LEGISLATIVE ISSUES

ADVOCACY  

ROA is the nation’s leading advocate for members of the Reserve Components, their families, and veterans of the Reserve force. Reserve service members face the unique burdens of balancing civilian and military commitments. Too often, the Reserve force is treated as an afterthought in law and policy, in modernization, training, use, and funding, and in benefits.  America’s citizen-warriors deserve a dedicated voice in creating government policy. ROA provides that voice.

Annually, MOROA produces a list of "Issues and Concerns"...topics that are considered to be critical to the success of the reserve components and the individual Reservist/Guard member. That list is used in our regular communication to and visits with key policy makers and elected officials.

The current list of "Issues and Concerns" is printed below and is also included in the MOROA 2023 Biennial Report To Congress for the 119th Congressional session. 

The RTC also contains a listing of ROA points regarding the National Defense Policy Portfolio, Resolutions for Reserve Component Funding and the Legislative List proposed to the 119th Congress.

As the 119th Congress begins, the members of the Reserve Organization of America, Department of Missouri, call to the attention of the members of Congress several issues and concerns to ensure our nation continues to have a strong defense force. Nearly 50% of the total United States defense force is composed of members of the Guard and Reserve and it is essential we keep these individuals motivated to serve. Over the next year we recommend support of these items to enhance recruiting and retention:

1. MILITARY PERSONNEL ACCOUNT-BIENNIAL FUNDING-It appears the military personnel ac-count has gone back to being funded on an annual basis, resulting in several problems for the service and service members. The problems are complicated when Continuing Appropriations are passed instead of Budget Appropri-ations. It is not uncommon for a budget to be delayed 3-6 months or longer. Accordingly, the military services are often required to cancel or reschedule unit training, annual training, etc. This could impact a member's retirement eligibility, family and employer relations and cause an increase in resignations. By funding military appropriations through a biennial account, the personnel and funding problems associated with a continuing resolution and government shutdown could be eliminated.

RECOMMENDATION

MOROA urges Congress to return the Military Personnel Account (MILPERS) as a biennial fund so service members will not experience disruption in service.

2. CONTINUE TO PROVIDE SUFFICIENT APPROPRIATIONS FOR PLANNED INCREASES IN NAVY SHIPBUILDING-During the last few years congressional and naval leaders have indicated support to increase the number of Navy ships. Over the last three decades the number of Navy ships has decreased from 335 to 242. The current long-term naval strategy indicates a need to build to a level of 335-350 ships. The operational tempo created by today's foreign policy directives continues to accelerate, thereby mandating increased time at sea, maintenance costs, etc. In addition to the critical need for ships for national defense/policy issues, a fleet of sufficient size is also critical to the continued health of our national economy by ensuring that sea lanes around the world remain open for commerce.

RECOMMENDATION

We urge Congress to provide timely appropriations along with the authorizations to increase our Navy fleet size to 335-350 ships, as recommended by our military leaders.

3. RECRUITING AND RETENTION IN THE RESERVE COMPONENTS- With the transition of the Reserve to an operational force, recruitment and retention of trained/qualified individuals has become paramount to National Security. The demands placed upon today’s reservist often conflict with civilian employment, personal demands of family and disparities between civilian and military benefits...often leading to first term and mid-career members choosing to leave the service. MOROA believes that the recruitment/retention of Reserve personnel will be of grave concern over the next 3-5 years. In addition, projected retirements in the next five years compound the problem. With this in perspective, we feel that our elected officials and military leadership need to retool our ability to maintain a strong force structure without lowering career standards to join.

RECOMMENDATION

In the near term, initiate shorter contracts with larger bonus/incentive packages (e.g., 2 or 3-year contracts for $25-40k). Incentives of this type will allow recruiters to attract new recruits as well as enable leadership to entice a 6–8-year veteran over the “hump” that is half-way to retirement at the 10-year mark. With officers facing an initial 8-year obligation, a similar concept should be employed to make an additional 3–4-year commitment reasonable.