Search Results
Publication Date
Military REACH Publications
Focus Terms
Military Branch of Service
Sample Affiliation
Age Group
Military Affiliation
Publication Type
Award Winning Publications
1.Military trauma and the conflicted human condition: Moral injury as a window into violence, human nature and military ethics
Authors
Year
2.Building spiritual fitness in the Army: An innovative approach to a vital aspect of human development
Authors
Year
3.Pathways of human development: Explorations of change
Authors
Year
4.Promoting positive youth development: Theoretical and empirical base
Authors
Year
5.Autonomy in long-term care: A need, a right or a luxury?
Authors
Year
6.Loss, trauma, and human resilience: Have we underestimated the human capacity to thrive after extremely aversive events?
Authors
Year
7.Impact of the COVID-19 pandemic on parent, child, and family functioning
Authors
Year
8.Differences in employment-related outcomes across paid and unpaid internships
Authors
Year
9.Comparing parents of children with down syndrome at different life span stages: Parents of children with down syndrome
Authors
Year
10.Introduction: Human resource management and employing service leavers and veterans
Authors
Year
11.Military marriages: The aftermath of Operation Iraqi Freedom (OIF) and Operation Enduring Freedom (OEF) deployments
Authors
Year
12.Ecology of family experiences: Contextualizing family leisure for human development & family relations
Authors
Year
13.Moderators of the relation between substance use level and problems: Test of a self-regulation model in middle adolescence
Authors
Year
14.Neighborhood poverty, social capital, and the cognitive development of African American preschoolers
Authors
Year
15.The development and evaluation of human service programs in the military: An introduction and overview
Authors
Year
16.Families overcoming under stress: Implementing family-centered prevention for military families facing wartime deployments and combat operational stress
Authors
Year
17.Human service workers’ perceptions of emotional intelligence skills needed to serve the veteran population
Authors
Year
18.Ongoing community-based program implementation, successes, and obstacles: The national youth at risk program sustainability study
Authors
Year
19.Retaining high-quality employees: Contextual considerations and strategies for facilitating retention within child care settings
Authors
Year
20.Defining moral injury among military populations: A systematic review
Authors
Year
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
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
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
REFLECTIONS AND PREVENTIONS FOR CHILD ABUSE AWARENESS MONTH
Being a parent is hard and comes with many challenges. Children misbehave because they often have difficulty following directions, and they may push their parents’ buttons to get what they want. It’s important for parents and caretakers to put support in place (e.g., a go-to person who can help when needed) to ensure they can raise their children in a healthy, effective way regardless of the challenges they face. When parents’ actions harm their child emotionally or physically, they are committing child abuse (U.S. Department of Health and Human Services, n.d.). And while child abuse is on the decline, it’s still a pervasive problem in the United States today (Children’s Bureau, 2020). This article will discuss a few contexts in which child abuse can occur, stress management suggestions for parents, and available resources for child abuse prevention, specifically within the military. Understanding Child Abuse Children who experience abuse can suffer long-term effects on their physical and mental health, such as depression, anxiety, and chronic health conditions (Maschi et al., 2013). Research and social learning theory (i.e., modeling behaviors observed in one’s environment; McMillen & Rideout, 1996) show that child abuse often occurs within a family cycle: if you have experienced abuse yourself, you are more likely to abuse as a parent (Morgan et al., 2022). Similarly, children who see fewer examples of emotional regulation from their parents or caregivers will have fewer opportunities to learn such skills and become more likely to perpetuate the cycle (Osborne et al., 2021). In addition to the role of generational abuse, the challenges that new parents face also can also contribute. Parenthood is stressful enough, but the COVID-19 pandemic demonstrated how compounding stress affects families. The pandemic heightened stressors for parents, but their typical resources (e.g., daycare, school), perceptions (e.g., thoughts about how a stressful event may affect their family), and coping strategies (e.g., creating positive meaning, social support) were less effective, which, in turn, increased child maltreatment (Wu & Xu, 2020). When parents have reduced coping skills and a decreased ability to regulate their own emotions, their children can be less likely to develop the same skills (Osborne et al., 2021). Additionally, parents with maltreatment histories themselves often struggled with regulating their emotions then passed the struggles to their children (Osborne et al., 2021), in turn hindering an effective coping skill these children might use when experiencing stress as an adult. How to Cope Identifying healthier coping skills and means of emotional regulation (e.g., not holding onto anger) can be one way for parents to improve their well-being and limit opportunities for abuse. Some potential coping skills are: Creating a community for social support Talking with other parents about their coping skills Taking relaxation breaks (e.g., deep breathing, listening to music), even if only for 5 minutes Asking for help (e.g., with errands, babysitting) from community and friends Finding and using professional support when stress begins to pile up or when parents can no longer manage their stressors alone (APA, 2011). Prevention Efforts and Resources for Military Communities Just like civilian populations, military families can experience child abuse, and may even perpetrate it. Thankfully, the military has developed programs to support families and children experiencing abuse. One such program is the Family Advocacy Program (FAP), which works to prevent abuse and provide treatment for those affected by abuse. FAP also supports military families and connects them to local resources. Another program for Service members and their families is the After Deployment Adaptive Parenting Tools (ADAPT) program. At-risk families can use this program to build resilience, strengthen emotional regulation, and improve overall family well-being. The ADAPT program (which has been researched extensively) seeks to improve family functioning by teaching core parenting skills, such as teaching through encouragement, problem-solving, and emotional socialization. The New Parent Support Program assists military parents and expecting parents with transitioning into parenthood and developing a nurturing home. The program’s goal is to help parents build strong, healthy bonds with their children and manage the demands of parenting within the context of the military and its already-stressful job demands (e.g., deployment). Support and Resources for Those Who Have Experienced Abuse Having community support is essential to creating a buffer between oneself and the negative outcomes of child abuse. We know that experiencing abuse can lead to repeating the cycle with a child’s future family; however, there are also protective factors predictive of greater long-term psychological well-being for children (Siddiqui, 2015). Examples of such factors include receiving love from siblings or people outside of the family and participating in activities outside the home (e.g., school sports). These experiences can heighten a child’s sense of social support (Fasihi Harandi et al., 2017) and self-esteem (Liu et al., 2021). If you or your loved one experienced childhood abuse and still struggle with its effects, know that you are not alone. Below is a list of resources to help improve your well-being. Suicide & Crisis Line – 988 (https://988lifeline.org/) Child Help (https://childhelphotline.org/) MilParent Power ToolKit (https://www.militaryonesource.mil/parenting/children-youth-teens/milparent-power-toolkit/) Child Abuse Report Line for Military Families (877-790-1197 + 571-372-5348) It is important that we find healthy ways of coping with our stress so we can be positive role models for our children and families. If you need help coping, look within your community for mental health support programs or parenting classes (APA, 2008). Helping professionals should stay on top of reporting requirements and help their families create safe, loving environments for their children (APA, 2008). We still have a long way to go in preventing and limiting child abuse cases – ultimately, though, prevention starts with us.
NEURODIVERSITY AMONG SERVICE MEMBERS IN THE U.S. MILITARY
The term “neurodiversity” is often used in the context of neurological and/or developmental differences (e.g., autism spectrum disorder [ASD], attention-deficit/hyperactivity disorder [ADHD], dyslexia). It refers to the unique ways that human beings think, learn, and operate (Baumer & Frueh, 2021). Research has shown that many people diagnosed with neurodivergent conditions are likely to have higher-than-average skills in areas such as pattern recognition, memory, or mathematics (Austin & Pisano, 2017). Individuals with these specific skills and abilities are well-suited for a variety of professional paths, including military service. Within the United States (U.S.) Military, there are a variety of programs and services available for military families with neurodivergent dependents. These include the Exceptional Family Member Program (EFMP) and Early Intervention Services. (However, while researching these programs, we were unable to find information on resources for neurodivergent Service members.) This piece will discuss neurodivergence among U.S. Service members; how another country, Israel, practices inclusion within their service; and a call to action moving forward. Neurodivergence Among U.S. Service Members Though we did not complete a comprehensive literature search, data on the prevalence of neurodivergence among Service members were not readily available in an online search using the terms “neurodivergent Service members” and “neurodivergence in the U.S. Military.” But keeping in mind that an estimated 15-20% of the world's population will experience neurodiversity in some way (National Cancer Institute, 2022), it is likely that our Service members will experience neurodiversity at similar rates. We were left with the burning question…Why isn’t there data publicly available on the prevalence of neurodiversity in the U.S. Military? Our search revealed that the U.S. Military has strict regulations regarding the admission of individuals diagnosed with neurodivergent conditions. For example, those with ADHD are only permitted to serve if they meet certain criteria (e.g., they haven’t been prescribed medication in the previous 24 months), while individuals with diagnosed ASD are barred entirely (Office of the Under Secretary of Defense for Personnel and Readiness [OUSD(P&R)], 2018). Although there is an option for people diagnosed with ASD to be granted a medical waiver, these are considered on a case-by-case basis (OUSD(P&R), 2018), and we were unable to discover additional information about this process. That being said, there are opportunities for neurodivergent Service members, as well as existing cases of Service members with these diagnoses in the U.S. Military. A piece published by the U.S. Air Force (Davis, 2021) highlighted Master Sgt. Shale Norwitz, who attributed his ability to navigate crises successfully to both his military training and his ASD diagnosis. The article states, “According to the U.S. Air Force Medical Standards Directory, ASD is not disqualifying for continued military service unless it is currently – or has a history of – compromising military duty or training” (Davis, 2021). Although this information seems to contradict the Department of Defense (DoD) manual on medical standards for military service (OUSD(P&R), 2018), the article does prove that there are Service members with ASD who use their unique skills and abilities to keep us safe. Inclusion Within the Israel Defense Forces Although we couldn’t readily find information on inclusive programs for neurodivergent Service members within the U.S. Military, we did find an Israel Defense Forces (IDF) program called Roim Rachok. The program is geared toward adults with ASD who wish to serve in the military and/or integrate into the job market (Kushner, 2019). Roim Rachok allows Service members to participate in three months of professional and work training. This is followed by an assignment to an IDF unit for additional experience, after which recruits can volunteer with the IDF (Kushner, 2019). Programs like Roim Rachok are a good foundation for U.S. Military policymakers to begin thinking of ways to create inclusive programs within the U.S. Military. A Call To Action Although we came up empty-handed in our search for information on neurodivergent Service members, the lack of knowledge doesn’t necessarily suggest a problem. Rather, it’s an opportunity for improvement. Having identified military medical standards’ lack of consistency, we now have a greater understanding of the challenges that neurodivergent community members face from our armed forces. So, where do we go from here? To start, it’s okay to ask questions of those who have shared their neurodivergent status, to gain awareness and understanding of these underrepresented groups. You might ask, “What has your experience been like?” or “What is something I can do to help make things easier for you?” You can also increase accessibility and inclusion within your community by advocating for inclusive language policies at your town hall or in the organizations with which you are involved (e.g., church communities, volunteer groups). Service members and their families can reach out to their superiors to for information on diversity and inclusion training; they can also connect with branch-specific family readiness groups to see how those groups approach diversity and inclusion. By doing so, we can extend the strength of our forces ¬– and our nation – past the neurotypical frame of mind.
FAMILY SCIENCE 101: WHAT IT IS AND WHY IT MATTERS
Family Science 101: What It Is and Why It Matters By: Allison Tidwell Science refers to the systematic pursuit of knowledge related to phenomena of interest through observation, theoretical explanation, and experimentation. Although many people may think about the physical sciences (e.g., biology, chemistry) when they hear the term, science is applied in a wide variety of fields related to the human experience as well. Family science is one such discipline. Despite the extensive research conducted in family science, it is an underdiscussed field by the general public. As a team comprised primarily of family scientists, Military REACH is dedicated to sharing knowledge and insight from family research that focuses specifically on military families. So, let’s review what family science is and why it matters. What is Family Science? Born in the early 1900s, family science is the discipline in which scientific principles are applied to the study of families, interpersonal relationships, and the dynamic environments in which they interact. Family science draws upon many other disciplines (e.g., sociology, psychology, home economics) to capture a more holistic understanding of families’ lived experiences. According to the National Council on Family Relations, a professional organization focused on family research, practice, and education, there are five distinct characteristics that make family science a unique discipline. Family science is: 1. Focused on relationships between individuals, family groups, and their environmental contexts. 2. Strengths-oriented and focused on highlighting a family’s strengths so they can be sustainable and self-sufficient. 3. Preventative when addressing family issues by examining healthy family functioning. 4. Translation of research findings to practical applications. 5. Evidence-based through rigorous scientific research. The field of family science covers a wide variety of family-related topics. Some examples include: • Parenting and parent-child relationships • Romantic relationships and marriage • Human development • Early childhood care and education • Mental health, physical health, and well-being • Stressful life events, such as divorce or adverse childhood experiences • Military family functioning • Individual and family resilience Who are Family Scientists? Family scientists work to better understand family experiences and promote individual and family well-being. These scientists play a key role in furthering our knowledge of family related issues through observation and experimentation, but not every family scientist works in research. Family scientists also include those professionals who apply evidence-based interventions or counseling to families, educate family practitioners, and inform social policies. Examples of professional fields which stem from family science include family life education, marriage and family therapy, social work, family life coaching, and family policymaking. As mentioned before, Military REACH is a specific example of the work family scientists do, as most of our team is comprised of family scientists. Why does family science matter? As with any science, it is necessary to put what is learned into practice (Does this sound familiar? Putting research into practice is one of the main goals of Military REACH!). Family science research provides detailed insight into family adversities, risks, and protective factors related to these adversities, and how interactions between family members and their environmental context affect their well-being. This insight is particularly valuable to informing both practice and policy: Informing Practice • For helping professionals, family science research is used to develop and evaluate family services and programming. Evidence-based services or programs (i.e., those which are supported by research) are preferred when working with families because there is research to support their effectiveness in addressing the issue or concern. Further, once a program has been developed, studies can evaluate the efficacy of the program in achieving its targeted goals. If those goals are not met, helping professionals may then identify how to revise the program to better serve families. • Beyond program evaluation, research can also identify potential risk and protective factors for certain populations. Family scientists can then account for potential risk or protective factors to properly adapt the delivery of services to the unique needs of an individual or family. When reviewing and evaluating military family research publications, the Military REACH team identifies and encourages opportunities to incorporate key findings into family practice. Informing Policy • Scientific evidence is also valuable in the development, reform, and implementation of family-related policies at the local, state, and federal levels. When policymakers are informed about key family issues and family processes, they can better create policy solutions that address the needs of those most affected by the issue. Further, research on the effectiveness of a policy to solve an issue may indicate whether policy reform is required. Not all researchers provide in-depth policy recommendations related to their findings, so Military REACH and other mediating organizations identify and advocate for evidence-based family policy development and reform. Family science, although unfamiliar to some, offers valuable contributions to the livelihood and well-being of individuals and families. This field is continuously expanding our understanding of family experiences and will continue to inform how interventions and policies may best mitigate risks and bolster family strengths. To learn more about family science and key research topics in the field, you can visit the website of the National Council on Family Relations. References National Council on Family Relations (2021). About family science. https://www.ncfr.org/about/what-family-science National Council on Family Relations (2021). Key terms of family science identity. https://www.ncfr.org/about/what-family-science/key-terms National Council on Family Relations (2021). More about family science: History & name. https://www.ncfr.org/about/what-family-science/history-name#History Formatting Notes: *Okay, I’m no formatting goddess so I’m not sure this will be feasible, but I would love to have a section/column on one side of the page that has quotes from what family science means and why it matters from family scientists ourselves! The contents would include: Family scientists’ perspectives on the importance of family science research: “Family science is the study of people from conception to death – learning, researching, and understanding humans physically, mentally, emotionally, spiritually, and developmentally. It is so important because we all either (a) are a part of a family, and understanding our family members is important for cohesion and growth, or (b) if we do not identify as having a family, most people do work or interact with people who are part of a family. Therefore, understanding people, how they interact, why they do what they do, and most importantly what constructs/characteristics help us to be most successful and adaptive in life is important.– Haley S. “Family science is important because it is applicable to everyone; people are inherently relational and family science explores how healthy and unhealthy relational patterns influence human well-being. It is such a practical and universal topic!” – Ben B. *Here’s an image of what I think it could look like (or at least the general vibe):
2025 Southeastern Council on Family Relations Conference
Members of the Military REACH team attended the annual Southeastern Council on Family Relations conference, the regional conference for the field of Human Development and Family Science. During the conference, we had the privilege of sharing about Military REACH and showcasing our team's work. It was a great experience where we reconnected with old friends and networked with colleagues, and one of our team members even returned home with an award. ________________________________________ Bridging the gap: Examining institutional support needs for families in adolescent mental health transitions through a qualitative lens Presenter: Sheila Sjolseth - Received the Graduate Poster Award Leveraging public use data to advance family science and policy: Steps for success Presenter: Dr. Erin Cooper
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.!
Military REACH Recognized for Contribution to Serving Military Families
This month Military REACH was recognized for their contribution to the Military and Family Readiness Foundational course. Since 2020, the team has provided briefings to newly hired Military and Family Readiness Center personnel. The aim of these briefings is to inform new personnel about the importance of making research-informed decisions for service provision. These briefings take place three times a year at Air University, Eaker Center for Leadership Development, Force Support Professional Development School, located at Maxwell Air Force Base in Montgomery, Alabama. This recognition acknowledges the team's success in providing practitioners access to high-quality research that supports their efforts in bolstering military families’ readiness and resilience. Congratulations are extended to each member of the Military REACH team for this achievement, as they have collectively educated 750 Department of the Air Force Human and Social Services professionals. Please join us in celebrating this achievement!
Team Members Receive Awards for Their Poster Presentations
This month, several Miliary REACH team members presented posters at the 2024 Outreach & Engaged Scholarship Symposium. Emily Hanson and Allison Tidwell (Human Development and Family Science PhD students) received awards in Science Communication and Outreach Efforts for their poster presentations. Lessons Learned from an International Collaboration on Veteran Family Research– Allison Tidwell and Dr. Mallory Lucier-Greer Better together: Capitalizing on the collective agency of a university-nonprofit partnership to achieve actionable solutions for military families Presenter: Emily Hanson and Dr. Mallory Lucier-Greer Advancing Family Resilience through Community-Based Mental Health Center Policies: Facilitating Conversations and Breaking Boundaries Presenter: Sheila Sjolseth and Dr. Mallory Lucier-Greer
Allison Tidwell Receives the Master’s Thesis Award
Allison received the Master's Thesis Award from Auburn University for her exceptional and well-executed master's thesis. This award is presented to 6 graduate students at Auburn, and this year 3 of the 6 students were from Human Development and Family Science. Learn more about Allison's thesis here. Allison is a PhD student in Human Development and Family Science. In addition to other assistantships, she is a Graduate Research Assistant for Military REACH and creates research summaries on the well-being of military families and assists on research reports for the Department of Defense.
Sheila Sjolseth ‘Sallie Mae Fund Bridging the Dream Scholarship’ Recipient
Congratulations to SheilaSjolseth for receiving the SallieMae Fund Bridging the Dream Scholarship! This scholarship is awarded to 10 graduate students across the nation who display incredible leadership abilities and have a clear plan for how they will advance social justice within their field. Sheila is a PhD student in Human Development and Family Science. Among many things, she is a Graduate Research Assistant for Military REACH and assists with completing research summaries on the well-being of military families and research reports for the Department of Defense.
HALEY SHERMAN: CINDY WINTER SCHOLARSHIP AWARD RECIPIENT
Congratulations to Haley Sherman who received the Cindy Winter Scholarship Award! This award honors leadership excellence within the National Council on Family Relations (NCFR) and the overall discipline of family science. Haley was selected as the award winner because of her exceptional leadership, specifically during her time as an undergraduate student and during her graduate career. During her undergraduate program, Haley: Was on the president’s and dean’s list several times Received honors from the National Society of Collegiate Scholars and university awards for academic competence Was inducted into a leadership society called the Seminole Torchbearers Launched the Family and Child Sciences Club in her department: This required petitioning her department, the college, and Student Affairs to create a Family Science professional development organization, and then recruiting students and following the required steps to establish a Registered Student Organization During her master’s degree program, Haley: Developed 5 community-facing articles focused on translating Family Science into tangible takeaways for the Extension community, military policymakers, and families in transition Co-created 6 regional and national research-focused presentations Completed a multi-study thesis focused on the intersections of stress, coping mechanisms, and well-being Became a Certified Family Life Educator Became a member of the AU HDFS Graduate Student Organization Joined NCFR and assumed leadership roles in the department, the university, and the profession: In the department, she served as secretary of the Graduate Student Organization At the university-level, she served as a mentor for first year graduate students and was recognized for her accomplishments via the Graduate First-Year Experience Mentor Award Regarding the profession, Haley was appointed the Graduate Student Advisor for the regional NCFR affiliate, the Southeastern Council on Family Relations (SECFR) During her doctoral degree program, Haley has… Contributed to 2 grant proposals submitted (one funded!) 4 peer-reviewed publications (2 as first author and several more in the pipeline) 18 research-based presentations to include 5 at NCFR and 4 at SECFR (11 as first author) Continued investing in others and the HDFS discipline. She: Serves as a mentor for the university for the first-year graduate students (and she won another mentoring award!) Served as secretary then treasurer of the Graduate Student Organization Mentored an HDFS undergraduate research fellow throughout their research process (from proposal development to publication), and her mentee even had the chance to present at a national conference! Haley Sherman is an exceptional student and professional. She has a drive to develop sound scholarship and has a focus on leadership, engagement, and outreach to equip communities with research-based solutions. As an emerging scholar, she understands that being part of a discipline, especially Family Science, is seen as a give-and-take relationship – such that she learns from others as they invest in her and her future, and in turn, she invests in others as they learn from her. Haley is a fourth-year doctoral candidate in Human Development and Family Science. Among many things, she is a Graduate Research Assistant for Military REACH and assists with completing research summaries on the well-being of military families and research reports for the Department of Defense.
COLLEGE OF HUMAN SCIENCES RESEARCH SYMPOSIUM
Several Military REACH students presented at the Auburn University College of Human Sciences Research Symposium. From left to right: Allison Tidwell and Brianna Gordon: Poster titled "Choosing helping hands: Examining patterns of help-seeking from mental healthcare providers among soldiers experiencing stress" Using data from 9,236 Soldiers who participated in the Army Study to Assess Risk and Resilience in Servicemembers, the current study describes patterns of past-year help-seeking from mental healthcare providers among active-duty Soldiers. Findings inform efforts to increase mental healthcare utilization by understanding who Soldiers turn to when experiencing stress. Haley Sherman: Presentation titled "Examining the dimensionality of a Combat Experiences Scale and examining if religion/spirituality buffers the impact combat exposure has on mental health symptoms" Through the lens of religious coping theory, the aims of this study were multifaceted. First, the dimensionality of a Combat Experiences Scale, the measure used in the Army STARRS dataset, was examined among a sample of 13,155 Soldiers. Next the direct effects of combat exposure on anxiety and depressive symptoms were examined. Then, a Latent Profile Analysis (LPA) was conducted to examine whether different groups of Soldiers emerged based on indicators of religiosity, spirituality, and religious attendance. The final analysis examined if the LPA groups moderated the relationship between combat exposure and the mental health symptoms. Sheila Sjolseth: Poster titled "Back-off pressuring schools: A systemwide structure to meet the child mental health crisis" School-based mental health (SBMH) programming intends to increase mental health services; however, the current structure cannot meet the rising need. This analysis reviewed the empirical literature on SBMH programming, COVID-19 stressors, and child mental health policies. Results call for a multi-tiered system, informed by experts across disciplines, and served by multi-sectors of the community. Continue reading to learn more about the other research presented at the symposium: http://humsci.auburn.edu/research/grs_abstracts_2023.php
ALLISON TIDWELL SUCCESSFULLY DEFENDS HER THESIS
It’s a time to celebrate! Allison Tidwell, Graduate Research Assistant for Military REACH, recently defended her master’s thesis. For the past two years, she’s completed coursework towards her master’s degree in Human Development and Family Science, and for the last year, she has been working on her thesis titled: Should I stay or should I go? An examination of the effects of work and family factors on active duty and National Guard and Reserve service members’ military career intentions. Using data from the All Army Study component of the Army Study to Assess Risk and Resilience in Service members (Army STARRS AAS), the purpose of Allison’s study was to explore how work-related factors, family-related factors, and mental health contribute to a Service members’ intentions to stay in or leave the military, and whether the contributions of these factors differed between active-duty and National Guard or Reserve personnel. The Department of Defense sets annual retention goals to retain a highly-trained, ready defense force. To achieve these retention goals, it is important to examine what factors contribute to Service members intentions to stay in or leave the military. Given the differences in monthly time commitment to military duties between full-time, active-duty Service members and part-time, National Guard or Reserve Service members, factors contributing to career intentions may differ between these two groups. Overall, this study has several implications for promoting retention among Service members: Unit leaders and subordinates can work to create more supportive work environments and policies that help Service members balance their work and family obligations (e.g., shorter deployments, maternity and paternity leave, remote work opportunities) Unit leaders can be trained to recognize signs of declining mental health and refer their unit members to appropriate health care resources. Importantly, while some work-related factors and family-related factors were stronger indicators of mental health and military career intentions for active-duty or National Guard or Reserve personnel, these factors still remained important for career intentions across both groups. This finding suggests limited differences in how Service members’ perceptions of their work environment, family life, and mental health contribute to intentions to remain and intentions to leave based on active-duty or National Guard or Reserve status. Allison is graduating with her master’s degree in Human Development and Family Science this fall. This spring, she will continue studying military families while working towards her Ph.D. in Human Development and Family Science.
DR. DAVINA QUICHOCHO DEFENDS HER DISSERTATION
Dr. Davina Quichocho (pronounced Key-chu-chu) has served as a Military REACH Graduate Research Assistant (GRA) since fall 2019. She’s been a vital member of our team, and her experiences as a military child allowed her to bring a unique perspective to our meetings, discussions, and products. The primary tasks she worked on for Military REACH were Translating Research Into Action (TRIP) Reports, Research Reports, and Research In Action articles. During her time with our team, she was also a core member of the TRIP Efficacy Study team and a mentor to our other students. Dr. Quichocho recently defended her dissertation titled, “Translating and Applying Recent Research on Military Family Life: A Preliminary Examination of the Efficacy of Mobile-Application-Based Professional Development for Military Human and Family Service Professionals,” and she accepted a faculty position at Purdue University in their Human Development and Family Studies Department. We connected with her to reflect on her time as a GRA with Military REACH and to learn more about her experiences: 1. What advice can you share with future students when selecting a major professor? Find a good research match for yourself, because a Ph.D. degree almost always involves participation in research. It is important to look at a professor’s academic resume and to make sure they are studying something that interests you because you will likely have to write a dissertation on the subject. Learn about their mentorship style. There are some people who go into a Ph.D. program who know how to manage their time well and like creating their own goals, so they may only need to meet with their professor once a month to stay on track. I do much better meeting more regularly. Dr. Greer and I have a standing appointment every week, and at the end of every meeting, we create actionable next steps. In between those meetings, I can send her an email regarding my progress, and she always responds quickly. Learn where your potential professor is in their career. Will they be going on a sabbatical in the next few years? Will that throw off your plans if they do that? Finances are also something to consider. If the professor you want to work with does not have the funding to support you in the program, it is crucial to know whether that is a deal-breaker for you or not. 2. What skills were you able to hone during your assistantship? There are many skills I have been able to hone… I learned how to work on a multidisciplinary team where everyone has different knowledge and skillsets. I have always been interested in studying military families, but some of the other Graduate Research Assistants are researching related topics that I do not know much about, so I learned to work well with others despite differences we may have in varying areas. I learned to give constructive feedback in a supportive way because the last thing you want to do is demoralize your teammates. I learned how to critique research intelligently. When you first start critiquing research it is easy to only look for what is being done wrong, but when you work with someone like Dr. Greer who regularly conducts research, she is good at looking for the effort to get to the key takeaways of the study. There is no such thing as perfect research, so being able to pull the implications from the findings is key. I have made great improvements in taking findings and translating those into implications for both families and professionals. 3. How did your role as a Graduate Research Assistant with Military REACH change over time? I followed Dr. Greer from Florida State University to Auburn University, and the Military REACH grant was something Dr. Greer achieved in the first couple of weeks of being here. She is incredible. In the beginning stages of my assistantship, much of my role was dreaming big with her about Military REACH, from the design of the TRIP Report to how we wanted the website to look and function. Website development is not my area of expertise, but one thing I love about this team is that everyone gets invited to do things they are good at, but they also get invited to challenge themselves and create a space to grow. Once we had the foundation for the website, I started to help Dr. Greer come up with our report card to score military family research articles. That was a very iterative process because research is such a mixture of science and art. Then, I began to write TRIP Reports, which is basically taking an article and summarizing the important details into two pages of information. I also helped with larger research reports by browsing the literature for pieces that could be useful in writing these reports. Later in my graduate years, I helped with the work of the TRIP Efficacy Study to test the effectiveness of our products on the Military REACH website. The study was geared toward helping professionals, and we sent them various TRIP Reports, they viewed them in an app and then completed different surveys throughout the duration of the study. Finally, I moved from writing TRIP reports to helping review them for accuracy and conciseness. I enjoyed that because I read the great work from the students and went in to polish it up. I brought fresh eyes to the report, and I brought my experience and skills because I have written about 50 TRIP reports! 4. What’s been your favorite project to assist on with Military REACH? I really enjoyed the TRIP Efficacy Study. It was so well organized and executed by our research team. I got to see first-hand how our research question turned into a study and then finally saw the answers to our question. I am fortunate to have gotten to see the project through from start to finish because some studies take decades to complete like Army STARRS; it was a very rewarding experience. 5. When you first started researching military families did anything surprise you, especially since you grew up in a military family? Looking at the research done for military families helped me reflect on my previous experiences. Something that has come up several different times is that the mental health of the civilian spouse in a military family is so important for the well-being of the whole family. Reading into this made me grow a deeper appreciation for my mom, she was my civilian parent. She was coping well with the stressors of military life which enabled our family to build resiliency. This was not surprising to read, but it gave me a wider perspective and greater appreciation for my mom. 6. Congratulations on your new faculty role at Purdue University! What will this role entail? I will be a Clinical Professor in the Human Development and Family Studies program at Purdue University with a heavy focus on teaching. Being able to teach is what I am most excited about because the courses will be focused on application. I really enjoy thinking about implications and how you apply knowledge, so teaching in that realm will enable me to further build that skill. For instance, I will be teaching a course there that is called “Skills for Helping Professionals” where students will be learning things like making empathetic statements, validating clients, and identifying needs. All those things relate directly to writing implications for TRIP reports. The goal of mentoring students is to provide them with the skills and tools so they can excel in their future careers. Dr. Quichocho has been an asset to our team, and we will miss her positive energy around the lab, but we are proud of her accomplishments, and her future students are in the best of hands!
DR. NICK FRYE-COX ACCEPTS FACULTY POSITION
Dr. Nick Frye-Cox has worked with Military REACH as a Post-Doctoral Fellow since August 2019. During his time with Military REACH, Dr. Frye-Cox has been an incredible asset. His primary roles have been reviewing Translating Research Into Practice (TRIP) Reports and leading efforts on research reports requested by the Department of Defense. He has also mentored countless students and staff members, making them more knowledgeable about research and how to convey it accurately and concisely. The goal of a Post-Doctoral Fellow in a university setting is to become equipped with the tools and skills that will allow them to launch into an academic career. That’s exactly what Dr. Frye-Cox has done! He recently accepted a faculty position in the Department of Human Sciences and Design at Baylor University in Waco, Texas where he will serve as a professor with many roles to fulfill (e.g., teaching, conducting research). Our team connected with Dr. Frye-Cox to reflect on his time with the project and to learn more about his new career. Continue reading to learn more about his role on our project and what his experience has been. 1. What skills did you bring to the table to fulfill your role with Military REACH, and what skills did you hone during your experience? Before starting my fellowship, I was good at doing basic research that was not applied to people. Research is usually only read by other researchers – and that’s important, but I wanted to use the gifts God has blessed me with to conduct research so it can be applied and help others. REACH has helped me hone my ability to translate research in a way that everyone can understand the key findings and implications. I knew how to do the statistics and measurements, but there is also a mentoring component to research; can I teach graduate and even undergraduate students how to conduct research in a way that they will understand it? It takes a different skill set to teach students at varying levels of academia, and, during my time working with REACH, I have had many opportunities to practice my teaching skills. Reviewing TRIP reports lent me a platform to learn how to give feedback in an encouraging way. 2. What does it mean to be a Post-Doctoral Fellow for Military REACH? What are your different tasks? Since I first got here, I always told Dr. Lucier-Greer, REACH Project Director, and Dr. O’Neal, REACH Co-Investigator, that my job is to make their lives easier. I have gotten to work on a lot of different projects during my time here: I have reviewed TRIP reports, led the efforts on research reports (e.g., delegating tasks, ensuring deadlines were met), worked with graduate and undergraduate students in a mentorship capacity, and so much more. 3. You’ve led several research reports and have reviewed hundreds of TRIP reports. What topics have interested you the most and why? Topics about couples, mental health, and emotion regulation always stand out to me. It is interesting to look at how a person chooses to identify, process, and express their emotions and how it affects their relationships. I have always been interested in studying relationships and the different factors that affect their quality. It is one of my main focuses in research. 4. Regarding military family science, what topics do you think need more research to improve/strengthen the knowledge base? Often when I examine studies on the military, researchers do not have a detailed explanation as to why they are conducting their study when a similar research topic has been conducted among civilians. For example, “Adverse Childhood Experiences (ACEs) are more common in veterans, and that is why we are going to do more research on this population.” That is not a very detailed reason why ACEs are more common in veterans. We also need to look at military families through more of a strength-based lens. Military families do face stressors that are unique to them, but they also have many protective and resilience factors that can help them navigate these obstacles. Also, I think that we should research military families to get a better picture of how military life affects the family as a unit, and how each stressor impacts every member differently. 5. What advice would you give to someone interested in becoming a Post-Doctoral Fellow in family science? 1) Find a topic you are interested in and look for programs that are related to that topic. If you are interested in military family research, it is important to remember that military families are families first, but they also experience unique stressors. If you have an interest in those unique stressors, then studying military families might be a good idea. 2) You must be comfortable with the people you will be working with, so go where you feel supported and where your team won’t let you fail. I found that support at Auburn. I am also getting that at Baylor. Being a faculty member can be a lot of work, but I know that I have the support from the faculty at Baylor, and they will help me in any way that they can. It is a great feeling knowing that the people surrounding you have your back. 3) Collaboration is key in research. The best ideas come from collaboration and a good working environment. Dr. Lucier-Greer has taught me the importance of forming good relationships. The work being done is the most important thing, but if people want to work with you, things will come a lot easier. In the REACH lab, we are all so comfortable with each other that it makes doing projects together so much better. 6. You accepted a faculty member at Baylor University. Can you share what this role will entail, and what are you most excited about? I am going to be an Assistant Professor focusing heavily on research, and I will be teaching a few classes as well. I am excited to move to a bigger city and start something new. I will get to take all the knowledge that Dr. Lucier-Greer and Dr. O’Neal have given me and use it to start my own projects and pay their hard work forward. I want to continue working on research projects to support military families, but it will just be in a different place. Dr. Frye-Cox has been a dedicated member of the Military REACH team, and we have always known he was going to excel and do incredible things – both while serving REACH and after his time with us. We are over-the-moon excited for him and his family, but we must say that Baylor’s gain is certainly our loss!
ALLISON TIDWELL, AWARD WINNING STUDENT
Congratulations to Allison Tidwell, Military REACH Graduate Research Assistant! This month she was awarded the Best Poster Presentation for the College of Human Sciences at the Auburn University Student Research Symposium for her research titled, “In it for the long haul: Preliminary analyses of work- and family-related factors as predictors of service members’ intentions to remain in the military”. The purpose of her study was to explore how work and family-factors influence a Service members' intentions to stay in the military beyond their service commitment. Service members reported on unit cohesion, met expectations, morale, work-family balance, and romantic relationship quality as factors that influence their intentions to stay or leave the military. The findings showed that work-family balance both directly and indirectly contributed to the service member’s intentions to stay or leave through morale. Similarly, met expectations and unit cohesion indirectly contributed to intentions to stay or leave through morale. Overall, this study highlights opportunities for policy and programming to address work-family balance and morale to increase Service member retention. Allison is a second-year master’s student in Human Development and Family Science. She assists the Military REACH team with completing research summaries on the well-being of military families and research reports for the Department of Defense.