	Background

Since the end of the Cold War, there has been a shift in the way reserve  forces have been used. Previously, reservists were viewed primarily as an  expansion force that would supplement active forces during a major war. Today, reservists not only supplement but also replace active forces in  military operations worldwide. Since September 2001,  operational tempos have increased significantly for reservists in all of  DOD’s reserve components due to the partial mobilization in effect to  support operations Noble Eagle and Enduring Freedom. Reservists Have Reported Widely Varying Degrees of Income Loss Or Gain

Preliminary analysis of income changes reported by reservists who  mobilized or deployed for past military operations indicates that they  experienced widely varying degrees of income loss or gain. The data  show that 41 percent of drilling unit members reported income loss during  their most recent mobilization or deployment, while 30 percent reported  no change and 29 percent reported an increase in income (see table 1). DOD’s preliminary analysis of the survey data show that certain groups  reported greater losses of income on average. Far fewer reservists than DOD  expected enrolled in the program. This practice varies considerably among employers. Under a   1994 DOD policy, the military services must “ensure National Guard and  Reserve members and their families are prepared and adequately served  by their services’ family care systems and organizations for the  contingencies and stresses incident to military service.”
Although activated reservists and their family members are eligible for the  same family support services as their active duty counterparts, they may  lack knowledge about or access to certain services. Notwithstanding these efforts, we  believe, based on our review to date, that outreach to reservists and their  families will likely remain a continuing challenge for DOD. Challenges in Accessing DOD Health Care Benefits Are Magnified for Reservists

Reservists who are mobilized for a contingency operation are confronted  with health care choices and circumstances that are more complex than  those faced by active component personnel. Unlike active component members, reservists may also transition into and  out of TRICARE several times throughout a career. Reservists are also not part of the day-to-day  military culture and, according to DOD officials, generally have less  incentive to become familiar with TRICARE because it becomes important  to them and their families only if they are mobilized. We plan to look at the  TRICARE reserve communications plan in more detail as we continue our  study. As we continue our study, we plan to review the results of  the demonstration project and its impact on improving health care for  reservists’ family members. DOD has activities aimed at  maintaining and enhancing employers’ support for reservists. Although DOD has numerous outreach efforts, we have found that a  sizeable number of reservists and employers were unsure about their  rights and responsibilities. For example, a 1999 DOD survey found that   31 percent of employers were not aware of laws protecting reservists. In a  recent report, we listed several factors that have hampered DOD’s  outreach efforts to both employers and reservists. Most notably, DOD is moving ahead with plans to collect  employer data from all of its reserve personnel. Preliminary  results from these studies are expected later this year.
Why GAO Did This Study

Since the end of the Cold War, there has been a shift in the way reserve forces have been used. Previously, reservists were viewed primarily as an expansion force that would supplement active forces during a major war. Today, reservists not only supplement but also replace active forces in military operations worldwide. Citing the increased use of the reserves to support military operations, House Report 107-436 accompanying the Fiscal Year 2003 National Defense Authorization Act directed GAO to review compensation and benefits for reservists. In response, GAO is reviewing (1) income protection for reservists called to active duty, (2) family support programs, and (3) health care access. For this testimony, GAO was asked to discuss its preliminary observations. GAO also was asked to discuss the results of its recently completed review concerning employer support for reservists.

What GAO Found

The preliminary results of our review indicate that reservists experience widely varying degrees of income loss or gain when they are called up for a contingency operation. While income loss data for current operations Noble Eagle and Enduring Freedom were not available, data for past military operations show that 41 percent of drilling unit members reported income loss, while 30 percent reported no change and 29 percent reported an increase in income. This information is based on self-reported survey data for mobilizations or deployments of varying lengths of time. As would be expected, the data indicate that certain groups, such as medical professionals in private practice, tend to report much greater income loss than the average estimated for all reservists. Although reservists called up to support a contingency operation are generally eligible for the same family support and health care benefits as active component personnel, reservists and their families face challenges in understanding and accessing their benefits. Among the challenges, reservists typically live farther from military installations than their active duty counterparts, are not part of the day-to-day military culture, and may change benefit eligibility status many times throughout their career. Some of these challenges are unique to reservists; others are also experienced by active component members but may be magnified for reservists. Outreach to reservists and their families is likely to remain a continuing challenge for DOD in the areas of family support and health care, and we expect to look at DOD's outreach efforts in more detail as we continue our study. Outreach is also a critical component of maintaining and enhancing employers' support for reservists. Although DOD has numerous outreach efforts, we found that a sizeable number of reservists and employers were unsure about their rights and responsibilities. For example, a 1999 DOD survey found that 31 percent of employers were not aware of laws protecting reservists. Several factors have hampered DOD's outreach efforts to both employers and reservists. However, DOD is taking positive actions in this area, such as moving ahead with plans to collect employer data from all reserve personnel.