3 main things to keep in mind. There are 3 obstacles keeping the draft from being immediately activated. Bush is spending $28 million this year to remove all three.
1. The draft is currently 6 months work away from activation. The FY 2004 Plan, which holds Nationwide Readiness Exercises this summer and even has a sample lottery drawing and the issuance of sample medical exam orders, brings that activation time down to just 75 days by March 31, 2005. The first lottery of 20 year-olds could be June 15, 2005.
2. The SSS is filling the 10,000 empty draft board slots that have been allowed to occur over the last 20 or so years. Ted Rall says Spring 2005 is the goal for filling all vacancies. This of course is needed to activate.
3. The SSS is gearing up the Alternative Service for the first time since the draft ended in the 70s. THis is the third obstacle that must be hurdled before the whole system is up and running. The SSS is even drawing up the Standard Operating Procedure manuals that will govern and monitor Conscientious Objectors' attendance at their non-military AS jobs, specifically identifying the types of organizations that qualify in each local area for AS work. The SSS is also drawing up the MOU's, the Memo if Understanding between the AS and the CO employer, documents that can be signed that will govern the ASW (Alternative Service Worker). The AS must report to the SSS Director that the AS is ready to induct within 96 days of March 31, 2005 (July 6, 2005).
With these 3 obstacles removed, if re-elected Bush will almost certainly ask Congress on April 1, 2005 to reinstate conscription. Congress then votes on a Trigger Resolution, no new bill is needed and the DRAFT is automatically activated for June 15.
Here is the Alternative Service being reactivated in the official SSS doc,
http://www.sss.gov/perfplan_fy2004.htmlNote this is all part of a multi-year plan that ends in the draft being 75 days away and Alternative Service 96 days away from March 31, 2005.
Strategic Goal 4: Enhance the system which guarantees that each conscientious objector is properly classified, placed, and monitored.(Projected allocation for FY 2004 – $955,000)
--------------------------------------------------------------------------------
Strategic Objective 4.1: Ensure a mobilization infrastructure of 48 Alternative Service Offices and 48 Civilian Review Boards are operational within 96 days after notification of a return to induction.
How success will be measured:
Complete project plan milestones.
Readiness Exercises determine the knowledge and capability of he SDs and RFOs to activate the 48 ASOs within the first 96 days.Exercises to be held every three years.
Readiness Exercises determine the capability of the automated
Alternative Service Program System to function as required.
Strategic Performance Goals:
Develop updated Alternative Service plans and procedures.
Conduct a REX in 2002 to determine the level of knowledge in Alternative Service Program procedures of the SDs and RFOs and the ability of the CRB Members to review Alternative Service Worker (ASW) claims.
FY 1999 Annual Performance Goal:
Complete 50% of the development of the revised Alternative Service plans and procedures.
Results: Seventy-five percent of the development was
completed.
FY 2000 Annual Performance Goal:
Complete 75% of the development of the revised Alternative Service plans and procedures.
Results: One hundred percent of the development of the revised Alternative Service plans and procedures was completed.
FY 2001 Annual Performance Goal:
Develop and conduct an Alternative Service Program Prototype Exercise to validate incidents and procedures for the REX to be held in 2002.
Results: The Alternative Service Program (ASP) Prototype Exercise was developed and tested. The results were used in the development of the FY 2002 REX.
FY 2002 Annual Performance Goals:
Develop and conduct an Alternative Service Program portion of the REX.
Results: The ASP portion of nationwide REX 2002 was successful.
Ensure that 95% of predefined ASP readiness objectives are attained and validated during the REX.
Results: All of the readiness objectives were met (100%).
Ensure that 90% of SDs and RFOs are capable of implementing ASPS functions and responsibilities.
Results: Ninety-five percent of the SDs and RFOs are capable of implementing ASPS functions and responsibilities.
FY 2003 Annual Performance Goal:
Redefine Alternative Service policies and procedures based on the results of the FY 2002 REX.
Baseline:
Twenty-five percent of the development of revised Alternative Service plans and procedures completed as of December 1998.
Strategies:
Update and maintain the revised chapter(s) of the RIPS Manual dealing with Alternative Service.
Test the automated data system for Alternative Service and work with the Office of Information Management to make any necessary program changes or alterations.
Make any necessary refinements to the Alternative Service Plans and
policies as a result of the REX.
Strategic Objective 4.2: Develop a Standard Operating Procedure (SOP) for the Alternative Service Employer Network to specifically identify organizations and associations who can, by law, participate in the Alternative Service Program. This network will provide jobs for ASWs at the local level. Prior to activation, SSS will develop a draft MOU for use when obtaining agreements with qualified employers at the local and national level.
How success will be measured:
An SOP will be completed, coordinated, and approved for use in an authorized return to conscription.
The draft MOU will be completed, coordinated, and approved for use in an authorized return to conscription.
Strategic Performance Goals:
Develop the SOP, coordinate with the National Headquarters and obtain approval from the Director of Selective Service.
Complete a draft MOU to be used as an agreement between the SSS and other Federal and private agencies for the placing of ASWs at the local level.
FY 1999 Annual Performance Goal:
Develop 35% of the outline for the SOP to be used for identifying organizations and associations who are eligible for an Alternative Service Employer Network.
Result: Thirty-five percent of the outline completed.
FY 2000 Annual Performance Goal:
Develop 50% of the outline for the SOP to be used in identifying organizations and associations who are eligible for an Alternative Service Employer Network.
Result: Sixty percent of the outline completed.
FY 2001 Annual Performance Goal:
Develop 75% of the outline for the SOP to be used in identifying organizations and associations who are eligible for an Alternative Service Employer Network.
Result: The SOP for the Alternative Service Employee Network was completed.
FY 2002 Annual Performance Goal:
Develop 80% of the outline for the SOP to be used in identifying organizations and associations who are eligible for an Alternative Service Employer Network.
Result: Reviewed and updated the completed SOP.
FY 2003 Annual Performance Goal:
Incorporate the SOP into the Alternative Service Processing System (ASPS).
Baseline:
Sixty percent of the development of the outlines for the Alternative Service SOP, to be used in identifying organizations and associations which are eligible for an Alternative Service Employer Network, was completed during FY 2000.
Strategies:
Continue development of an Alternative Service Employer Network SOP to be completed, coordinated, and approved for use in an authorized return to conscription.
Provide resources for the development of the draft MOU between SSS and organizations and associations who qualify as employers of ASWs.
Strategic Objective 4.3: Support the Agency’s ability to implement the Alternative Service Program with the development and implementation of readiness training programs.
How success will be measured:
Meet the milestones for training assigned SDs and RFOs on the Alternative Service Program.
Achieve training assessment results indicating that 90% of all assigned SDs and RFOs are trained to predetermined standards.
Maintain 90% of assigned SDs and RFOs trained.
Achieve distribution of 100% of updated State Director, Reserve Force Officer and CRB training documents to the Regions.
Strategic Performance Goals:
Develop and distribute refresher training for CRB Members.
Train 90% of assigned SDs and RFOs on Alternative Service plans, policies, and procedures.
Provide a training document that instructs the SDs and RFOs on how to train civilian new hires.
FY 1999 Annual Performance Goal:
Provide self-study Continuation Training to assigned CRB Members.
Results: Sufficient copies of the self-study Continuation Training package were distributed to the Regions for dissemination to CRB Members.
FY 2000 Annual Performance Goal:
Provide self-study Continuation Training to assigned CRB Members.
Results: Training was provided to 100% of assigned CRB Members.
FY 2001 Annual Performance Goals:
Provide self-study Continuation Training to all assigned CRB Members.
Results: Training was provided to 100% of assigned CRB Members.
Train 90% of assigned SDs and RFOs on Alternative Service plans and procedures.
Results: Ninety-seven percent - State Directors 96% - RFOs
FY 2002 Annual Performance Goals:
Provide self-study Continuation Training to all assigned CRB
Members.
Train 90% of assigned SDs and RFOs on Alternative Service plans and procedures.
FY 2003 Annual Performance Goals:
Provide self-study Continuation Training to all assigned CRB Members.
Train 90% of assigned SDs and RFOs on Alternative Service plans and procedures.
FY 2004 Annual Performance Goals:
Train 90% of assigned SDs and RFOs on Alternative Service plans and procedures.
Baselines:
In FY 1999, a sufficient number of self-study Continuation Training Packages were distributed to the Regions for dissemination to CRB Members.
Based on Region Headquarters FY 1999 Training Reports, at least 90% of assigned SDs and RFOs were trained on Alternative Service functions and responsibilities.
Strategies:
Train SDs and RFOs on Alternative Service Program plans, policies and procedures.
Develop and distribute Alternative Service training materials for CRB Members, SDs and RFOs as outlined in Agency Directives.
Provide training materials to SDs and RFOs via the SSS Intranet and/or to the Regions for dissemination to SDs and RFOs.
Make any necessary refinements to the Alternative Service training documents based on training feedback from SDs, RFOs, and CRB Members.
Schedule RFO Certification Exams for newly-assigned RFOs and RFOs requiring re-certification.
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