The Ozark Chronicle OZARK CHAPTER — FORT LEONARD WOOD, MO www.asmconline.org April 2011 Come join us! April Luncheon 21 April 2011 1130-1300 Catered by Bandana’s BBQ Lincoln Hall Room 1672 — Guest Speaker: Crystal Boehrer American Society of Military Comptrollers I want to use my time this month to remind everyone to come out to the April Luncheon this Thursday the 21st in Lincoln Hall, room 1672. This is going to be our biggest luncheon of the year. We are going to be giv- ing out 2 continuing education scholarships, announcing the winners of our high school scholarships, and will be presenting awards to 13 of your fellow chapter mem- bers and coworkers, so please come out and support. We will also present the nominated list of officers for next year and will open the floor to any other nomina- tions. We will vote on our officers at the May lunch- eon. To top it all off, we will be having a silent basket auction to support our fundraising efforts. The baskets are being set up outside the DRM conference room and they look great. The bidding will start today and will finish during the luncheon. The guest speaker for this event is the Home Economics teacher for Waynesville High School, Mrs. Crystal Boehrer. The topic of discussion is the affect of scholarships on seniors and how it can help. The food will be catered by Bandana's BBQ. See you Thursday! Your President, Ted York President’s Message A Five-Star Chapter Inside this issue: Chapter Executive Board 2 News from National 3 “Winning” Review 4-6 Membership; CDFM 7 Defense Financial News 8 ASMC History & Nat’l Exec. Com. 9 "If you never learn the language of gratitude, you'll never be on speaking terms with happiness." For input or suggestions for the newsletter, contact the editor, Dave Stevens, 563-6178.
Transcript
The Ozark Chronicle
O Z A R K C H A P T E R — F O R T L E O N A R D W O O D , M O
www.asmconline.org
April 2011
Come join us!
April Luncheon 21 April 2011 1130-1300
Catered by Bandana’s BBQ Lincoln Hall Room 1672
— Guest Speaker: Crystal Boehrer
American Society of Military Comptrollers
I want to use my time this month to remind everyone to come out to the April Luncheon this Thursday the 21st in Lincoln Hall, room 1672. This is going to be our biggest luncheon of the year. We are going to be giv-ing out 2 continuing education scholarships, announcing the winners of our high school scholarships, and will be presenting awards to 13 of your fellow chapter mem-bers and coworkers, so please come out and support. We will also present the nominated list of officers for next year and will open the floor to any other nomina-tions. We will vote on our officers at the May lunch-eon. To top it all off, we will be having a silent basket auction to support our fundraising efforts. The baskets are being set up outside the DRM conference room and they look great. The bidding will start today and will finish during the luncheon. The guest speaker for this event is the Home Economics teacher for Waynesville High School, Mrs. Crystal Boehrer. The topic of discussion is the affect of scholarships on seniors and how it can help. The food will be catered by Bandana's BBQ. See you Thursday! Your President, Ted York
President’s Message
A Five-Star Chapter
Inside this issue:
Chapter Executive Board 2
News from National 3
“Winning” Review 4-6
Membership; CDFM 7
Defense Financial News 8
ASMC History & Nat’l Exec. Com. 9
"If you never learn the language of gratitude, you'll never be on speaking terms with happiness."
CDFM Renewal Policy went into effect January 1st 2011
Wednesday, November 10th, 2010
PDI 2011 Minneapolis will play host city to the national PDI on 30 May to June 3. The host chapter and committee are already busy planning for a dynamic event, setting a program to the theme of Navigating Financial Excellence. While atten-dees are not in an educational session, the city has much to offer. With an alive, vibrant downtown located on the Mississippi River, attendees will discover energy, excitement and entertainment. Registration opens in February 2011.
Member Portal Self Service If you wish to update your profile or get your member number, go to this new portal: http://imis.asmconline.org/net/selfservice.aspx. When you do, you will see the following message:
―Welcome to the ASMC Member Portal and our self service feature! Please enter your email address into the text box below and click Lookup. This email address will be used to locate your record in the system, and a profile of your membership will be sent to your inbox. You may also use this service to reset your password and update your profile.‖
The CDFM Commission has approved the revised CDFM policy on the renewal of the certification. This policy is now posted for your review and went into effect January 1, 2011.
If you have been awarded the CDFM and are not certain of your Certificate Valid Through Date, you can submit your email address here and have your member profile information emailed to you.
Please read the full policy, including the fee calculation and renewal submission guidelines before contacting ASMC for additional information.
Look for the Ozark Chapter Website http://chapters.asmconline.org/ozark Have you checked out the Chapter Facebook:
Ozark Chapter Asmc Click on become a friend! Contact Mark Premont if you have problems with our Facebook site.
WINNING by Jack Welch Whether you are a leader of an organization, a middle manager, or a front-line worker, this book is about ideas and the power of putting them into ac-tion to create or be on a winning team. In Good to Great, Jim Collins em-phasized the need to get the right people on the bus, the wrong people off the bus, and a culture where truth is told. WINNING expands on these con-cepts, offering a road map of rules to consider, guidelines to follow, as-sumptions to adopt, and mistakes to avoid based on Jack Welch’s experiences. Key take aways: 1. Mission and values. The importance of a strong mission statement and concrete values cannot be overstressed. The former requires a company to make choices about people, investments and other resources. The latter are specific behaviors exhibited in accomplishing the mission. For both to be effective, leaders must reward those who exhibit the right behavior and ‚punish‛ those who don’t. 2. Candor. Agility and innovation in an organization requires lots of people putting forth lots of ideas or contributing to the debate to identify the smart ideas, in a rapid fashion. When candor exists, everything operates faster and better. Yet candor runs against human nature and involves per-sonal risk. To get candor, leaders must reward it, praise it, and talk about it. 3. Differentiation. A controversial approach to managing people and product lines. Based on the merit principal, managers should assess their people in three separate categories - top 20%, middle 70%, and bottom 10% - then act on the distinctions. The top band should be treated like stars. Management of the middle focuses on candid performance sessions, training, and identification of potential to be cultivated. The bottom should be re-moved. Differentiation caused GE to approach training and training center offerings differently – focusing on performers vice underperformers. 4. Voice and Dignity. Some people have better ideas than others; some are smarter, or more experienced or more creative. But, everyone should be heard and respected. Contrary to management belief, many people in organiza-tions don’t say anything because they feel they can’t or haven’t been asked. Big bureaucracies need a systematized approach to get people to open up. 5. Leadership. Success is defined by growing others. Welch provides his 8 ‚rules‛ for leader success: o Rule 1. Relentlessly upgrade the team – evaluating, coaching, and building self-confidence. o Rule 2. Make sure people live and breathe the vision. o Rule 3. Spread positive energy and optimism. o Rule 4. Establish trust through candor, transparency, and credit when due. o Rule 5. Make the unpopular decisions. o Rule 6. Probe and push; make sure your questions are answered with action.
o Rule 7. Inspire risk taking and learning through your own actions. o Rule 8. Celebrate small and large achievements. 6. Hiring. Nothing matters more in winning than getting the right people on the field. Welch provides a three-tiered approach on what to look for be-yond friendship and experience. o The first litmus test is the existence of an individual’s integrity, intelligence, and maturity. All three must exist for a candidate to be con-sidered. o The second discriminator looks at 4- E’s and 1-P. Positive Energy – relishes action and thrives on change. Energize others – able to inspire a team to take on the impossible. Edge – the courage to make hard decisions with rationale in a gray world. Execution – the ability to get the job done. Passion – they are excited about their work, learning, growing, and helping others. o Hiring of senior-level leaders looks for four additional traits – au-thenticity; anticipating the unexpected and unimaginable; the knack for be-ing surrounded with people smarter than they are; and a heavy-duty resil-ience in learning and recovering from major setbacks. 7. People Management. Now that you have the right players, the ‘real’ work begins in managing them into a winning team. This is accomplished through six fundamental principles. o Ensure HR people have the pastor-parent qualities to help managers build leaders/careers. o Help people know how they are doing with evaluation systems that are honest and real. o Motivate and retain folks with money, recognition, and training. o Quickly address difficult people issues with unions, stars, and trou-ble makers. o Spend 50 percent of your time taking care of the middle 70 percent of the workforce. o Flatten the organization, and ensure clear reporting relationships and responsibilities. 8. Dealing with Change. Today, change is a constant reality, yet no one likes it and many avoid it. To make it palatable for the organization, em-brace four practices. o Clearly communicate the rationale. o Hire and promote the true believers and get-on- with it types. o Remove the resistors, even if their performance is satisfactory. o Seize every opportunity, even those from someone else’s misfortune. 9. Getting promoted. Deliver sensational performance beyond expectations, expand your job’s horizons, and don’t make your boss expend political capi-tal in order to champion you. 10. Bad bosses. In any bad boss situation, don’t be a victim. First, as-sess your performance and determine if you are the problem. If not, then
determine if your company will replace a bad boss with good results, and then evaluate your trade-offs. Leave gracefully if the trade-off is not worth it. 11. Achieving a work life balance is not a decision you achieve alone. o Outside of work, determine what it is you want. o Your boss may be concerned about you achieving a work-life balance, but he or she also has a responsibility to accomplish the mission. o Strong performance at work may earn you flexibility chits. If so, earn, redeem and replenish. Questions for the IM Community: 1. Can your workforce identify demonstrated value behaviors that supported the mission? 2. Do candor, voice, and dignity exist in the IM Community? How do you know? Is this validated in your climate surveys? Provide examples. 3. Are our hiring criteria/processes more or less rigorous than GE? Should they be adjusted? Why and how? 4. Does the principal of differentiation have a role in the IM Talent Man-agement Center and IM Academy? What should it be? 5. Which leaders exhibit Welch’s 8 rules? LTG Lynch, Commander of ACSIM and IMCOM, His 4th Book Review
Submitted by Joyce Connor
Membership Information
If you wish to join our chapter or need to either transfer or renew your member-
Your CDFM chairperson can help you to see if your file has been classi-fied as -INACTIVE- on the www.asmconline.org or www.asmccertification.com sites. It is a good idea to keep your certifi-cation current.
If you are a CDFM and you are new to the Ozark Chapter, please let our CDFM chair, Peggy Getz, 563-4067, know so we can add you to our list.
Would you like to become a CDFM?
All the information you need is at this website: http://www.asmccertification.com/ In addition, a study guide is available at: http://pcc.nps.navy.mil/Download/
CDFM_Study_Guide.pdf .
In fact, two of life's greatest abilities are depend-ability and response-ability. Dependability is keeping one's word. It's being there when we say we are going to be there, and doing what we say we are going to do. It's keeping the commit-ments we make. Responsibility is realizing that I am totally responsible for what I say, what I want, what I feel, and for what I do or don't do. True, I was not responsible for my background or my upbringing, but I am totally responsible for what I do about overcoming my background if it were less than desirable, for what I be-come, and for every area of my life. As long as I blame my past, my parents, my background, the government, or anyone else, I will stay in a self-pitying and self-defeating mode going nowhere fast. Bill Cosby
Spending deal and new Continuing Resolution stop government
shutdown Saturday, April 9th, 2011
The president and the Congress stepped back from the brink of a government shutdown last night. In the eleventh hour, the President, House Speaker John Boehner (R-OH) and Senate Majority Leader Harry Reid (N-NV) announced that they had reached agreement on a funding bill for FY2011. They also agreed to extend the FY2011 Continuing Resolution (CR) until April 15 to give Congress time to finish writing the bill and pass it in the House and the Senate. After the announcement, the House and Senate passed the new CR. OMB Di-rector Jacob Lew issued a memo to the agency heads last night advising them to continue normal operations. According to a press re-lease by House Appropriations chair Rep. Hal Rogers (R-KY) the CR extension includes $2 billion in cuts to housing and transportation programs: $1.5 billion cut to High Speed Rail Corridors and Intercity Passenger Rail Service Capital Assistance, $280 million cut to Capi-tal Investment Grants, $149 million cut to Public Housing Operating Fund, and $25 million reduction to the University Community Fund. Additional detail on the $2 billion cut is provided in a press release by Senate Appropriations Chair Sen. Dan Inouye (D-HI). In the last three CR extensions, Congress has cut FY2011 federal spending by a total of $12 billion. Both House and Senate leaders expressed confidence that the House and Senate would approve the deal and send the final FY2011 appropriations bill to the president by April 15. Congress is scheduled to begin its two-week spring recess on April 16.
Proposed House budget plan would cut non-security budgets by
$6.2 trillion and freeze federal pay for five years
Tuesday, April 5th, 2011
Non-security budgets would be cut by $6.2 trillion over the next 10 years, under a budget resolution plan unveiled today by Rep. Paul Ryan (R-WI), chair of the House Budget Committee (HBC). Overall, Ryan says his proposal would cut $4.4 trillion from the budget defi-cits assumed in the president’s budget FY2012 budget plan.
The annual budget resolution, often referred to as a ―congressional budget blueprint,‖ sets revenue and appropriations targets for the tax writing and appropriations committees, so they can begin work on the president's budget request. This is an internal congressional procedure so the passed budget resolution is not sent to the president for approval. The proposed resolution adopts binding caps on discretionary spending (funding provided in appropriations acts) that move total non-security budgets back to FY2008 levels and then freezes them for five years. In an effort to reduce the cost of the federal workforce, the resolution recommends: 1) freezing federal civilian pay through FY2015, 2) reducing federal civilian employment levels by allowing the hiring of only one new employee for every three workers who leave federal service, and 3) requiring federal employees to pay 50 per-cent of their defined retirement benefit. The resolution adopts some of the proposals made by the National Commission on Fiscal Responsibility and Reform and other outside groups for reducing federal budgets. For example, it recommends eliminating wasteful and duplicative programs, reducing the federal auto fleet by 20 percent, and streamlining the process for disposing of unnecessary property. In addition, the resolution proposes cut-ting off funding for the new health care law and recommends its repeal. The plan assumes no change to the president’s FY2012 Department of Defense baseline request ($553.1 billion) or to the request ($118.8 billion) for Overseas Contingency Operations (OCO) in Iraq and Afghanistan. The ten-year resolution also accepts Secretary Gates’ plan to save $178 billion and reinvest $100 billion of that amount to increase high priority combat capabilities. The proposed resolution goes beyond cuts to non-security discretionary spending. It recommends changes to tax laws, mandatory pro-grams, and long-guarded farm subsidies. The plan would cut tax rates for individuals and businesses, consolidates tax brackets, and set the top rate at 25 percent. It would convert Medicaid into a block grant to states, giving them more control over how Medicaid dollars are spent. Ryan’s proposal would also allow new Medicare beneficiaries, from 2022 on, to choose from a list of private health insurance plans under a voucher plan whose cost would be subsidized by Medicare. However, the plan does not recommend changes to Social Security. The resolution would also restructure farm support programs. Noting the record-breaking success in the agricultural sector, Ryan’s plan would adjust industry support by reducing fixed farm price support subsidies and reforming government’s support for crop insurance. While the Republican-controlled House is likely to adopt Ryan’s plan, it is just as likely that the Democrat-controlled Senate will reject such a plan and produce a resolution that is markedly different in scope. As a result, it is very possible that come September we will be looking at another continuing resolution scenario for the FY2012 budget similar to the one we are experiencing with the FY2011 budget.
ASMC is the non-profit educational and professional organization for persons, military and civil-ian, involved in the overall field of military comptrollership. ASMC promotes the education and training of its members, and supports the development and advancement of the profession of military comptrollership. The society sponsors research, provides professional programs to keep members abreast of current issues and encourages the exchange of techniques and ap-proaches.
Mission Statement: To promote education, training and professional development in all
aspects of military comptrollership.
ASMC was established as the Society of Military Accountants and Statisticians in 1948 in San Antonio, TX, and was open only to active duty officers. Since then, ASMC has expanded to include all DoD and Coast Guard Financial Management personnel. In 1991 the national head-quarters was opened in Alexandria, VA, and currently serves a growing professional society of 18,000 members.
Military comptrollership is defined as the professions of financial management in the Depart-ment of Defense and Coast Guard and includes the fields of:
Accounting and Finance
Administrative Support
Auditing
Budgeting
Comptrollership
Cost Analysis
Financial Management
Management Analysis
Program Analysis
Resource Management
Statistics
and many supporting activities
National Executive Committee 2010-2011:
Mr. John Roth, National President Ms. Kathy Watern, VP – USAF Mr. Davis Welch, VP – Army Ms. Linda Meadows, CDFM, VP – Navy Ms. Carol Spangler, VP – USMC Mr. Rick Davis, CDFM, VP – DFAS Ms. Gretchen Anderson, CDFM, VP – OSD Mr. Martin Rajk, VP – USCG Ms. Kim Laurance, National Secretary Ms. Nancy A. Phillips, CPA, Treasurer Mr. Alvin Tucker, CDFM-A, Executive Director Mr. Keith Dunn, General Counsel Mr. Jeffrey Hayden, Cleveland Chapter Representative (non-voting) Mr. Bill Rone, CDFM-A, Gulf Coast Chapter Representative (non-voting)
ASMC History and National Executive Committee
‚Business is about people. In fact, life is only people – family, friends, colleagues, bosses, teachers, coaches, neighbors. At the end of the day, it is only people that matter.‛ Jack Welch, 2005
