral injury and social well-being: A growth curve analysis. Journal of Traumatic Stress, 33(4), 587-597. https://doi.org/10.1002/jts.22567 Douglas, C. V. (2022). A phenological study and investigation of moral Injury with veterans. [Doctoral dissertation, Liberty University]. Digital Commons. https://digitalcommons.liberty.edu/doctoral/3722 Litz, B. T., Stein, N., Delaney, E., Lebowitz, L., Nash, W. P., Silva, C., & Maguen, S. (2009). Moral injury and moral repair in war veterans: A preliminary model and intervention strategy. Clinical Psychology Review, 29(8), 695–706. https://doi.org/10.1016/j.cpr.2009.07.003 Maguen, S., Griffin, B., Copeland, L., Perkins, D., Richardson, C., Finley, E., & Vogt, D. (2022). Trajectories of functioning in a population-based sample of veterans: Contributions of moral injury, PTSD, and depression. Psychological Medicine, 52(12), 2332-2341. https://doi.org/10.1017/S0033291720004249 Maguen, S., & Norman, S. B. (2022). Moral Injury. National Center for PTSD. 33(1), 1-9. https://www.ptsd.va.gov/publications/rq_docs/V33N1.pdf The Moral Injury Project. (n.d.). What is moral injury? Syracuse University. https://moralinjuryproject.syr.edu/about-moral-injury/the-moral-injury-project/ Wisco, B. E., Marx, B. P., May, C. L., Martini, B., Krystal, J. H., Southwick, S. M., & Pietrzak, R. H. (2017). Moral injury in U.S. combat veterans: Results from the National Health and Resilience in Veterans Study. Depression and Anxiety, 34, 340–347. https://doi.org/10.1002/da.22614
Smooth Moves: Relocating Overseas
Smooth Moves: Relocating Overseas Emily Wright You just received an overseas PCS order to Belgium. After jumping for joy (or simply being terrified), now what? There are challenges associated with any relocation order, but overseas relocations may seem particularly daunting due to unique preparations (e.g., are your passports up-to-date, is English the primary language of your destination?). This article will share some findings from the current literature surrounding military overseas relocations, discuss common challenges and resilience factors among families, and provide strategies to make future overseas relocations more manageable for families. Overseas: Overjoyed or Overstressed? There is a level of stress present when facing any relocation — military-related or not — and research suggests that this is particularly heightened when it comes to a relocation outside of the continental United States (OCONUS). According to a study by Elliot (2020), military spouses reported feeling stress while relocating overseas from feeling out of control of their situation and from fearing the unknown. Additionally, research shows that military families experience unique stressors, such as a shift in family function due to being posted internationally, changes in wellbeing and support, and sometimes feelings of grief and loss (Blakely et al., 2012). Relocating may be frustrating because of the additional requirements in place to ensure the move can happen (e.g., families need to obtain visas, passports, and additional clearances), which may contribute to a family’s perceived quality of life and perception of their relocation experience (Elliot, 2020). Smooth(er) Moves Even though an overseas deployment comes with challenges, military families are resilient and capable of overcoming difficult situations. Ferreira and Ferreira (2021) identified several resilience factors seen in military families that can buffer the stressors of future overseas relocations: Spirituality — Practices, such as attending religious services, meditation, and prayer, may help families to build resilience and transition smoothly to an overseas placement. Connecting with a spiritual group after relocation may help families build a sense of community and connection. Support networks — When moving to a new place, overseas or the next state over, quickly developing and maintaining your support network is important. Getting involved with your new, local military community can assist in your adjustment to the new environment. Look into resources, like online support groups or community organizations, to begin building your support system prior to your move. Resourcefulness — Being resourceful when transitioning to a new place can help family members adjust quicker to a new community. Before you move, learn about the different organizations and programs available in your community — be it military specific, like military based relocation assistance programs, or community specific, like asking around to find the best dog-friendly restaurants. Flexibility — Practicing flexibility and adaptability when preparing to move overseas may help you to remain balanced and feel better prepared to relocate. Have meaningful conversations with your family members about ways you can practice flexibility and adaptability throughout your moving process. A couple of examples are being able to fluidly shift responsibilities as your priorities change and maintaining a positive attitude throughout the move. Core Family Relationships — When family members feel more connected to one another, the whole family unit tends to have more cohesion and resilience. These are important attributes for families who are preparing to move overseas because when your family has a strong sense of unity, the moving process may be easier and cause less stress due to the presence of strong and healthy relationships. Prior Preparation — Taking time to plan and prepare for an overseas relocation is crucial for families. Planning and preparing for your move by learning about the local culture and community as well as understanding the relocation process have both been proven to be a resilience factor in military families. In addition to the resilience factors that can assist military families when relocating, there are many other tangible ways military families can prepare for the move. For example, families can familiarize themselves with their new culture prior to the move and spend time learning basic words and phrases of the language (e.g., “where is the bathroom?”, “I need help.”). Additionally, making use of helping professionals, such as counselors or relocation specialists, can be beneficial as they are aware of the overall moving process and resources available. Through resilience, preparation, and perseverance, military families can be successful when relocating overseas. By using the resources and strategies provided in this article and taking advantage of your local military community, we hope your next overseas relocation is a smooth and successful transition. References Allen, K. R., & Henderson, A. C. (2017). Family theories: Foundations and applications. John Wiley & Sons. Azari, J., Dandeker, C., & Greenberg, N. (2010). Cultural stress: How interactions with and among foreign populations affect military personnel. Armed Forces & Society, 36(4), 585–603. https://doi.org/10.1177/0095327X09358648 Blakely, G., Hennessy, C., Chung, M. C., & Skirton, H. (2012). A systematic review of the impact of foreign postings on accompanying spouses of military personnel. Nursing & Health Sciences, 14(1), 121–132. https://doi.org/10.1111/j.1442-2018.2011.00659.x Elliott, B. (2020). US military spouses’ experiences transitioning abroad: A narrative analysis. Nursing Forum, 55(4), 703–710. https://doi.org/10.1111/nuf.12487 Ferreira, C., & Ferreira, J. (2021). Overseas relocation and military family resilience factors. International Journal of Arts and Humanities, 7(2), 1-4. http://ijah.cgrd.org/images/Vol7No2/1.pdf Focus Terms: Military Families Research
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.
Auburn University Research Symposium
This month, Auburn University hosted its annual research symposium. The goal is for students to have the opportunity to present their research and scholarly discoveries to their peers and colleagues. Among the presenters were two members of the Military REACH team, Emily Hanson and Melike Coskun, PhD students. Read about their presentations below. What matters and for whom? Risk and protective factors associated with food insecurity severity among military-connected families Presenter: Emily Hanson, PhD Student and REACH Research Associate Abstract: Recent evidence suggests that Service members experience food insecurity at nearly twice the rate of civilians. Indicators of financial instability tend to explain many antecedents to food insecurity among civilians, yet risk factors of food insecurity may be different for military-connected families (active duty and Veteran). Active-duty families have access to a regular income and other resources positioned to promote economic stability. However, for these currently serving families, the military lifestyle can also be highly mobile, introducing unique barriers to stability (e.g., spouse unemployment). For formerly serving (i.e., Veteran) families, differences in the civilian job market and community systems at play may impact employment and access to resources, all possible risk factors of food security and resource utilization. There are also unique facilitators that can bolster well-being among this population, such as shared culture and social support. The primary objective of this study is to determine the prevalence and predictors of food insecurity among 1,304 military-connected families – both active duty and Veteran – who participate in Blue Star Families, a nonprofit with the mission of strengthening military families by creating communities of support. Multinomial logistic regression models identified risk (e.g., unemployment, number of children) and protective factors (e.g., nonprofit support) associated with the severity of food insecurity. These models were fit separately based on military status, specifically, active-duty Service members, active-duty spouses, Veterans, and Veteran spouses. Findings are positioned to advance the conversation on the prevalence of food security, assist in the screening and identification of families at risk of food insecurity, and enhance understanding of how nonprofits can support at-risk families. Exploring prenatal predictors of childhood obesity in a comprehensive literature review Presenter: Melike Coskun, PhD Student and REACH Graduate Research Assistant Abstract: Childhood obesity is a significant health issue in the U.S. According to the Centers for Disease Control and Prevention (CDC), data from 2017 to 2020 show that almost 1 in 5 children and adolescents were obese. In Alabama, the CDC reported that in 2023, nearly 2 in 5 people (39.2%) had obesity, ranking Alabama as the fifth highest state for obesity. Childhood obesity is linked to a wide range of health problems, including stroke, high blood pressure, diabetes, sleep apnea, asthma, depression, anxiety, chronic diseases, and increased morbidity later in life (Ayine et al., 2020). In 2019, the medical cost of obesity among children was $1.3 billion US dollars. Therefore, identifying the early life risk factors for childhood obesity is essential to implementing effective prevention. Most research has focused largely on identifying the risk factors for childhood obesity during early and late childhood, including high birth weight, excessive weight gain, shorter breastfeeding duration, problematic eating patterns, poor nutritional diet, lack of physical activity, poor sleep, and sociodemographic factors. However, emerging evidence highlights the importance of identifying the risk factors as early as prenatal periods. The primary aim of this literature review is to explore the perinatal risk factors for childhood obesity, with a specific focus on the mother’s gestational weight gain or prior obesity, tobacco use, poor maternal nutrition and diet, sleep problems, lack of physical activity, and maternal psychological problems during pregnancy (Baidal et al., 2016; Córdoba-Rodríguez et al., 2022; Sacco et al., 2013; Qureshi et al., 2018). The literature review will be guided by the Developmental Origins of Health and Disease (DOHaD) framework, which suggests that environmental factors during early life can permanently affect the onset of health problems by increasing the risk of diseases in later life (Lacagnina, 2019).
Military REACH at Spangdahlem Air Base, Germany
While abroad this month on official duty, Drs. Lucier-Greer and O'Neal visited Spangdahlem Air Base. They connected with Military Family Readiness consultants to brief them about how Military REACH can be a tool for creating a research-informed culture of service provision at their Military and Family Readiness Center. If your team or organization would like a brief, virtual briefing on the mission of Military REACH and the products that our team produces, contact us at MilitaryREACH@auburn.edu.
Allison Tidwell Shares Her Study Findings
Allison Tidwell, Military REACH GRA PhD student, recently conducted a study focused on participants' reactions to a mobile app-based training program designed to enhance military cultural competence among helping professionals. Feedback from participants was positive and suggests a favorable training experience that may facilitate the program's desired outcomes. She presented her findings to her colleagues and peers within the Department of Human Development and Family Science at Auburn University, where she is now officially a Doctoral Candidate and expected to graduate this year.!
Remembering Dr. Jay Mancini
Dr. Jay Mancini, a respected family scientist and theorist who elevated the study of military families, passed away this month (October 2024). Throughout his career, he developed partnerships with the U.S. Department of Defense as well as the service branches to evaluate military family support systems and promote community capacity building. He was a prolific scholar who authored or co-authored more than 200 publications, including books, theoretical commentaries, and empirical research. Dr. Mancini’s impact on the field expands beyond writings as he mentored students and faculty throughout the course of his 40 year career. In fact, he was a long-time mentor to Drs. Lucier-Greer (right) and O'Neal (left), directors of Military REACH. He hired them as post-doctoral research fellows in his Family and Community Resilience Lab at the University of Georgia, and then after his “retirement,” they hired him as a founding team member and co-investigator of our Military REACH team at Auburn University. He will be greatly missed as a scientist and a friend. Research Summaries featuring Dr. Mancini's work: Military adolescents' experiences of change and discontinuity: Associations with psychosocial factors and school success (O'Neal et al., 2023) When fathers are involved: Examining relational and psychosocial health among military families (Mallette et al., 2021) Toward a framework for military family life education: Culture, context, content, and practice (Mancini et al., 2020)
Military REACH presents at the Military & Family Readiness Foundational Course
This month, Military REACH presented at the Military and Family Readiness Foundational Course for the Department of the Air Force at Maxwell Air Force Base. We connected with Military Family Readiness consultants from around the world to share how Military REACH can be a tool for creating a research-informed culture of service provision at their local Military and Family Readiness Centers. If your team or organization would like a brief, virtual briefing on the mission of Military REACH and the products that our team produces, please contact us as MilitaryREACH@auburn.edu.
STUDENT HIGHLIGHTS: KILLIAN FAULK, UNDERGRADUATE RESEARCHER
STUDENT HIGHLIGHTS: KILLIAN FAULK, UNDERGRADUATE RESEARCHER By: Kate Abbate Killian Faulk is an intern with Military REACH and became interested in our project because she is an Air Force ROTC cadet and is obtaining her degree in Human Development and Family Science (HDFS). When I met Killian, I could tell she was eager to find a way to merge her two worlds of the military and HDFS, so REACH was a natural fit! Killian has been an asset to our team, and her teammates describe her as positive, hard-working, receptive to feedback, and responsible – all of which are incredibly valuable traits. Because of Killian’s upbringing, career field, and degree, she offers a unique perspective to each of the tasks she works on and continually provides our team with valuable insight into military life (e.g., rewards and challenges of growing up in a National Guard family, how current policies affect ROTC cadets). Continue reading to learn more about Killian, specifically the deciding factor for her to join the Armed Forces, what it’s like to be a Military REACH intern, and more! 1. What are three words your friends/family would use to describe you and why? My friends and family would describe me as committed, attentive, and selfless. Committed because when I set my heart or mind to a goal, I am dedicated to accomplishing it no matter how much hard work goes into it or the amount of frustration I get from it. Attentive because my friends describe me as a good listener, someone they feel like they can come to for advice, or "the mom friend.” Selfless because of the Air Force core value, “service before self,” that resonates with me the most. I try to do what I can to help someone else even if I don’t have anything to gain from it other than feeling good about being helpful. 2. What influenced your decision to join the Armed Forces, specifically the Air Force? I grew up watching and hearing my parents talk about their careers in the Army, and that’s how I knew I wanted to be a part of something like that. Sometimes they would even let me attend the events they participated in. I loved getting a peek into what they were doing - I just thought it was cool. I chose the Air Force, because when I told my parents I wanted to join the military, they said the Air Force is “the nicest.” At that time, I liked the Air Force because their color was blue, and they had cool airplanes (I was 11 years old). However, over the years as I have learned more about the Air Force, it just feels like the right fit for me. Since joining AFROTC, I have not second guessed my decision. The people and culture make me feel at home. 3. You are an Air Force ROTC cadet and majoring in Human Development and Family Science (HDFS). How do these two worlds overlap? When I originally started my degree in HDFS, I had no idea these two areas would overlap as much as they do. However, it makes sense, because both fields are people- and service-focused. Through HDFS, I have learned how to better serve people through education and resources and have enhanced my skills in becoming a helping professional. In AFROTC, I have learned to be a selfless leader, follower, and wingman. Between the training I’ve gained from both fields, I have been able to improve my interpersonal skills and grow as a well-rounded professional, which is important with many of the Air Force career fields (e.g., Force Support Officer [elaborated on below]). 4. What would be your Air Force dream job? Surprisingly, my dream job is the one I was assigned by the Air Force! My Air Force Specialty Code (AFSC) is Force Support Officer. As a Force Support Officer, I have the potential to work in a few different areas related to supporting people (e.g., personnel and admin, education and training, child development centers and youth programs, recreation and fitness, equal opportunity, sexual assault prevention). At some point in my career, I would love to work with the child development centers and youth programs on base. 5. What were your expectations when you first started working with Military REACH? I hoped to become more knowledgeable about the resources available to military families so I could advocate for them when I commission into the Air Force. I also wanted to improve my writing skills and learn more about military families from a research lens versus what I saw growing up and through AFROTC. Most of my previous knowledge about military families came from my parents serving in the Army and my participation in Air Force ROTC. 6. What skills and experiences have you gained while working with Military REACH? I wasn’t entirely sure what to expect when I agreed to be a part of the Military REACH research project, but I have been surprised by the variety of tasks I have been able to complete (e.g., assisting with research reports, leading social media meetings). Since working with Military REACH, I have had the opportunity to write in a variety of formats ranging from creating social media posts to writing evidence-based articles focused on the well-being of military families. These different writing opportunities are refreshing because they have been new ventures for me. I have gained a newfound sense of confidence in my writing skills, learned more about research and how it informs policy and practice, and have learned about available resources I can use for myself, my family, and my fellow Service members. 7. What have you learned about yourself while working with Military REACH? The most important thing I learned about myself while working with Military REACH is that I love the career path I’m on! Everything I have done with REACH has helped me to lay the foundation for what I will be doing in the Air Force, and it continuously builds my excitement about this career. My internship with REACH bridges my knowledge and skills from both HDFS and AFROTC, which is something I have not experienced until now. Previously, HDFS and AFROTC seemed like two separate parts of my life. Military REACH has offered me the opportunity to contribute to the project in meaningful ways by allowing me to use my strengths from both worlds.
UNDERGRADUATE RESEARCHER’S STUDY PUBLISHED IN AUJUS AND PRESENTED AT NATIONAL CONFERENCE
We want to celebrate Kristyn Waldron, a previous Military REACH Undergraduate Researcher, on the research fellowship she completed this semester. During her research fellowship, she conducted a study titled “ROTC cadets’ help-seeking attitudes: Examining the role of leadership style” that will be published in the Auburn University Journal of Undergraduate Scholarship (AUJUS) and presented this month at the national conference, Partnerships for Veteran & Military Health Conference: Inspiring a Community of Care and Connection. The current study sought to answer two research questions: What is the factor structure of the Attitudes Toward Seeking Professional Psychological Help (Fisher & Farina, 1995) measure among ROTC cadets? How is leadership style associated with help-seeking? This study found that leaders who had a relationship-oriented leadership style (i.e., value relationships, show concern for others, and help group members get along) were more open to seeking help. Additionally, leaders who were able to have socio-cultural conversations (e.g., conversations about social issues, religion, politics) with peers were also more open to seeking treatment. Implications from these findings include promoting relationship-oriented leadership and emphasizing the importance of having socio-cultural conversations across multiple disciplines including businesses, health care settings, military units, and university settings which, in turn, may promote positive mental health within leaders and the individuals they lead. Congratulations, Kristyn! It is an incredible accomplishment to have your work published in a journal and to present the findings at a national conference prior to graduating!
OPERATION IRON RUCK: JOINING FORCES TO COMBAT VETERAN SUICIDE HELP
This month’s Mission: Alabama topic, Operation Iron Ruck: Joining Forces to combat Veteran Suicide, centers around Veterans and their need for community support when returning home. The article discusses the different faces of our Veterans, the impact isolation has on their physical and mental health, and Operation Iron Ruck, a local program whose purpose is to raise awareness about suicide among Veterans and foster connections between Veterans and their communities. The overall goal of this topic was to bring awareness to the needs of Veterans. In short, Veterans need their community’s support when transitioning back to civilian life. You can support our Veterans by participating in programs like, Operation Iron Ruck, donating to local Veterans’ organizations, such as Three Hots and a Cot, or by continuing to enhance your military cultural competence. Check out AL.com each month to read their new monthly column. To read previous Mission: Alabama stories, check out the Military REACH website or AL.com. Dr. Mallory Lucier-Greer, associate professor at Auburn University, and Dr. David L. Albright, professor at the University of Alabama, partnered with AL.com to write a monthly column, Mission: Alabama. The monthly column has four primary goals, including… 1. bringing awareness to the well-being of Service members, Veterans (SM/Vs), and their families globally and in Alabama, 2. dispelling myths that surround military service, 3. highlighting resources that are available across our state to serve SM/Vs and their families, and 4. advocating for the needs of SM/Vs and their families. ________________________________________ Dr. Mallory Lucier-Greer is the Project Director for Military REACH at Auburn University and an associate professor for Human Development and Family Science in Auburn’s College of Human Sciences. Dr. David L. Albright is the Director for the Office for Military Families and Veterans and Vital Principal Investigator at the University of Alabama.
HOW TO SERVE THOSE WHO SERVE – MISSION: ALABAMA
Dr. Mallory Lucier-Greer, associate professor at Auburn University, and Dr. David L. Albright, professor at the University of Alabama, have partnered with AL.com to write a monthly column called Mission: Alabama. The monthly column has four primary goals, including dispelling myths that surround military service and enhancing awareness of the well-being of Service members, Veterans (SM/Vs), and their families globally and in Alabama,. To achieve these goals, this month’s topic draws attention to the fact that November is celebrated as National Veteran and Military Family Month. In the article, called How to serve those who serve, they provide readers with military service-related facts intended to enhance military cultural competence and connect directly with a diverse group of SM/Vs, their families, and military-focused service providers to gain insights on how we, as a community, can celebrate and honor Veterans and military families. Enhancing your military cultural competence and simply talking to SM/Vs are two important ways individuals can show their gratitude and give thanks during Veterans and Military Families Month. Check out AL.com each month to read their new monthly column. To read previous Mission: Alabama stories, check out the Military REACH website or AL.com. Dr. Mallory Lucier-Greer is the Project Director for Military REACH at Auburn University and an associate professor for Human Development and Family Science in Auburn’s College of Human Sciences. Dr. David L. Albright is the Director for the Office for Military Families and Veterans and Vital Principal Investigator at the University of Alabama.
EQUIPPING HELPING PROFESSIONALS WITH EVIDENCE-BASED SOLUTIONS GEARED TOWARDS BETTER SERVING MILITARY FAMILIES
Earlier this year, Dr. Mallory Lucier-Greer, Dr. Catherine O’Neal, and Dr. Jay Mancini published an article highlighting the best practices in family life education with a focus on military families (see the Military REACH research summary “Toward a Framework for Military Family Life Education: Culture, Context, Content, and Practice” by Mancini et al., 2020). Two key takeaways from the article include: 1. There is a communication gap between researchers and helping professionals, and 2. Research on military families is continually being developed, and this research points toward important implications for helping professionals. As a follow-up to the recent article, Dr. Lucier-Greer and Dr. O’Neal wrote a piece for the National Council on Family Relations (see below) discussing the research-practice gap, resources available to bridge the gap, and they concluded the article by offering a list of key takeaways that provide helping professionals a foundation to better serve military families. Equipping helping professionals with evidence-based solutions: Connecting family science and practice to serve military families Dr. Mallory Lucier-Greer is the Project Director for Military REACH at Auburn University and an Associate Professor for Human Development and Family Science in Auburn’s College of Human Sciences. Dr. Catherine O’Neal is the Co-Investigator for Military REACH at Auburn University and an Assistant Research Scientist for Human Development and Family Science in the University of Georgia’s College of Family and Consumer Sciences. Dr. Jay Mancini is an Adjunct Professor, Former Haltiwanger Distinguished Professor, for Human Development and Family Science in the University of Georgia’s College of Family Consumer Sciences.
STUDENT HIGHLIGHTS: ABHISHEK JARIWALA, LEAD WEB DEVELOPER
Student Highlights: Abhishek Jariwala, Lead Web Developer, Graduate Researcher Written by: Kate Abbate Abhishek Jariwala is the Lead Web Developer for the Military REACH project, and he is a Ph. D. student in the Department of Computer Science and Software Engineering at Auburn University. Abhishek has been a member of the Military REACH team for over a year, and during this time, he has been instrumental in improving the overall functionalities of the website. Below Abhishek discusses his role at Military REACH, his background in web development, and more! 1. How did you become interested in web development? I started learning about web development during my undergraduate studies in Computer Science, where I was required to develop web applications in PHP language (i.e., a programing language). Once I graduated with my undergraduate degree, my first project as a freelancer was to develop a website for a local business in India. This project motivated me to learn more and seek more about web development. 2. What are your key responsibilities as a Military REACH web developer? I am the Lead Architect of the Web Development Team. As a back-end web developer, my primary responsibilities are to code and improve the server-side functionalities (e.g., website search), that when combined with the front-end (i.e., the user interface), help to create a functional, seamless experience for the end-user. 3) What task(s) have you enjoyed the most while working on the Military REACH project and why? Overall, I have fun being a part of the Military REACH project. What I have enjoyed most has been transforming a single page application to a multiple page application, along with making improvements to the overall website functionalities (e.g., advanced search and search filters) in a short period. These improvements have enhanced the search functionalities and continue to attract more users to our site (as represented from Google Analytics data). 4) What are the skills you have gained from the Military REACH project, particularly the skills you think have prepared you for the workforce? I started working at Military REACH in Summer 2018. During this time, I have learned Angular and TypeScript, both of which are widely used for single page web applications. Furthermore, I have learned how to work on a large project with people who may not have similar backgrounds (e.g., work and cultural experiences). 5) What are your hobbies (what do you do for fun/to relax)? I like sports and video games. I recently started learning guitar, which is so relaxing and fun. I also enjoy traveling. 6) Where are you originally from, and was it a big adjustment moving to Auburn, AL? I am originally from Gujarat, India. Yes, I can say moving to Auburn was one of the biggest decisions I have made in my life, and it was a big adjustment. However, I would still make the same choice even if I could go back in life to when I just graduated with my undergraduate degree. 7) What are you most proud of about your culture? India's languages, religions, dance, music, architecture, food, and customs differ from place to place within the country. Indian culture, often labeled as an amalgamation of several cultures, spans across the Indian subcontinent and has been influenced by a history that is several millennia old. 8) Is there anything else you would like to share about yourself? My wife, Fatemeh Jamshidi, who also works at Military REACH, and I answered this question together. We are so grateful to be part of Military REACH. We love helping people in need and strengthening their relationships by making research accessible. We feel Military REACH is our little family. We discuss our web development thoughts and questions together at home, which makes this serious project fun and entertaining. Students are an integral part of Military REACH because they provide our team with a new perspective, high-quality products, and invaluable assistance. Continue to look out for our Student Highlights, where we will feature students from our team and will highlight the contributions they have made not only to our team, but to the larger military community.
AIRMEN & FAMILY READINESS COURSE AT MAXWELL AIR FORCE BASE
The purpose of Military REACH is to mobilize research and promote family readiness by making research accessible and practical. One way Military REACH aims to mobilize research is by engaging the professionals who have direct contact with military families. Last week the Military REACH team was invited to Maxwell Air Force Base in Montgomery, AL to speak at the Airmen and Family Readiness Centers (A&FRC) Course. The A&FRC Course is a required training for recently hired Family Readiness Consultants to ensure they are well informed about the resources available to them while working with Airmen and their families. The REACH team spoke with Consultants about the purpose of Military REACH, ways to access research (e.g., MilitaryREACH.org, Monthly Newsletter, social media), and the importance of linking research to practice. At the end of the session, the group collaboratively brainstormed tangible ways to promote a culture of evidence-based practice at A&FRCs. Two examples they came up with were: 1. starting off team meetings by discussing a key finding from a particular TRIP report and 2. ending e-mails with a key finding they learned during the week. Both great ideas! Military REACH is thankful for opportunities to share our mission and vision for bridging the gap between research and practice with professionals like Family Readiness Consultants. To learn more about Military REACH, visit our website at MilitaryREACH.org.