ANNISTON ARMY DEPOT, Ala. -- Depot Commander Col. Brent Bolander began his March 4 town hall conveying appreciation to the workforce for their hard work and dedication to meet the mission.
"You continue to produce and meet standards across the board," he said. "Whether it is return-to-stock programs, ABV, M1, Stryker, M9ACE, M113s, etc. -- across the board, you continue to do what we ask of you."
He continued to express gratitude for employees' giving spirit during Christmas Cheer, the Combined Federal Campaign and the Wounded Warrior Hunt.
"If you look across organizations and see how units participate in CFC, you lead the way," he said. "This says a lot about you, your character and your willingness to support others, which is what CFC is all about."
The town hall, held with an audience at the depot's training building in the Nichols Industrial Center, was broadcast live throughout the installation on closed circuit television stations and covered the topics of the depot's workforce and workload, the Group Award Program, the Sexual Harassment/Assault Response and Prevention program and suicide prevention.
WORKFORCE AND WORKLOAD
At the beginning of October 2014, the depot's on-board strength consisted of 1,388 permanent employees and 185 temporary employees. The workload for fiscal year 2015 was projected to be 2.81 million direct labor hours and the workload projection for FY16 was 2.15 million direct labor hours.
Since then, the projected FY15 workload has declined to 2.5 million direct labor hours and FY16 has declined to approximately two million.
As a result, last month, the depot released 144 temporary employees.
The commander told the remaining temporary and term employees the depot leadership is continuously monitoring the installation's workload.
"Our workload is very volatile right now and it's going to be over the next year and a half," said Bolander. "As we continue to look at workload and understand our funding, we are constantly altering our workload to meet our requirements.
When temporary employees are identified to be released, it is not a simple process. There is strict guidance and protocol that must be followed.
This procedure involves our parent commands, TACOM Life Cycle Management Command and the Army Materiel Command. Additionally, congressional notification must be made.
Bolander also informed the workforce overtime will decrease.
"It will ebb and flow a bit, based on requirements," he said.
Addressing a question called in to the Public Affairs Office prior to the town hall session, the commander discussed the possibilities of a reduction in force, Voluntary Early Retirement Authority or Voluntary Separation Incentive Payment.
While he said there would not be a VERA/VSIP, he did not completely rule out additional workforce reductions, though RIFs typically require a process including notification of higher commands and authorization by Congress.
"We are still under potential sequestration," he said. "Under sequestration, there are modifications that could be made."
Bolander told the workforce the reputation they build each day with each piece of equipment provided to customers is one of the deciding factors in future workload. By meeting cost, quality and time standards regularly, ANAD earns a reputation which sets it apart from other organizations and makes the depot a more appealing partner for new programs.
"I need you to stay on your 'A' game, so the installation continues to be an easy sell," he said. "Your reputation gets out there very quickly."
GAP METRICS
The metrics for the installation's Group Award Program were outlined in the Feb. 12 issue of TRACKS. Bolander told the town hall audience the goals were attainable.
These metrics and their current status may be viewed at right.
Bolander placed an emphasis on the safety portions of the GAP, encouraging employees to utilize the safety suggestion program and follow proper safety procedures in their work areas.
"The key driver with safety is we want everyone to go home the same way they arrived," said Bolander, mentioning two injury categories -- being struck by or against items and slips, trips and falls -- as the depot's top safety issues.
The safety suggestion program is one way the commander is empowering employees to assist with safety changes in their work areas. By identifying hazards and recommending changes, employees can improve the quality of their work environment, potentially reducing injuries.
SHARP
"When it comes to SHARP, there is no place that needs to or will put up with disrespect for another human being," Bolander said.
To ensure each work area adheres to the Army's Sexual Harassment/Assault Response and Prevention policies, SHARP has been added to the Target Zero inspection team.
The commander doesn't simply want work areas to rely on the installation's SHARP coordinator to identify issues, however. He asked employees to police themselves and tell coworkers when they say or do something which could be deemed offensive.
"We still have people who don't quite get it," said Bolander. "We will continue to train on SHARP because it is important for us to learn to deal with each other in a respectable manner."
For those who feel uncomfortable speaking with the depot's SHARP coordinator about issues, the installation has an agreement with Second Chance, Inc., ensuring both male and female victim's advocates are available for the workforce.
SUICIDE PREVENTION
Bolander also covered the weighty topic of suicide prevention, highlighting the fact that sometimes individuals just need to know they are surrounded by people who care.
"Please, keep an eye out for your coworkers and, if you are one of those who feels things are overwhelming, talk to someone," said Bolander.
The depot holds Applied Suicide Intervention Skills Training periodically. The next training session is scheduled for March 18-19. Registration is available via TEDS or through the Directorate of Community and Family Activities at Ext. 3379.
Training is encouraged for supervisors, members of the Chaplain's Care Team and those who are interested in learning how to identify coworkers and family members who may be at risk for suicide.
EMPLOYEE RECOGNITION
At the close of the town hall meeting, nine employees who have 35 years of service or more were recognized. These employees were: William Ardis, Directorate of Production; Wallace Braden, DP; Lawrence Gable, DP; Danny Hammock, DP; Charles Hubbard, Directorate of Material Management; Ray Jones, DP; Stevie Norton, Directorate of Engineering and Quality; Donald Reynolds, DMM; and Pamela Robertson, Directorate of Resource Management.
Pictures can be seen in the depot's Flickr album (www.flickr/photos/101336510@N02/).
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