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Show The DESERET SAMPLER, Fri., Dec. 4, 1970 VII The black soldier in history-Par- t ffI would never have asked United States Army General George Patton was never a man known for minting his words. He lived up to that reputation on the occasion of his welcoming speech to the 761st tank battalion at Omaha Beach on Oct. 10, 1944. THE 761st was the first Negro armored unit committed to combat in World War II, and General Patton greeted them like this: "Men, you're the first Negro tankers ever to fight in the American Army. I would never have asked for you if you weren't good. I don't care what color you are, so long as you go up there and kill those Kraut sonsabitches." Before Patton's memorable words became a legend in their own time, the 761st had set out to do exactly what the General asked. They piled up an enviable list of accomplishments and were given special commendations for their efforts. tanks as honor guard TEN OF THE tanks in the outfit were even chosen as part of the honor guard present when German Ceneral Lothas von Rundulic signed the surrender of the Nazi Army in Austria. Although black soldiers were congratulated for their battle heroics after World War II had ended, they again found it difficult to get into the mainstream when it began. A total of 1.2 million black men were inducted into the armed services during the war, and more than half of them saw service in the European and Pacific theaters of operation. Black men constituted alxnit 7.7 per cent of the armed forces, and 9 per cent of the Army. THERE WERE approximately 8,(XX) black com- - Col Etkin responds to Union questions for The interchange of information between management and DTC employees is a vital part of the Center's Command Information Program. In this regard, the three local union presidents recently coordinated in the submission of a number of questions to the Commanding Officer. Colonel Etkin responded to four of these questions in this newspaper on October 9, 1970. His res-- , subponse to three more of the questions mitted are as follows: 1. Q. What is the current civilian housing policy at the Dugway Proving Ground? Who is now eligible for housing? Who has priority? How many units are available? How would a relocation or a move of Fort Detrick. personnel affect this weren't if good" you you one missioned officers in all ot the services, including general and 10 colonels in the Army. records show discrimination shoulder guns in they get some at civil disobedience if it means serving defense of democracy abroad until home. They are prepared to resort to and refusal to register for the draft time in a Jim Crow Army." Faced by this determination and other rumblings. President Truman adopted in 1948 the President's Committee on Equal Treatment and Opportunity in the Armed Services. almost complete integration War records show that although discrimination did occur within the Army, Negroes had a greater opportunity to serve than in any previous war. They were in the infantry, coast and field artillery, cavalry, tank battalions, transportation units, signal corps, engineer, corps, medical corps and many other branches. After the Battle of the Bulge, tired American commanders ordered integration at the platoon level in limited sections of Europe. ONE MAJOR exception to the general segregationist pattern of troop usage occurred in the cold winter months of 1944-4- 5 in the Ardennes battle. Desperate shortages of comlmt soldiers resulted in the Army asking for Negro volunteers. Some 2,500 blacks accepted the assignment, and lxth in terms of Negro comlxit performance and white soldiers' reactions, THIS FIRST STEP, along with the reports of numerous committees and task forces, led to a policy of almost complete integration in the armed forces in the next few years. By the end of the Korean War, the Army reported that only 10 per cent of its 200,000 black soldiers were serving in segregated units. World War II had been settled; and in winning the war a great tattle was also won the battle of equality for black American soldiers. Through the Korean War and on into Vietnam, the Armed forces led the way in the struggle for black equality in all segments of American society. (Reprinted courtesy of J. F. Kennedy Center for Military Assistance, Ft. Bragg, N.C.) the experiment was a hugh success. deep friendship and respect WHEN THE WAR ended and President Harry Truman called for a peacetime draft, Asa Philip Randolph, a veteran civil rights leader, announced: "Negroes are sick and tired of leing asked to Letters to the editor might not understand the alxwe statement, it means that the district will put up the money for any new building program after the remodeling has once leen completed. This has been the responsibility of the II.E.W. in the past. Tooele has only been responsible for the mainteiiance of the building and grounds and the operation of the Dugway School. The Board was also concerned enough to make sure that the building plans met the needs of the community; in short, it would not accept anything inferior. In ' going over the early plans, I found some things that would not meet the needs of the community. The Board agreed on these findings and then went to work to get them changed. The Board has done everything possible to make the final drawing compatible for the community.. The Board has had lxrth principals, all of the teachers, some students, and some community members involved in how the schools should be. He has taken recommendations from each of these individuals and put them to work in the plans. The Superintendent has met with II.E.W. officials from. Washington, D.C. and Denver numerous times to get this project off the ground. In addition, the Board and Superintendent has worked with the state to get their support in the program, and was very successful in getting their help. A great many hours were spent with the architect and engineer. Willingness to cooperate It is my personal feelings that without the Superintendent and the Boards' willingness to cooperate and work with the II.E.W., this remodeling program would still be where it was five years ago. I wrote this article the statement that "II.E.W. suggested that Dugway take over the schools' building and grounds, but the Tooele District superintendent of schools refused to relinquish them," implies that the Superintendent and the Board were uncooperative, which is false. I don't believe however, that the writer of the article intended to have that meaning atcommunity. tached to it. Generally, programs of this Concerned community The Board of Education and the Su- magnitude never get off the ground without perintendent were concerned enough about good leadership and cooperation on the the community (hat fhey were willing to part of those who operate the school disaccept full respoasibility for the building tricts. ' Blaine B. Keller and grounds if H.E.W. would do their part "by "bringing it up to date. For those who Principal, Dugway High School Dear Sir, In a recent article published by this paper and the Tooele Transcript, there was a short history of the building program for the Dugway Elementary and Dugway High School. Unfortunately, the article had some inaccurate information alxnit "II.E.W. suggesting that Dugway take over the school building and grounds, but Tooele District Superintendent of Schools refused to relinguish them." Actually, the Tooele County School District leases the building and grounds from H.E.W. The Tooele County Board of Education was asked to take over the building and grounds, but Superintendent Clarke Johnson refused to accept the building and grounds in their present condition. He felt that before the school district should take the responsibility for the schools and grounds, II.E.W. would have to take their respoasibility and bring them up to the standards of the other schools within the district. This led to an agreement between the Tooele School District, Superintendent Johnsen, and H.E.W., who in turn agreed to remodel both schools if the district would take them over. It is my understanding that II.E.W. is trying to get out from under schools in federally impacted areas and put them under local control. In recent years there has been a great controversary concerning the federal government taking over the education system throughout the U.S. I believe the federal government feels that education should remain under local control, as we do, and does not want to get into a full scale educational program. The Board has spent a great deal of time and money in order to get this agreement from II.E.W. The Superintendent made trips lack to Washington, D.C. and Denver, and has spent a great deal of time getting this program off the ground. The Superintendent has personally contacted senators and congressmen alxnit the needs of Dugway School, and has lwen very concerned alxnit the needs of the Dugway lxx.-au.s- e s ADD SOME THEH XSSSu- J j l5 (WITHOUT .w TAKE j. 71 SCRAMBLE'. ) SCHOOL APP JEADUem) available. In general, priorities are: 7,JIL. A DASH .' EMPTY Ji FASTJE-jeK- . NASROW STREET... - - -V THEN WITH ONE BOSON A v OF SPCft3LDJN 'SECOND OWE... WEN SEPVE'X i y I V MIXTURES TO END 1 rTmXJ&y BLENDED... toCCXXU PO&.A Wt- - - VfOUfCKE: regulation. All DTC military and civilian employees residing with dependents may lx; assigned family quarters when such quarters are a. Key personnel (Iroth military wMCPSuTVf. K. SPECIAL policy? A. Current family housing policy is contained in DTC Regulation 210-- 4, "Family Housing Management," dated 10 July 1969, with two minor administrative changes issued on 11 September 1969 and 6 January 1970. Eligibility and priority are defined arid discussed in detail within this I U . 1 MIX W IN6REPNT. lrtLBAAWWM THE FAMILY WU never Eogeerf - III.. 3 s f " Safety Zone Thinking about an uncool group! by LAWRENCE E. SMITH, Safety Officer The prefix "un"' lias recently swept into prominence. It's suddenly ieen assigned some new communicative tasks. First we heard alxnit the "imcola" and soon it liecame "un" this and "im" that. One politician even called another a "Member of the unparty." THIS GOT us to thinking alxnit an uncool group who quickly turn uninterested when the talk is directed toward safe work, safe play or safe Ix'havior in general. The subject to them is a "real are unknown or their equipment and clothing is unadeqiiate or they are just physically unfit! Their performance is offensive rather than defensive. Observe them on the t, slopes and you'll find them impolite, and uninhibited. More than a few of this kind of skier becomes unconscious. WE GO for that prefix "un" when we're talking alxnit the undamaged, uninjured, the unimpaired, the unlxindaged, and the unsplinted, the unwheel-chairethe unsquashed; but it gives us the cold chills when we're talking about the unheeding, the unprotected, the unprepared, the uninterested, the uncareful, . . the UNDONE!!!! Which "un" are you? For your personal packet of winter ski safety information call the Dugway Safety Office, 5720. and ci- vilian) who are essential to the operation or mission of the installation. b. Commissioned and Warrant Officers ' with dependents. c. Enlisted personnel in grade E4 with more than four years of service and above. d. Families of eligible military personnel who are on unaccompanied overseas tours. e. Enlisted personnel in grade E4 with less than four years of service and lxdow. f. Civilian employees. g. Employees of nonappropriated fund activities and contractor personnel. At the present time there are 65 family housing units vacant ready for occupancy. No change is anticipated in the eligibility priority policy in the event of the relocation of the Fort Detrick mission. 2. Q Are there future plans for a commuter bus service, with or without relocation of the headquarters to the Dugway Proving Ground? A. DTC's request last year for authority to establish group transportation service to DPG was not favorably considered by higher headquarters. This subject is presently being reexamined by the Commanding Officer for possible resubmission with new information. 3. Q Shouldn't we have a representative of the Civilian Personnel Office in Salt Lake City Ixodes the Training Officer? A. Mrs. Carydcl Bullock serves as technical liaison Civilian Personnel Specialist for DTC personnel at Fort Douglas. She is available to answer questions and offer advice relating to all Civilian Personnel matters. Mrs. Bullock Is located in Room 218, Bldg. 100, phone extension 4373 each Monday from 0745 hours to 1630 hours. una-ler- d, drag." Considering safe play, this breed let's call them the unsafe are generally the unready. With winter sports alxnit to alike are lwgin, Utah'n and starting to think alxnit "hitting the 'n slopes." Many are, more than likelv, very much unprepared. They are unready to lnrgin skiing safely. Fundamental rules six-pa- ge Reductions in force depend on several factors The determination which Federal employee stays or which goes in a reduction in force (RIF) depends on several factors. Two of these, competitive area and com petitive level, were discussed in a previous fact sheet which was disseminated in August 1970. In this fact sheet, we are going to discuss the other factors which determine an employee's retention standing in his competitive level. They are: tenure group, siilgroup, length of service, and performance rating. Employees are classed in groups and subgroups on the Ixtsis of tenure of employment and veteran preference. The descending order by groups is Group I, Group II, and Group III; within each group the order is Subgroup A and then Suligroup B; and within each suligroup the order Ixsgins with the earliest service date. Generally these items can Ix: found and verified by referring to your la f test notification of personnel action Group 1 includes employees serving under career appointments who have completed their prolxitionary period. Career employees Group II includes career employees serving the SF-5- 0) one-ye- ar one-ye- prolxitionary career-condition- ar peruxl; em- al ployees, i.e., career employees who have not yet completed the three-yefor service requirement career tenure; and career employees in obligated positions, i.e., a position to which another employee has a statutory restoration right after military duty or reemployment rights under pertinent ar regulations. Group III includes indefinite employees; employees serving under TAPER appointments and term appointments; employees in status quo; and employees under any other nonstatus noiitemporaryappoiiitmcnts. EmNoncompleting with apployees. Employees one to limited pointments year or less and those with performance unsatisfactory ratings are not assigned to any group. They, must lx moved out of the competitive level by appropriate means lx:fore any employee in Group I. II, or III is released from that competitive level by RIF. Suligroups In each of the alxrvc listed tenure groujjs, veteran preference eligibles are listed in Subgroup A and in Subgroup B. Length of Service, as reflected in the service date, is the primary lxisis for ranking employees in a subgroup on a retention register. A record of all creditable Government service, civilian and military, determines the relative standing in a subgroup. As a rule, all service creditable toward civil service retirement is creditable for KIF purposes. The specific types of creditable service are lisSulxhapter 210, Appendix B of the Federal Per- ted in sonnel Manual 296-3which is available in your servicing Civilian Personnel Office. Performance Rating. Four years are added to the length of service for a current official performance rating of 1, "Outstanding." Promotion. Temporary Employees serving in to which thev were temporarily promoted are not competing in the competitive level of these positions. They are, instead, listed on the register for the competitive level of their permanent position, i.e., the one from which thev arc temporarily promoted. Tenure depends Normally, an employee's tenure group depends upon his tenure at the time of the RIF notice. But, an employee must lx; treated as if he were in a different group when it is known that his tenure will the issuance change posi-tion- f s date of the RIF notice and the effective date of the RIF action. For example: A career employee who is serving the prolxitionary period of one year (Group II) will 1x5 treated as Group I employee when he will complete that prolxitionary period on or Ixjfore the effective date of the RIF. A career-condition- em- al ployee (Group II) who will service complete the requirement for career tenure by the effective RIF date must lx; treated as Group I ar employee. Group III employee As soon as an activity acts to have a Group III employee acquire career or career-condition- al status, as by recommendation to the Civil Service Commission, it must advance him to the apif propriate tenure group as he already had status; this will apply' whether or not the acquires such employee the effective lx;fore status RIF. of the date The following changes occurring between the date of the RIF notice and its effective date will also change an employee's retention standing: (1) Allowance or withdrawal of veteran preference. (2) Assignment of an official performance rating which is different from the one at date of the notice. (3) Correction of error in service credits. (4) Addition of one or more employees to the competitive level who are lxslow those employees reached for RIF action. (5) Any action taken by the activity which is not consistent with the one proposed in the RIF notice to the employee. Last 30 days Personnel actions occurring during the last 30 days y of a notice period, while the employee is in a leave status, will not change his retention standing as in paragraph 3a, 3b, 90-da- des-erilx-- 'd 3d(l)and3d(2)alx)ve. No employee, except in very unusual situations may lx; separated, furloiighed for more than 30 days, or reduced in pay grade in a RIF while an employee with lower retention standing is retained in the same competitive level. In order to carry out this requirement, a 'retention point' will Ik; d for each competitive level effected by the reduction in force. The retention point on the retention register is that point alxive which employees will Ix; retained and lx:low which employees must be separated from their present positions. Employees are reached for RIF by starting with the employee having the lowest retention standing on the specific register and working up to the cstal-lislie- retention point. The exceptions to alxwe general rule are linked to the following situations: An employee with retention priority Ixised on mili tary service who is within reach for RIF will be temporarily passed over and not Ix; affected by RIF until completion of his statutory retention period. An employee whose name falls lx;low the retention point may lx; indefinitely or temporarily retained within his competitive level as exception to the retention order 1xx.-aus- e he is engaged in duties which cannot lx; taken over within 90 days by an employee with higher retention standing on the register without undue in- terruption to the activity or installation. Assignment Rights. Group I and II employees released from their position by RIF have, under certain conditions, assignment rights to positions in other competitive levels. This topic will lx; discussed in a future issue of the Dcscret Sampler. Any further questions on the subject of retention standing should lx; directed to Civilian Personnel Office |