Aldevra logo

Aldevra, LLC Conducts First Virtual Signing Ceremony and Receives Prestigious AccoladesBN logo

Story by Davin Bentley

The Great Lakes Recruiting Battalion (aka Wolverine Battalion) and Aldevra, LLC held the Army PaYS program's first "virtual" signing ceremony on June 15th, 2020 in conjunction with the celebration of the Army's 245th birthday.

LTC Ryan Berdiner, Great Lakes BN Commander, Mr. Rodney Marshall, CEO of Aldevra, LLC, & Army PaYS Regional Marketer Davin Bentley The ceremony was the first of its kind and the ceremony has been viewed nearly 10,000 times on various social media platforms.

Mr. Rodney Marshall, CEO of Aldevra, LLC and LTC Ryan Berdiner, Great Lakes Battalion Commander signed the memorandum of agreement which solidified Aldevra, LLC's status as a PaYS partner.

The entire ceremony can be viewed on the Army PaYS Facebook page at

Left - LTC Ryan Berdiner, Great Lakes BN Commander, Mr. Rodney Marshall, CEO of Aldevra, LLC, & Army PaYS Regional Marketer Davin Bentley

Located in Kalamazoo, MI, Aldevra, LLC has successfully performed as one of Michigan's prime contractors on federal and state government contracts for multiple agencies. The company provides high quality products and timely service to its government customers. In May, Aldevra was named winner of the U.S. Small Business Administration's 2020 Region 5 Small Business Prime Contractor of the Year award. The company was nominated for this prestigious award by Mr. Jim Hedman, Contracting Officer, Department of Veterans Affairs, Milwaukee, WI.

In May 2020, Aldevra, LLC was formally certified as a "Great Place to Work". Great Place to Work helps organizations quantify their culture and produce better business results by creating a high-trust work experience for all employees. Emprising, their culture management platform, empowers leaders with the surveys, real-time reporting, and insights they need to make data-driven people decisions. Their unparalleled benchmark data is used to recognize Great Place to Work-Certified™ companies and the Best Workplaces in the US and more than 60 countries, including the 100 Best Companies to Work for and World's Best list published annually in Fortune.

The Army PaYS team is very proud to call Aldevra, LLC a PaYS partner and we look forward to jointly serving the Soldiers and public of the State of Michigan!

7-Eleven Takes Advantage of Army PaYS Partnership Early On

Story by 7-Eleven and Crancena Ross

7-Eleven logo

It has been a year since 7-Eleven, Inc., the largest convenience retailer in the world, joined forces with the Partnership for Youth Success (PaYS) program. 7-Eleven President and CEO Joe DePinto and Lt. Col. James Zoizack, Dallas Army Recruiting Battalion Commander, formalized the agreement at a signing ceremony held last July at the company's Store Support Center in Irving, Texas. The association has already proven invaluable to both organizations.

7-Eleven has a long history of offering qualified Veterans both corporate jobs and entrepreneurial business opportunities through its generous Veterans' franchising program. DePinto, himself a graduate of the U.S. Military Academy at West Point and a former Captain in the U.S. Army, has been instrumental in developing many of the programs that have earned the company "Military Friendly" honors for many years.

"We know first-hand the value that veterans bring to companies like 7-Eleven and recognize the importance of a strong transition from Military service to business career," DePinto said. "That's why we work with great organizations like PaYS to create programs that help ensure Veterans have the greatest chance of succeeding professionally in civilian life." Joe Depinto (left) and LTC James Zoizack (right) pose with the PaYS Certificate during the 7-Eleven/PaYS ceremony Since becoming a partner in 2019, 7-Eleven, has interviewed 45 Army PaYS Soldiers and hired 38 of them. The company engages military Veterans throughout all levels, from executive positions to entry level to franchisees. An internal recruitment team built the 7-Eleven Veteran Hiring Initiative from the ground up, and internal training and education programs, such as 7-Excel University, help veterans continue to advance their professional skills.

Right - Joe Depinto (left) and LTC James Zoizack (right) pose with the PaYS Certificate during the 7-Eleven/PaYS ceremony

7-Eleven continues to explore new ways to support and hire more Veterans. The company has earned Victory Media's Military-Friendly status every year since 2013 and in 2019, was also recognized as a Military Friendly Employer in three additional categories: Military Spouse Employer, Brand and Company.

Although 7-Eleven has proven to be a leader within Veteran engagement and hiring, the company has set goals to go even further - with plans to hire even more Veterans and Military spouses in the future and increase involvement with Veteran organizations.

"The partnership with Army PaYS allows more access and resources for Veterans to more easily move toward civilian life and a career with 7-Eleven."

The Army PaYS Team is proud to recognize 7-Eleven for their early success in hiring PaYS Soldiers. This organization has definitely set an example for others to follow and we look forward to more great stories in the future.

Wells Fargo logo

Wells Fargo hosts National Veterans' Virtual Career Fair

Story by: Donna Morales

When I think of Wells Fargo, I think of the Western movies I watch on TV called "Tales of Wells Fargo." In 1852, Henry Wells and William Fargo, founded Wells Fargo and Company to meet the demands of their customers on the Pacific Coast by providing express services of reliable coast-to-coast communication, freight shipping and payment services. This was the time when many fled to California in hopes of striking gold. Over the years Wells Fargo has transformed itself into a company that provides banking, insurance, investments, mortgage, and consumer and commercial financial services.

Wells Fargo became a PaYS partner in April of 2009, but started supporting Veterans in 1860 by transporting troops and pay. Today, with over 8,400 Veterans employed, Wells Fargo has many support programs including their Veterans Team Member Network, Apprenticeships, and Veteran Internship Program. Their website is equipped with a Military skills translator tool and resume translator that will adjust for each branch of service.

Due to the COVID-19 pandemic, Wells Fargo has been changing the way they conduct career fairs and hiring. Wells Fargo is committed to attracting, hiring, and supporting military veterans, active military personnel, veterans with disabilities and their families. On Thursday, May 21st Wells Fargo hosted a nationwide virtual veteran job fair. During this event, Wells Fargo's military liaisons provided information about opportunities across the United States, and about how applicants can be a good fit for their team. For six hours Veterans and dependents were able to meet virtually with Wells Fargo's recruiters and explore career opportunities. On May 18th, just a few days prior to the career fair, Wells Fargo also hosted a free 60-minute webcast to help you learn tips and tricks to the help you put your best foot forward!

Thank you Wells Fargo for supporting our Veterans!


Ms. Angela Byrd, PaYS Program Manager

Dear PaYS Partners,

I want to personally thank all our PaYS Partners for supporting the Army National Hiring Days (ANHD) and the PaYS Program from 30 June - 2 July 2020. Be sure to visit our social media platforms (Facebook, LinkedIn, Twitter and Instagram) to hear the U.S. Army Golden Knights Parachute Team give a special thanks shout out to our PaYS Partners.

Regional Army PaYS Marketing Analysts:

Antonio Johnson (Senior Marketer)
(502) 378-8054

Audra Jones (Northeast Region)
(773) 418-6229

Samuel Armstrong (Southeast Region)
(301) 717-8508

Davin Bentley (Midwest Region)
(614) 886-0270

Donna Morales (Midwest Region)
(571) 338-2327

Crancena Ross (Southwest Region)
(410) 206-0413

Anthony Velasco (Southwest Region)
(757) 270-6556

Corin Gillens (West Coast Region)
(843) 909-6037

Remember to annotate your PaYS Soldiers hires and interviews into the PIX database, visit and like our Facebook page,, follow us on Instagram @armypaysprogram and all our social media platforms to share in all of our events. Send us your good news stories, job vacancies, etc., and we will highlight, at no cost, on all our social media sites. To participate in any Army recruiting event, don't forget to reach out to your regional PaYS marketing analyst.

For more information on PaYS program, visit our website at

It PaYS to partner with the US Army!

Angela R. Byrd
PaYS Program Manager

Happy Birthday Corin, Antonio and Samuel!
Farewell Angela and good luck!

Little Rock PD logo

Army PaYS Partner Highlight: Little Rock Police Department

Story by Anthony Velasco

The Little Rock Police Department is committed to protecting life and property through Teamwork with the community while embracing mutual Respect and Understanding. Our mission is to provide professional Service that is unbiased, consistent and Transparent. Trust from the community they serve is essential for long term success. Every interaction with the public is an opportunity to build a relationship with the community. Public safety must be a collaboration between law enforcement and the citizens they serve.

On April 24th, Officers from the Southwest Field Services Division assisted in a Food Drive at the Southwest Community Center that served over 750 members of the Southwest Community. On May 2nd, Southwest Officers assisted UAMS with a Drive-thru COVID-19 evaluation clinic in the community center parking area. The event served nearly 200 members of the Southwest Community.
Food DriveDrive-thru Clinic

Ring Neighbors Portal

LRPD is proud to announce its partnership with the Ring Neighbors Portal. The Neighbors Portal is a platform where residents can post information related to incidents going on in their neighborhoods. It also serves as a place where LRPD can learn about the issues that matter most to residents. Users can post photos or videos about activity in their area.

Users are able to post events under the following categories: Crime, Safety, Suspicious, and Unknown Visitor. The "Crime" section lists criminal activity involving theft, damage, illegal entry, or violence. "Safety" discusses potentially dangerous incidents or activity occurring. The "Suspicious" category are posts about attempted criminal activity or unusual behavior in an area. A user can post about an unknown person with questionable intent in the "Unknown Visitor" section. Detectives and Officers can then reply directly to users, which can help solve cases that may be ongoing specific to that area. Often posts are vital to helping law enforcement.

Thank you Little Rock Police Department for all your hard work and dedication to your community.

PaYS Partner Spotlight: Raytheon Technologies Raytheon Technologies logo

Story by Carten Cordell, Staff Reporter, Washington Business Journal

On 3 April 2020, Raytheon Corporation completed a mega merge with United Technologies Corporation. The merge between Raytheon Corporation and United Technologies Corporation had been in the making since June 2019. The deal, which had been in the works since the companies announced their proposed "merger of equals" one creates of the world's largest aerospace and defense companies with 195,000 employees and roughly $74 billion in 2019 net sales. With Raytheon merging with United Technologies, this will bring more job opportunities for our Soldiers who enlist in the United States Army and select PaYS Option 50 during their enlistment.

The new Raytheon Technologies will combine its predecessor's legacy expertise in aeronautics, defense weapons, and cybersecurity and information technology across four business segments, according to the company's release. Starting with Collins Aerospace Systems specializes in aero structures, avionics, interiors, mechanical systems, mission systems and power controls across commercial, regional, business aviation and military sectors. The 78,000-employee segment will be led by Stephen Timm. Pratt & Whitney designs, manufactures and services aircraft engines and auxiliary power systems for commercial, military and business aircraft, including the F-35 program. The 43,000-employee segment will be led by Chris Calio. Raytheon Intelligence & Space specializes in developing advanced sensors, training and cyber and software solutions. The 39,000-employee segment will be led by Roy Azevedo and is headquartered in Arlington. Raytheon Missiles & Defense provides solutions to detect, track and engage threats. The 30,000-employee segment will be led by Wes Kremer.

Raytheon Company (NYSE:RTN) shares ceased trading prior to the market open on April 3, 2020, and each share of Raytheon common stock has been converted in the merger into the right to receive 2.3348 shares of United Technologies common stock (previously traded on the NYSE under the ticker symbol "UTX"). Upon closing of the merger, United Technologies' name has changed to "Raytheon Technologies Corporation," and its shares of common stock will begin trading today on the NYSE under the ticker symbol "RTX." United Technologies shareowners will continue to hold their shares of United Technologies common stock, which now constitute shares of common stock of Raytheon Technologies Corporation.

Raytheon Technologies has a large, talented workforce to address the rapidly evolving needs of customers globally. The combined company expects to introduce breakthrough technologies at an accelerated pace across high-value areas such as hypersonics, directed energy, avionics and cybersecurity. In addition, Raytheon Technologies has a strong balance sheet and cash flows to support critical business initiatives, including company and customer-funded R&D.

"Raytheon Technologies brings together two companies with combined strengths and capabilities that make us uniquely equipped to support our customers and partners during this unprecedented time. We will also play our part in the war on the COVID-19 pandemic, including doing everything we can to keep our employees around the globe safe and well," said Greg Hayes, CEO of Raytheon Technologies. "As we move forward, Raytheon Technologies will define the future of aerospace and defense through our focus on innovation, our world-class people and our financial and operational strength to create long-term value for our customers and shareowners."

"Today, we introduce Raytheon Technologies as an innovation powerhouse that will deliver advanced technologies that push the boundaries of known science," said Tom Kennedy, Executive Chairman of Raytheon Technologies. "Our platform-agnostic, diversified portfolio brings together the best of commercial and military technology, enabling the creation of new opportunities across aerospace and defense for decades to come.

ARNG logo

Army PaYS Selects Michigan Army National Guard Recruiting and Retention Battalion as Battalion of the Month

Story by Davin Bentley and MSG David Eichaker (MIARNG)

Being a Citizen Soldier in an ever-changing world with unexpected natural disasters and unseen enemies is what a member of the Michigan National Guard is trained for. The Soldiers assigned to the Michigan Army National Guard Recruiting and Retention Battalion are on the front lines of the effort to keep Michiganders' first line of defense and response filled with young men and women eager to serve their communities, state, and nation.

Headquartered in Lansing, the Battalion recruits throughout the entire state of Michigan and generally places a focus on having a presence at schools, community organizations, government agencies, corporations, and small businesses throughout. As one of the Army PaYS program's newest Army components, the Battalion has proved instrumental in forming five new PaYS partnerships along with placing hundreds of qualified Soldiers with PaYS partners for guaranteed interviews when they complete Basic and Advanced Individual Training for the Army.

Much like the rest of society, the Battalion has been forced to adjust how they conduct business in the face of the COVID-19 pandemic. Rather than retreating from the mission based on challenges posed by social distancing measures, the force is thriving!

They are using innovation to come up with new ways to meet the mission. "We are typically seen in the public such as schools and colleges," said Sgt. First Class Joel Burkhart, noncommissioned officer in charge of marketing, Michigan Army National Guard. "With the restrictions of social distancing, we found ourselves getting creative in ways we have never recruited before."

Recruiters must develop and implement programs and tools to achieve mission success. "Recruiting is vital to success of the overall force, and with today's technology, we are still able to meet mission," said Burkhart. "Recruiters are using social media platforms such as Facebook Live to answer questions and discuss how to become a member of the Michigan Army National Guard. We are also using Skype and FaceTime to conduct meetings with potential recruits to keep in line with social distancing guidance," he said.

BN logo

SFC Jason Brautigam, left, and SSG Michael Perry, Recruiters, MIARNG, conduct a question-and-answer session via the internet due to social distancing restrictions caused by the COVID-19 pandemic, Dowagiac, Michigan, April 24, 2020. (Photo by MSG David Eichaker)

Photo right - SFC Jason Brautigam, left, and SSG Michael Perry, Recruiters, MIARNG, conduct a question-and-answer session via the internet due to social distancing restrictions caused by the COVID-19 pandemic, Dowagiac, Michigan, April 24, 2020. (Photo by MSG David Eichaker)

Since the COVID-19 outbreak, the 95 Army Guard recruiters have seen increased interest in joining the Guard. "We have seen a spike in interest on our online platforms and requests for information about the National Guard," said Burkhart. "Since March 1st, we have received more than 100 leads from our website or social media, where we typically receive around 60."

Social media isn't the only way recruiters are using technology to reach potential enlistees. Smartphone capabilities and other outlets have added to the continued success of the recruiting mission. "The Michigan Army National Guard app also has a 'refer a friend' tab where anyone can refer a friend or family member for service," said Burkhart. "We have received more than 110 leads from our app since the beginning of March." "We have seen 29 enlistments in the past 50 days via the app," he said.

Although Michigan public schools have closed for the 2019-2020 school year, recruiters have not lost their relationship with the local school systems. "We are conducting our first virtual educators' summit on June 5," said Burkhart. "This is a program for educators to interact with the National Guard recruiters and learn how we can help them in their respective schools."

With the Michigan National Guard's response to the novel coronavirus, there has been an increase in those wanting to serve their communities through the Guard. "It is my belief we are seeing a spike in our online referrals because our younger generation really cares about people and our communities," said Sgt. Maj. David Stafford, command sergeant major of the Michigan Army National Guard Recruiting and Retention Battalion. "They want to be part of the solution and be involved in helping Michigan."


Multilingual Soldiers are finding themselves in high demand

Language Skills Help Soldiers Serve

Story by Donald Bohanner (Southern California Army Recruiting Battalion)

Multilingual Soldiers are finding themselves in high demand as volunteer workers during the COVID-19 pandemic.

Eight Soldiers from the Southern California Recruiting Battalion volunteer at the Saddleback Church food pantry each Wednesday and Saturday. Their ability to translate information to Spanish is helping families navigate the current crisis.

"As Soldiers, part of our job is to help the community and give back," explained Sgt. 1st Class Kenneth Rosado, a recruiter with Huntington Beach Recruiting Company. "We help translate for Spanish speaking families, coordinate needed services like filing for unemployment, help package and distribute food to the local community."

The unit began volunteering at the food pantry April 8. Initially they just handed out food. They quickly learned their translation skills were as useful as their ability to deadlift boxes of canned food.

"Since we have been volunteering, I have started to see hope in the faces of the people who come," said Staff Sgt. Edwar Flores, recruiter with Hunting Beach company. "We feel fortunate that we are Soldiers and have a full-time job and don't feel the stress of this pandemic like the community has, and that's why we feel it's so important to give back and help the community."

Staff Sgt. Jameigh Flores, who is married to Edwar Flores and is also a recruiter, sees many different benefits to giving back.

"Volunteering helps set the example for my daughters," Jameigh Flores said. "This opportunity has helped let the local community know that we are here to support them and they are not alone."

The COVID-19 pandemic has altered many daily routines and ways of life, but the Army's commitment to the value of selfless service has remained the same.

"Since we began volunteering at the food bank, the local community has recognized the different ways we as Soldiers give back, and some of them have begun the process to join our ranks," Rosado explained. "The most important thing to me, as a recruiter, is to first give back and take care of the community, but we are always here to give information about the different ways you can become a Soldier."

For more information about the different careers the Army has text "AHT5" to GoArmy (462769).

The Army has announced a new initiative, Project Inclusion, to improve diversity, equity and inclusion across the force and build cohesive teams. The holistic effort will include a series of worldwide listening sessions with Soldiers and civilians, an examination of possible racial disparity in military justice cases, and the removal of photos from officer promotion boards beginning August 2020. (Courtesy of Elizabeth Cross)

Army Project Inclusion - FAQs

By U.S. Army - June 26, 2020

The Secretary of the Army and Chief of Staff of the Army have announced a new initiative, Project Inclusion, to improve diversity, equity and inclusion across the force and build cohesive teams. The holistic effort will include a series of worldwide listening sessions with Soldiers and civilians, an examination of possible racial disparity in military justice cases, and the removal of photos from officer promotion boards beginning August 2020.

Below you'll find answers to several commonly-asked questions about this new initiative and the Army's actions to ensure that promotion and selection boards are as fair and impartial as possible.

Q: With the recent events in Minneapolis across the country and the resulting focus on racism, what is the Department of the Army doing to address the issue of institutional racism and unconscious bias in the Army?

A: It is extremely important that leaders continue to promote an equitable and inclusive culture while reaching out to listen to the experiences and recommendations of their unit personnel. Open dialogue is critical to helping our people understand and support each other. When individuals reach out to each other and engage around challenges, whether professional or personal, it helps everyone know they and their input are valued in the organization, and this inclusion supports them being fully focused on the mission.

Q: What actions have you taken to institute unconscious bias training?

A: The Army has enacted a range of initiatives, to include training to elevate unconscious bias awareness and mitigate its impacts. The Army is currently in the process of updating its Diversity and Inclusion training across our Professional Military Education from Private to our General Officers and Senior Executive Service Members as well as amongst our Military Equal Opportunity, Equal Employment Opportunity, and Diversity and Inclusion professionals.

Q: Does the Army have a challenge with race disparity in military justice outcomes?

A: The core of the military justice system is that every Soldier who has sworn to support and defend the Constitution of the United States is guaranteed our Constitution's foundational promise - Equal Justice under the Law. It is the premise underlying our justice system, military and civilian, and is essential to maintaining public trust. Since the 2019 GAO report found indications of a racial disparity in some aspects of the military justice process, the Army has implemented improvements to its data collection and analysis, including, data standardization, collection, transparency, and enhanced analysis. These efforts will allow us to see ourselves more clearly so that we can understand and work to address this complex issue. We will continue to work to ensure that the Army honors the promise that all citizens receive equal protection under the law.

Q: We have seen on multiple social media sites where current and former Soldiers are voicing their opinions on both the George Floyd incident as well as the protesting taking place throughout the country. What is the Army's guidance on Soldiers posting personal and political opinions on social media?

A: The U.S. Army is a values-based organization where everyone is expected to treat all persons as they should be treated - with dignity and respect, as outlined in AR 600-20, the Army's Command Policy. Being online does not change this. Soldiers still represent the U.S. Army when they are on a social media platform. Commenting, posting and linking to material that violates the Uniform Code of Military Justice or basic rules of Soldier's conduct are prohibited, along with talking negatively about supervisors or releasing sensitive information.

Q: The U.S. Army recently made an announcement that they were considering renaming the installations, shortly thereafter, the President published a Tweet regarding that effort? Where is the Army on this decision?

A: The President is the Commander of Chief of the Armed Forces. We take his guidance and direction, as well as guidance and direction from the Secretary of Defense as it relates to any potential initiatives.

Q: Any word on the Army removing Confederate Flag symbols from their installations?

A: We are working closely with the Office of the Secretary of Defense to develop a comprehensive, meaningful and enduring solution to address the use of divisive symbols such as the Confederate flag.

The Army's Command Policy, AR 600-20, currently gives commanders authority to remove or prohibit any symbols, flags, etc. that further discriminatory causes or ideologies or advocate the overthrow of the government.

Q: What are some key findings from the Army's study of promotion boards?

A: The study focused on the existence of same race, same gender bias. The study found that removing DA photos may reduce the same race, same gender bias.

The study used mock panels and data from five different boards, between 2017 and 2018, analyzed 220,000 votes, 13,000 officer files, and 90 different voting members.

Q: When will the DA photos be removed? From which promotion boards?

A: The DA photos will be removed from officer promotion boards beginning in August. A decision on NCO and Warrant Officer Boards is forthcoming.

Q: What is the Army's role in the DOD Diversity Panel?

A: OSD is currently working the make-up of this panel. Please follow up with OSD for additional information.

Q: What initiatives does the Army plan to put in place to further increase diversity and efforts?

A: The Army is finalizing its Army People Strategy: Diversity, Equity, and Inclusion annex which contains 5 Goals (Leader Commitment, Talent Management, Organizational Structure, Training and Education, and Equitable and Inclusive Environment) and 25 Objectives geared toward increasing diversity and inclusion across the Total Force. The Annex also satisfied the FY20 NDAA mandate for the Services to have a strategic Diversity and Inclusion strategic plan NLT Dec 2020.

Q: Will we make a copy of the study available to media?

A: Yes, per the appropriate request.

Q: Are we looking at removing gender/names?

A: The use of gender and names will be considered in an upcoming study.

Q: Is there any recourse for the officers impacted?

A: Each board is a specific snapshot in time, with specific instructions for each time. Even if board composition were exactly the same, we could expect to see slightly different results. We're looking forward to using this study to make us better.

*Note: Status of other services' use of official photos in officer promotion boards
-----Navy: has gone back and forth on photos, included again in 2018
-----AF: removed photos from promotion boards in the 90s.
-----Coast Guard: no photos
-----Marines: photos

Q: Does the Army have an issue with race in military justice?

A: The GAO study identified racial disparity in the likelihood that a Soldier would be the subject of a law enforcement investigation. That disparity generally decreases as a case moves through the process - and ultimately, the GAO found no statistically significant difference in the likelihood of either conviction or in the harshness of the sentence. The GAO did not make any findings as to the cause of this disparity, but the disparity alone raises a significant concern. Consistent with GAO's recommendations, we are working to improve data collection to more fully understand the disparities. Additionally, we are looking at how to conduct a holistic review of how we investigate and prosecute alleged offenses, to ensure that equal justice under the law is true for all.

Q: What is the Army doing about concerns with race in military justice?

A: First the Army is working toward full implementation of the May 2019 GAO recommendations. Second, the Army is also working with the other Services to execute Section 540I of the 2020 NDAA. That statute establishes a common construct among the Services and DoD to collect data on the demographics of accused Soldiers and victims and, using that information, to identify, investigate, and resolve potential disparities in justice. Third, the Army will also work closely with the Department of Defense on any additional efforts.

Finally, the Army will conduct an assessment to examine racial disparity within our justice system. We are still in the early stages of figuring why the justice system is more likely to investigation certain Soldiers and what our investigations and command decisions tell us about the issue. Race and ethnicity are not currently actively tracked in investigations.

Q: Has the Army notified official photographers about the possible workload changes they may experience due to the removal of DA photos for officers?

A: Yes. DA photographers are aware of the Army's decision to remove DA photos from officer promotion boards, which may slightly impact their workload beginning August 2020. We will continue provide updates as more information is available.

A Big Thank You to these Partners Celebrating their July PaYS Anniversaries:

Southwest Airlines 8-Jul-02 NorthCrest Medical Center 7-Jul-02 McCann Industries, Inc. 7-Jul-02 Travel Centers of America 19-Jul-02 Broward County Sheriff's Dept. 22-Jul-02 Southwest Research Institute 7-Jul-03 Dell 8-Jul-03 North Carolina State Highway Patrol 8-Jul-03 BAE System - IEWS 17-Jul-03 New York State Police 28-Jul-03 Prince George's County 14-Jul-05 Montgomery County Police Dept. 12-Jul-06 Alabama Department of Corrections 12-Jul-06 Advanced Technology Service, Inc. 18-Jul-06 Weld County Government 24-Jul-06 Southern AG Carriers, Inc 25-Jul-06 AAI Corporation 25-Jul-06 United Services Automobile Assoc. (USAA) 26-Jul-06 Schwan's Shared Services, LLC 26-Jul-06 Falcon Transport Co. 20-Jul-07 CareerBuilder, LLC 20-Jul-07 Kane Freight Lines, Inc. 20-Jul-07 Kansas Juvenile Justice Authority 20-Jul-07 Kansas Dept. of Corrections 20-Jul-07 Iowa Dept. of Public Safety 20-Jul-07 InfoCision Management Corporation 12-Jul-08 Newport News Sheriff's Office 19-Jul-08 Doggett Equipment Services Group 19-Jul-08 City of Bryan Police Department 31-Jul-08 The Pep Boys - Manny, Moe & Jack 31-Jul-08 Cajun Industries, LLC 1-Jul-09 Harrisonburg Police Department 15-Jul-09 Ken Garff Automotive Group 15-Jul-09 Village of Itasca 7-Jul-10 ADS Logistics Co, LLC 15-Jul-11 Dot Foods, Inc. 15-Jul-11 Jasper Engines and Transmissions 14-Jul-11 United Road Services, Inc. 14-Jul-11 Thyssenkrupp Waupaca, Inc. 14-Jul-11 Atlas Oil Company 14-Jul-11 Baltimore Police Department 21-Jul-12 Midland County Sheriff's Office 21-Jul-12 BMO Financial Corporation 21-Jul-12 Hewlett-Packard Company 23-Jul-12 Legacy Health 1-Jul-14 CamelBak Products, LLC 1-Jul-14 Westar Energy 1-Jul-14 QualTek USA, LLC 9-Jul-14 Burns & McDonnell Eng. Co., Inc. 9-Jul-14 BJC HealthCare 11-Jul-14 Phillips & Cohen Associate, Ltd 9-Jul-15 Noranda Aluminum 10-Jul-15 Guardian Logistics Solution 10-Jul-15 Dartmouth-Hitchcock 23-Jul-15 TeamCraft Roofing 28-Jul-15 Nevada Builders Alliance 29-Jul-16 Clean Harbor Environmental Services 16-Jul-18 Capital City Fire Rescue 16-Jul-18 Yancey Bros Co. 16-Jul-18 U.S. Concrete 16-Jul-18 Eaton Drilling Co., Inc. 16-Jul-18 Martin Sullivan, Inc. 23-Jul-18 Lee Company 30-Jul-18 Seattle Police Department 30-Jul-18 Licking Memorial Health Systems 5-Jul-19 Detroit Police Department 5-Jul-19 SwedishAmerican Health System 5-Jul-19



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