1. Army Transition Overview
(Name of Presenter) (Title) (Date)
Good Morning/Evening, my name is [Rank/surname Name] and I am the [Title]. Today I am going to provide an overview of the Soldier For Life and Army Transition Processes and provide key insight into their respective requirements and associated transition products.

2. Outline Two METL: Prepare/Connect Soldier for Life Overview
Soldier Life Cycle
Transition Purpose and Associated Facts
Transition Soldier Life Cycle Overview
Individual Soldier Requirements for Transition
Department of Labor Employment Workshop Exemptions
Army Distributed Transition Timeline
Soldier for Life Connect Strategy
Command Team’s Responsibility
Successful Performance Indicators
Reinforcement of What Leaders Need to Do
ACAP XXI Commander Reporting
Local Points of Contact
This is the outline that we are going to discuss today. It includes the following: Two METL: Prepare/Connect, Soldier for Life Overview, Soldier Life Cycle; Transition Purpose and Associated Facts, Transition Soldier Life Cycle Overview, Individual Soldier Requirements for Transition, Department of Labor Employment Workshop Exemptions, Army Distributed Transition Timeline, Soldier for Life Connect Strategy, Command Team’s Responsibility, Successful Performance Indicators, Reinforcement of What Leaders Need to Do, ACAP XXI Commander Reporting, and Local Points of Contact.

3. Two METL: Prepare/Connect
The Soldier for Life - Transition Assistance Program (SFL-TAP), formally the Army Career and Alumni Program (ACAP), is the Army’s transition program responsible for “preparing” Soldiers with the counseling, employment and education workshops, and seminars required to achieve Veterans Opportunity to Work (VOW) and Career Readiness Standards (CRS) mandated compliance in order to “prepare” them to the greatest post-military employment and education opportunities.
Whereas, the Soldier for Life Program is the Army proponent for “connecting” Army, governmental, and community efforts to build relationships that facilitate successful reintegration of our Soldiers, Retired Soldiers, Veterans, and their Families in order to keep them Army Strong and instill their values, ethos, and leadership within the respective communities to subsequently “connect” them to the greatest employment and education opportunities.
This slide basically breaks down the Prepare versus Connect Responsibility.
As such, the Soldier for Life - Transition Assistance Program (SFL-TAP), formally the Army Career and Alumni Program (ACAP), is the Army’s transition program responsible for “preparing” Soldiers with the counseling, employment and education workshops, and seminars required to achieve Veterans Opportunity to Work (VOW) and Career Readiness Standards (CRS) mandated compliance in order to “prepare” them to the greatest post-military employment and education opportunities.
Whereas, the Soldier for Life Program is the Army proponent for “connecting” Army, governmental, and community efforts to build relationships that facilitate successful reintegration of our Soldiers, Retired Soldiers, Veterans, and their Families in order to keep them Army Strong and instill their values, ethos, and leadership within the respective communities to subsequently “connect” them to the greatest employment and education opportunities.

4. Soldier for Life Overview
1. Mission:
Soldier for Life connects Army, governmental, and community efforts to build relationships that facilitate successful reintegration of our Soldiers, Retired Soldiers, Veterans, and their Families in order to keep them Army Strong and instill their values, ethos, and leadership within communities.
2. Objectives:
Mindset: Inculcate SFL mindset across our Army Family.
Access: Improve Soldier, Veteran and Family access to employment, education, and health.
Relationships: Encourage community relationships that embrace, support, and enable,
Soldiers, Veterans, and their Families.
Trust: Enable Army, government, and community efforts to sustain the premier All-volunteer Army.
Serve Strong
Remain Strong
Start Strong
Reintegrate Strong
Government
Information
Community
Army
Employment
Health
Education
What is the Soldier for Life Program?
1. The Soldier For Life program links Soldiers, Retirees, Veterans, and their Families to the government, non-profit, and for-profit resources available to them. We’ve identified “Community” as a Center of Gravity: A Soldier who reintegrates into an actively networked community is well resourced in health, education and employment opportunities and will have a “soft” landing (smooth transition) and be a productive member of that community. This leads to the improved success of the Soldier and Family, the betterment of the community, and improved recruitment for future Soldiers in order to sustain the Premier All Volunteer Army.
2. The Soldier Life Cycle shown here is a continuous circle of Start Strong, Serve Strong, Reintegrate Strong and Remain Strong and will be explained in detail on the next slide.
3. The four lines of efforts shown here are Army, Government, Community and Information. The Soldier for Life team works at every level of the Army, government (local, state, and national), and with communities to assist with making a smooth transition to a Soldier’s selected community. You and your Soldiers are “Soldiers for Life” and assistance from the Army and non-Army agencies exists nationwide both while you serve and after you serve.
4. The four objectives of Soldier for Life are Change the Mindset, Improve Access, Build Relationships and Maintain the Trust.
Change the Mindset: In order to inculcate the Soldier for Life mindset across our Army Family, Soldiers and Leaders need to change the way they think. Soldiers transitioning should not be overlooked by leadership and they should not be treated like they are no longer a member of the team. “Once a Soldier, Always a Soldier…a Soldier for Life”. Leaders should educate themselves on resources available that enable Soldiers to Reintegrate Strong.
Improve the Access: We must continuously improve Soldier, Retiree, Veteran and Family access to employment, education, and health promoting initiatives. There are organizations that offer a wide range of support for transitioning Soldiers, both in the Army and outside of the Army. Leaders must inform Soldiers about these organizations and, where appropriate, allow access to them.
Build Relationships: The Army and its leaders at all levels should encourage community relationships that embrace, support, and enable, Soldiers, Retirees, Veterans, and their Families.
Maintain Trust: Leaders must help Soldiers reintegrate successfully in order to maintain the trust of our Soldiers in the Army and the trust of the American people in our Soldiers. You do so by enabling Army, government, and community efforts to take care of our Soldiers so they are successful after their service. Maintaining this trust will sustain the Premier All Volunteer Army because the Veterans, Retirees and Soldiers will recommend service to the next generation.
End State

5. Soldier Life Cycle 2 1 3 4 Serve Strong Start Strong Remain Strong
Unit reception / Counseling
Leader/ Soldier development through PME
ACT / COOL / JST / Education Centers
Credentialing
eBenefits 2
Start Strong
Recruited from top 23%
Professional IET
Army Values
Warrior Ethos 1
Serve Strong
Remain Strong
Start Strong
Reintegrate Strong
Remain Strong
VSOs / MSOs
AUSA and Retiree chapters
Community Leaders / Mentors
Recommend Service to the next
generation
What is the The Soldier Life Cycle?
1. The first phase of the Soldier Life Cycle is Start Strong: The Army recruits from the top 23% of young Americans aged (USAREC, 2012). A Soldier Starts Strong when they first enlist in the Army and begin their basic training at our many Basic training locations. They learn to be a Soldier and are taught our Army values which instill in them the Warrior Ethos. This is also where he or she learns his or her military occupational specialty. Leaders need to instill in Soldiers at this point in their service that they are Soldiers for Life. “Once a Soldier, Always a Soldier…a Soldier for Life!”.
2. The second phase of the Soldier Life Cycle is Serve Strong. This phase starts at the Soldier’s first duty assignment. The leader should address the importance of transition planning during the initial counseling and subsequent professional growth and guidance counseling. This phase is where our Soldiers learn, prepare, and excel in completing the most difficult tasks asked by our Nation. Forged in the crucible of austere, highly dynamic situations, our Soldiers become adaptable, skilled, team players that desire to Serve Strong. As Soldiers serve, they continue to become stronger through Professional Military Education, technical skills education, credentialing opportunities, civilian education and professional leadership training. Leaders need to teach Soldiers about the Army Career Tracker (ACT), Credentialing Opportunities Online (COOL), the Joint Service Transcript (JST) (formerly known as AARTS) and credentialing opportunities through the unit or civilian sources. As a Soldier for Life, Soldiers make an enduring commitment to strengthen our Army Profession. Ensure Soldiers create a DS logon and access their eBenefits through the VA.
3. The third phase of the Soldier Life Cycle is Reintegrate Strong. Transition can be stressful. According to the Department of Labor, first term Soldiers are unemployed at a higher rate than their civilian counterparts. According to the Department of Veterans Affairs there are over 62,000 homeless Veterans. These stressors and others are exacerbated by improper or late transition planning. Soldiers must approach the transition process throughout the Soldier Life Cycle. Whether a Soldier serves one term or retires, every Soldier will transition at some point. This is why early transition planning (talked about in the Serve Strong phase) is so important. The U.S. Army, through the Soldier for Life – Transition Assistance Program (SFL-TAP), offers myriad opportunities to assist a Soldier with the transition process. SFL-TAP is now mandatory and the Commander is responsible for ensuring Soldiers attend. Leaders at all levels must be involved in their Soldiers’ transition process; ask for resumes or college acceptance letters, ask for financial plans, talk to your Soldiers about job interviews and connecting with the Army Network. There are over 800,000 Army retirees in the US, hundreds of Guard and Reserve centers, thousands of recruiters and millions of Veterans; they are all part of a large Army Network that Soldiers can learn to leverage for their benefit. Active duty Soldiers should strongly consider continuing their service in the Guard or Reserve and joining local chapters of national Veteran Service Organizations like the VFW or American Legion.
4. The fourth phase of the Soldier Life Cycle is Remain Strong. Maintaining the Premiere All Volunteer Army is an Army Imperative. This is accomplished when our Soldiers recommend service to the next generation. Soldiers must have a successful reintegration in order for future generations to see that Army service is beneficial. Successful employment, education and health are the keys to ensuring successful reintegration. Soldiers remain strong by serving as community leaders and mentors, being involved in Veteran Service Organizations and Military Service Organizations (VSOs/MSOs) and being Army ambassadors within the community.
Reintegrate Strong
SFL-TAP
Leader Responsibilities
Network
Community Resources 3 4

6. Transition Purpose and Associated Facts
The Soldier for Life - Transition Assistance Program (SFL-TAP), formally Army Career and Alumni Program (ACAP), is the Army’s transition program responsible for providing Soldiers with the counseling, employment and education workshops, and seminars required to achieve Veterans Opportunity to Work (VOW) and Career Readiness Standards (CRS) mandated compliance.
All Soldiers completing 180 days of continuous Active Duty service are required to meet the VOW/CRS requirements. Eligible Soldiers will begin receiving transition counseling and employment assistance months prior to transitioning from Active Duty or 24 months prior to retirement.
The program has counselors and staff world-wide, including mobile transition teams to support the National Guard and Army Reserves at both the home and demobilization stations. Our 24-hour/7-day a week (24/7) Virtual SFL-TAP Center is available at either or respectively.
The Army is currently renovating the way it transitions Soldiers from Active Duty in order to successfully “prepare” and “connect” them to meaningful employment and education opportunities.
SFL-TAP is a “commander’s program” requiring direct leadership involvement during each Soldier’s transition process.
This slide shows the change of the Army’s Transition Program from Army Career and Alumni Program (ACAP) to Soldier for Life Transition Assistance Program (SFL-TAP). However, the responsibility for “preparing” and “connecting” Soldiers with the counseling, employment and education workshops, and seminars required to achieve Veteran’s Opportunity to Work (VOW) and Career Readiness Standards (CRS) mandated compliance remains unchanged.
It also highlights that all Soldiers completing 180 days of continuous Active Duty service are required to meet the subsequent VOW/CRS requirements and are monitored/tracked accordingly.
To support Army-wide transition, SFL-TAP has recently expanded in terms of both staff and locations. The program increased the number of counselors to over 700, added locations beyond Army installations to support the National Guard and Reserve, and created a 24/7 Virtual Center which is available online and by phone to provide the same services as a brick and mortar SFL-TAP Center.

7. Transition Soldier Life Cycle Overview VA Benefits Briefings I & II
CRS introduced early and throughout a Soldier’s career with touch points at the following:
first duty station-home station drill/first year of service/reenlistments/deployment-mobilization/promotion/transition
Initial phase
0-1 year
Service phase
1+ years
Transition phase begins
12-18 months prior to Transition
Annual Review (Promotion, PCS, Life Events)
Update IDP
Assess Financial Resilience
Begin Transition NLT 12 months prior to transition date, upon MEB referral, during mobilizations
CRS during SLC
CRS during Transition
IDP  ITP
Pre-Sep Counseling
Budget
DOLEW
(job application/ job offer)
e-Benefits
VA Benefits Briefings I & II
Gap Analysis
Career Skills
Self Assessment
Career
Tracks
(school application/school acceptance letter)
Resume
AC to RC Continuum
Credentials
Capstone
Careerist SLC (10+ years)
Prior to attending SLC, WOBC, or ILE, develop a resume and references list
Reenlistment
Initial Soldier Tasks
(officer and enlisted)
At AIT/IET, receive MOS Credential/Information
At AIT/IET, receive 8 hrs of Financial Readiness Training
Register for eBenefits
Complete Self Assessment
Develop a budget
Develop IDP in ACT
- MOS Crosswalk-Gap Analysis
- Occupation Interest Self Assessment
CAREER
CAREER
DECISION
POINT
This slide depicts the three phases of the Transition Solider Life Cycle: (1) the Initial Phase; (2) the Service Phase; and (3) the Transition Phase and the associated
transition preparations and requirements for each respective phase.
Additional talking points, if required:
Transition Soldier Life Cycle (SLC) will be implemented as Soldiers are assessed on or after 1 Oct 14. Active Component Soldiers, not pending transition, and Reserve Component Soldiers, not on active duty, who were assessed before 1 Oct 14, will complete the Transition SLC tasks required based on their current life cycle phase and at each succeeding touch point (reenlistment, selection for SLC, WOBC, or ILE.)
Reserve Component (RC) Soldiers, mobilized under Title 10 USC, prior to 1 Oct 14, will complete CRS during the Transition phase.
For the Initial Phase (0-1 Year), all Soldiers, upon arriving to their first permanent duty station or weekend drill, will develop an Individual Development Plan (IDP), budget, and register for a VA e-Benefits Account which are all CRS requirements. The IDP is created within the Army Career Tracker (ACT) will eventually evolve
into the Individual Transition Plan (ITP) at transition; the Credentialing Opportunities On-Like (COOL) feedback provides an MOS credentialing map, if applicable, for the
Soldier’s MOS; and the budget task introduces Soldiers to the principles and practices of budgeting and supports the budget CRS requirement.
For the Service Phase (1+ Years), it spans the duration of a Soldier’s career after completing the Initial Phase. Throughout this phase, touch points are presented to where
the CRS requirements can be accomplished or worked upon.
The two categories of Soldiers within this phase are Non-Careerist and Careerist.
For Non-Careerist or those that have not made the respective career decision, touch points at one year of service, deployments/mobilizations, reenlistments, and senior
promotions. At one year of service, RC Soldiers may participate in Education, Technical, or Entrepreneurship Tracks in order to identify or achieve their personal goals.
Deployments/mobilizations offer Soldiers an opportunity to update their budget. In addition, those Soldiers leaving Active Duty after a deployment/ mobilization, should
begin their pre-separation counseling and individual transition plan prior to deployment or pre-mobilization.
For a Soldier who decides to remain in the Army, the Careerist touch points are at each reenlistment, they will be encouraged to complete an MOS Gap Analysis. Likewise,
at their mid-career point of 8-14 years of service, additional CRS opportunities at SLC, WOAC, and MEL 4 (CGSOC) will encourage completion of MOS Crosswalk-Gap
Analysis, an occupation interest self assessment, and development of a resume.
Within this phase, GPS Tracks, /IDP and ITP, gap analysis, self assessment, and resume portions are specific CRS Requirements.
Finally, for the Transition Phase (13-18 Months prior to Transition), the start is based upon individual/mandated career decision for each retiring and transitioning Soldier
and the CRS requirements are depicted on the far right of this slide.
RC unemployed/at-risk
- Resume
- Attend Career Tracks (Education, Vocational/Technical, Entrepreneurship)
(1 yr after completing AIT or BOLC)
Career Preparation
- Soldiers work toward their education or occupational goal through traditional education, technical training, MOS credentials, and military experience

8. Individual Soldier Requirements for Transition
All Soldiers must meet VOW/CRS compliance prior to the transition date on their DD Form 214.
The final quality control for meeting CRS is “Capstone” and the requirements are as follows:
(1)* Pre-separation Counseling (DD Form 2648/-1)
(2)* VA Benefits Briefings I & II
(3)* Department of Labor (DOL) Employment Workshop (**only exemption)–Receive DOL Gold Card
(4) Individual Transition Plan (ITP)
(5) VA eBenefits registration
(6) 12-month post-separation budget
(7) MOS Crosswalk-Gap Analysis
(8) Complete job application package OR received job offer letter
a. Private or Federal resume and references
b. Two submitted job applications
(9) Documented continued Military Service opportunity (AC only)
(10) Complete individual assessment tool
(11) Capstone with DD Form 2958
(12) Career Tracks (Accessing Higher Education, Vocational/Technical, Entrepreneurship) IAW Soldier’s ITP
a. Accessing Higher Education / Vocational/Technical Training; requirements are:
Assessment to identify aptitudes interests, strengths, and skills
Comparison of academic or training institution choice
College, university, or technical training application or acceptance letter
Confirmation of one-on-one counseling with a college, university, or technical institution advisor or counselor
b. Entrepreneurship Track
* Statutory mandates; remainder are policy required mandates; ** Only eligible exemption
This slide shows the VOW/CRS requirements that each eligible transitioning Soldier must meet prior to the transition date on their DD Form 214.
Additional talking points, if required:
The first three, Pre-Separation Counseling, VA Benefits Briefings I and II, and the Department of Labor (DOL) Employment Workshop are statutory requirements based upon the VOW to Hire Heroes Extension Action of 2012.
The remaining requirements depicted as #4-11 are White House/Office of the Secretary of Defense (OSD) policy mandates that transitioning Soldiers must also complete as part o the CRS.
Commander support is not only required but imperative for the Soldier’s success in meeting VOW/CRS compliance. Personal engagement facilitates a Soldier’s awareness and productivity in pursuing a successful transition.
Finally, the Career Tracks on #12 is optional, if supported by IDP, and allows Soldiers to complete additional items related to their Individual Transition Plan track, such as attending track courses Accessing Higher Education, Career Technical Training, or Entrepreneurship. If a Soldier elects this option, they should complete: (1) An assessment to identify aptitudes, interests, strengths, and skills; (2) A comparison of academic or training institution choice; (3) College, university, or technical training application or acceptance letter; and (4) Confirmation of one-on-one counseling with a college, university, or technical institution advisor or counselor.

9. Department of Labor Employment Workshop Exemptions
Commanders or designees must document DOL Employment Workshop (DOLEW) exemptions on
the Soldier’s DD Form 2958 after confirming exemption criterion is met.
Exemption** criteria for the DOLEW include the following:
Soldiers retiring after 20 or more years of active federal service.
Soldiers after 180 days of consecutive Active Duty service, who have confirmed acceptance into an accredited career technical training, undergraduate, or graduate degree program; have confirmed employment; or have previously attended a DOLEW within the past 36 months.
Recovering Service members enrolled in Education and Employment Initiative (E2I) or similar transition program designed to secure employment, further education, or technical training.
Commanders with UCMJ authority within the Soldier’s chain of command may waive mandatory participation for members possessing specialized skills who, due to unavoidable circumstances, are needed to support a unit on orders to be deployed within 60 days.
** Eligible Service members who qualify for an exemption may still elect to participate in the DOLEW.
Commanders or their designees must document Department of Labor (DOL) Employment Workshop exemptions on an eligible Soldier’s DD Form 2958 after confirming the respective exemption criterion is met. A concerned effort should be demonstrated to perform this requirement early in the transition process so that the Soldier can notify their SFL-TAP Counselor of their exemption and it can be documented and recorded accordingly.
The following are the only exemptions available for the associated workshop:
Eligible Soldiers retiring after 20 or more years of active federal service in the Military Services.
(2) Eligible Soldiers who after serving 180 continuous days or more on active duty, if they meet at least one of the following criteria:
(a) Are able to provide documented acceptance into an accredited career technical training, undergraduate, or graduate degree program;
(b) Are able to provide documented evidence of employment; or
(c) Have previously attended the DOL Employment Workshop within the past 36 months.
(3) Recovering Service members enrolled in Education and Employment Initiative (E2I) or similar transition program designed to secure employment, further education, or technical training
(4) Have specialized skills who and, due to unavoidable circumstances, are needed to support a unit on orders scheduled to be deployed within 60 days. The first commander in the eligible Service member’s chain of command with authority pursuant to chapter 47 of UCMJ must certify on the ITP checklist DD Form 2958, “Service Member Career Readiness Standards/Individual Transition Plan Checklist,” any such request for exemption from the DOL Employment Workshop (DOLEW). A make-up plan must accompany the postponement certification.
Note that exemptions are voluntary; Soldiers transitioning under one of the exempted categories may voluntarily participate in the full range of transition services offered if desired.

10. Army Distributed Transition Timeline
This slide illustrates the Army Distributed Transition Timeline, outlined in the HQDA EXORD , dated 24 April 2012.
It supports Commanders sending Soldiers to begin the associated transitioning requirements around the unit/organization’s mission requirements.
Retiring Soldiers can begin receiving transition services up to 24 months prior to their defined transition date; whereas, non-retiring eligible Soldiers can begin receiving transition services 12 to 18 months prior to their defined transition date.
Ultimately, all requirements must be complete no later than 90 days prior to transition date. This will be verified at the Capstone event, which is no later than 90 days prior to separation date, and documented on the DD Form 2958 signed by the respective Commander.
Additional talking points, if required:
Soldiers should complete these specific transition requirements according to the following timeline prior to separation date:
(1) Pre-Separation Counseling and DD Form 2648 NLT 12 months out;
(2) DOL Employment Workshop NLT 9 months out;
(3) VA Benefits Briefing I and II NLT 6 months out;
(4) Job application package or job offer letter NLT 5 months out; and
(5) The rest of CRS, including Capstone and DD Form 2958, NLT 3 months out.

11. Soldier for Life Connect Strategy
This slide outlines the Soldier for Life Connect Strategy as it related to their previous referenced objectives...

12. Command Team’s Responsibility
Arrival at unit
Ensure leaders develop and/or update Soldier’s Individual Development Plan; document within Army Career Tracker (ACT) system.
Soldier Life Cycle
Encourage Soldiers to consult Army Continuing Education Services (ACES) for civilian education and Army Community Services (ACS) for family employment and finances/budget; and use Career Counselors for MOS Crosswalk-GAP Analysis, individual self assessment, and the Army Learning Management System (ALMS) to assist in military education and training.
Transition Decision
Support career counselor activities to the greatest extent in accordance with current policies and regulations.
Eliminate stigma of transition decisions; support the Soldier.
Continuously engage SFL-TAP personnel and use ACAP XXI reporting system to track transition data and make informed decisions on eligible Soldiers.
Transition Actions
Soldier must begin NLT 12 Months prior to transition from active duty.
Be aware of exemption policies and consult SFL-TAP prior to exempting any Soldier.
Support Soldier in attending local TAP when available or use virtual services (remote duty or Reserve units not located near installation) to assist; consult SFL-TAP to determine appropriate time requirements for Soldier.
Validate Soldier’s career readiness skills (process in development; consult SFL-TAP for most current requirements).
This slide lists Command Team’s Responsibility involving programs to ensure full transition requirements compliance.
Upon new Soldiers arrival at the unit the Command Team must develop/update the Soldier’s IDP and track development in the ACT System.
Likewise, the Command Team must track the Soldier Life Cycle touch-point requirements at Annual Review, Reenlistment, and Careerist designation.
Command Team must also support both career counselor activities and each individual Soldier decision.
Once a transition decision is made, the unit should continuously track all eligible Soldiers in ACAP XXI, ensure that all Soldiers begin transition actions NLT 12 months out, and be aware of VOW/CRS requirements and associated exemption policies.
Finally, remain in constant contact with TAP to ensure full situational awareness and understanding of most current VOW/CRS requirements/policy.

13. Successful Performance Indicators
High performing command transition programs share three common performance indicators necessary to ensure VOW/CRS compliance:
A Commanding General Policy Letter and incorporated BDE/BN/CO Policy Letters.
A commander notification process identifying transitioning Soldiers eligible for SFL-TAP services.
Ensuring early and frequent Soldier engagement with SFL-TAP 12 – 18 months prior to transition.
This slide lists the four common performance indicators for successful transition programs to ensure VOW/CRS compliance.
The first is a Commanding General Policy Letter and incorporated BDE/BN/CO Policy Letters which set the stage in support of Commander/Soldier utilization of SFL-TAP.
Second is a notification process for process to identify eligible transitioning Soldiers and encourage SFL-TAP participation.
And finally, ensuring early and frequent Soldier engagement with SFL-TAP 12 – 18 months prior to transition. Soldiers should be encouraged to schedule transition related appointments in advance, keep those appointments, and utilize the transition tools available to them.

14. Reinforcement of What Leaders Need to Do
Appoint a Unit Transition Point of Contact to work SFL-TAP requirements
Ensure Soldiers create an Individual Development Plan, and the chain of command and career/education counselors review it.
Run monthly month loss rosters to identify eligible Soldiers and compare with ACAP XXI.
Provide sufficient time to participate in the transition programs.
Pre-separation briefing online (
Initial Counseling appointment (DD Form 2648/-1)
DOL Employment Workshop, VA Benefits Briefings I & II, Resume building and additional services
Ensure Soldiers keep their appointments!
This slide Reinforces what leaders must do to fully support their transitioning Soldiers and be in full VOW/CRS compliance.
First, appoint a Unit Transition Point of Contact.
Second, ensure that all IDP are reviewed by the chain of command and career/education counselor, as applicable.
Third, run month Loss Roster to identify all eligible Soldiers and compare with Soldiers enrolled in ACAP XXI to ensure full VOW/CRS compliance.
Finally, ensure that all eligible Soldiers are afforded time to participate and that they keep all their associated transition appointments!

15. ACAP XXI Commander Reporting
ACAP XXI is the Army’s system of record for a Soldier’s transition activity.
Commanders will obtain the information necessary to effectively manage their Soldiers in transition by reviewing ACAP XXI reports.
Commanders and their designee(s) are authorized to receive monthly ACAP XXI commanders reports. Designee(s) can be anyone (military/civilian) the respective commander requires to be informed on Soldier transition activity.
Commanders must coordinate with their local SFL-TAP Center at (Insert local ) or the SFL-TAP Technical Support Center at to receive ACAP XXI reports.
Note, commanders and their designees must provide their name, AKO user name, government , UIC, unit name, and location information to register and receive monthly reports via .
This slide discusses ACAP XXI (pronounced “ACAP 21”) which is the Army’s system of record to document a Soldier’s transition activity.
The system provides an up-to-date monthly commander report which displays detailed by-name Soldier transition activity by authorized UIC(s).
Commanders are identified by an Integrated Total Army Personnel (ITAP) database feed. However, Commanders can designate anyone (military/civilian) that they
require to be informed on Soldier transitions.
To receive ACAP XXI reports, the Commander must notify their local SFL-TAP Center at (Insert local ) or the SFL-TAP Technical Support Center at
and provide the specified information accordingly.

16. Local Points of Contact
Primary POC
Secondary POC
Alternate POC
Duty Title
Address
(502) 613-XXXX
This slide lists the local points of contact for the Army Transition Assistance Program and the associated Transition Proponents, their Duty Titles, addresses, and phone numbers. This concludes my Army Transition Overview. What are your questions? If no further questions, then I will be followed by [Next topic of discussion].