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This card is designed to give the unit commander and ADURNCO a schedule to conduct interviews. It is a historical record of a soldier's thoughts on the unit and his intent to make the National Guard a career choice. At each interview, the commander or ADURNCO should determine whether or not the Guard and the unit are addressing the soldier's needs and aspirations. It is extremely important to clearly express these thoughts and concerns on the card. This is because the soldier could spend years in the same unit while the commander and ADURNCO (the interviewers) will rotate. Additionally, the interviewers must identify and attempt to correct or provide solutions to concerns identified in the interviews, before the issues become problems.

The instructions are clear on the card. It is important for the ADURNCO to establish a suspense file to track the soldier interviews. Each ADURNCO will maintain a standard file box to hold the cards and the suspense system. The interview schedule drives the suspense system, not the ETS. Each ADURNCO must establish an index to help maintain organization. An ETS, or some other form of roster, may help facilitate this need. Commanders must direct company or battalion administrative support soldiers to provide the ADURNCO with current and continuously updated rosters for ADURNCO use.

The schedule is aligned with dates research has confirmed are critical career phases. Historical data has proven that we re-enlist 85 percent of soldiers completing their first tour of duty. However, 80 percent of our soldiers never reach their first ETS. The interview dates are designed to provide the interviewers a dialogue with the soldier at critical timeframes. Commanders may choose and are strongly encouraged to conduct all interviews. This will give the unit soldier quality one-on-one time with the commander during critical phases in his career. In any case, follow the schedule as depicted on the card (see Figure 4-1).

The first interview will properly welcome a new soldier to the NJARNG. The ADURNCO will confirm that the commander or 1SG have appointed a sponsor and will write this down on the card and the NJDMAVA Form 1315-4-R. The ADURNCO will show the new soldier the Features and Benefits Binder. If the soldier attends IET prior to coming to his first drill, ensure this process resumes upon his return.

The unit commander will conduct the second interview. He must explore the new soldier's career goals and identify anything he or his staff can do to make them a reality. If the soldier attends IET prior to this interview occurring, ensure the process resumes upon his return.

One year from the commander's interview, the ADURNCO (or commander) will conduct the third interview. The interview must identify any issues the soldier would like someone to address. The ADURNCO must use good judgment and help the soldier to resolve anything that may be bothering him. It is important to document and resolve issues to establish credibility that we care about our soldiers (use a tool such as the "Soldier Action Request" in Appendix C).

Two years from the commander's interview, again, the ADURNCO (or commander) will conduct the fourth interview. This is historically the time that we lose most first-term soldiers because they are not getting what they expected when they signed up. It is absolutely critical to identify any issues the soldier would like someone to address. The ADURNCO must use good judgment and help the soldier to resolve anything that may be bothering him. It is important to document and resolve issues to establish credibility that we care about our soldiers (again, use the "Soldier Action Request" in Appendix C).

The commander or ADURNCO will use the last two scheduled interviews to re-enlist the soldier at ETS.

When a soldier has re-enlisted, start this process over again as per the instructions on the card. If the soldier is an E5 (SGT) or below, staple the original NJDMAVA Form 1315 card to the new one and place them both back into the ADURNCO's suspense system.

If a soldier leaves one NJARNG unit for another, a FTSF soldier or the ADURNCO must ensure that the new unit gets the soldier's current NJDMAVA Form 1315 card from the originating unit.

The ADURNCO must prod his commander (be a thorn in his side) to conduct the interviews as scheduled. He must also identify soldier concerns, challenges or problems by having the appropriate person resolve whatever issue the soldier has identified. Use the "Where to go to find an answer to your question matrix" (see Appendix D). The example matrix identifies who the ADURNCO or FLL should see, in a logical, numbered order, to resolve an issue. Units should use a system such as this so that if a FLL does not get "customer satisfaction" from the first point of contact (POC), he can go to the second, and so on. The ADURNCO must have the courage to tactfully force the chain of command to take care of our soldiers.

You will conduct your scheduled interviews. You will document the conversation clearly so that your successor(s) has (have) a valid soldier history. You will use and heed the advice of the 1SG, FLLs and the ADURNCO who, probably know, better than you, the attitudes and feelings of the unit soldiers. You will resolve soldier issues and concerns by following up on the problems a soldier presents to you in the interview.

Chapter 3: Soldier Sponsorship

Chapter 5: Attendance Improvement