New program incentivizes recruiting excellence

By Capt. Memory StricklandJanuary 19, 2023

During a time of significant recruiting challenges, the U.S. Army has implemented a new program to recognize recruiting noncommissioned officers who not only meet but, exceed the mission in light of the challenges they are experiencing. (U.S. Army photo by Lara Poirrier)
During a time of significant recruiting challenges, the U.S. Army has implemented a new program to recognize recruiting noncommissioned officers who not only meet but, exceed the mission in light of the challenges they are experiencing. (U.S. Army photo by Lara Poirrier)
(Photo Credit: Lara Poirrier)
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FORT KNOX, Ky. – During a time of significant recruiting challenges, the U.S. Army has implemented a new program to recognize recruiting noncommissioned officers who not only meet but, exceed the mission in light of the challenges they are experiencing.

The Recruiter Production Incentive – Assignment Incentive Pay program incentivizes recruiters to continue seeking quality talent needed to fill the Army’s ranks by acknowledging recruiters for each contract written that exceeds their mandatory mission, based on the quality category of their recruits.

“Really, it’s about taking care of our people,” Maj. Gen. Johnny Davis, USAREC Commanding General said. “We must take care of the recruiting superstars who continuously go above and beyond, regardless of how challenging the recruiting environment becomes.

Davis said the recruiting mission is absolutely critical to ensuring the Army has the personnel needed to maintain our Army’s readiness in support of our country’s national defense, which is why recognizing the importance of the work the Army’s recruiting force accomplishes is necessary.

“This initiative is a game changer, to incentivize our recruiting NCOs who go above and beyond the mission requirements,” Command Sgt. Maj. John Foley, USAREC Command Sergeant Major said.

While USAREC seeks to increase its number of recruits, Davis said the goal is to focus on recruiting quality candidates. This is why the RPI – AIP program provides incentives to recruiters who enlist applicants who meet enlistment criteria based on their Future Soldiers’ Armed Forces Qualification Test.

Sgt. 1st Class Christopher Rivera, a recruiting NCO with USAREC, says this program will be successful. “I believe it will give back to the NCOs who give the most!”

The AFQT is a portion of an aptitude test all military applicants take to help determine their eligibility for service and which military occupations for which they’re best suited. Individuals who score in the 50th percentile or higher are considered ‘Category I-IIIA’ candidates. Applicants who score between the 31st and 49th percentile are ‘Category IIIB’.

“Our teammates who are out there working hard every day don’t do it for the recognition. They do it because they care about the mission,” Davis said. “I’m always looking for ways to recognize the superstars on our team who are absolutely crushing it and I’m excited to see this program underway. It demonstrates how much our Army appreciates the work our recruiters do, and that our Army Senior Leaders are all in supporting this critical mission.”