JAG Whistleblower exposes long-term plan to apparently discriminate in promoting specifically-named diverse junior JAG officers.
Review this thread to see how far down the rabbit hole goes.
Contact info below for possible future BCNR/legal action.
🧵👇
Review this thread to see how far down the rabbit hole goes.
Contact info below for possible future BCNR/legal action.
🧵👇
2)
In early 2008, Chief of Naval Personnel VADM Harvey promulgated guidance to achieve specific future Flag Officer Diversity quotas.
He ordered subordinates to identify diverse junior officers in their communities, give them the best assignments, and track them for Flag.
In early 2008, Chief of Naval Personnel VADM Harvey promulgated guidance to achieve specific future Flag Officer Diversity quotas.
He ordered subordinates to identify diverse junior officers in their communities, give them the best assignments, and track them for Flag.
3)
There were specific PPT briefs developed that tracked the identified officers by name and by diversity marker (i.e. by immutable characteristic).
There were specific PPT briefs developed that tracked the identified officers by name and by diversity marker (i.e. by immutable characteristic).
4) In hindsight, the career diversity tracking PPTs and subsequent spreadsheets, read like a veritable who’s who for JAG officers.
They almost all ended up achieving a significant rank before retiring.
They almost all ended up achieving a significant rank before retiring.
5)
Among those identified was future DJAG of the Navy (and now acting TJAG), then only a LCDR but now a RADM, Lia Reynolds.
Among those identified was future DJAG of the Navy (and now acting TJAG), then only a LCDR but now a RADM, Lia Reynolds.
6)
If implemented as ordered, the program was likely unfair, & not just to those passed over for promotion or given bad assignments.
It would be unfair to those identified JAGs who did achieve significant rank & authority who truly earned it, but may now forever be questioned.
If implemented as ordered, the program was likely unfair, & not just to those passed over for promotion or given bad assignments.
It would be unfair to those identified JAGs who did achieve significant rank & authority who truly earned it, but may now forever be questioned.
7)
Thank you to the whistleblower who had the courage to bring this information forward.
This program raises serious ethical questions and potentially undermines Trust in the entire JAG Corps.
Full investigations by outside authorities must be initiated.
Thank you to the whistleblower who had the courage to bring this information forward.
This program raises serious ethical questions and potentially undermines Trust in the entire JAG Corps.
Full investigations by outside authorities must be initiated.
8)
If you are a whistleblower who has tried to raise the alarm and have been ignored, silenced, or retaliated against, please take heart.
There is a network of Constitutional defenders aware of the compromised nature of our internal “oversight” organizations, who are working towards real accountability.
We are here to help you if we can.
If you are a whistleblower who has tried to raise the alarm and have been ignored, silenced, or retaliated against, please take heart.
There is a network of Constitutional defenders aware of the compromised nature of our internal “oversight” organizations, who are working towards real accountability.
We are here to help you if we can.
9)
If you are a JAG Corps Officer and think that you or your career may have been negatively impacted by this program, consider emailing my friends at JAGaccountability@protonmail.com to coordinate possible future BCNR / legal action.
If you are a JAG Corps Officer and think that you or your career may have been negatively impacted by this program, consider emailing my friends at JAGaccountability@protonmail.com to coordinate possible future BCNR / legal action.
Correction to the email address.
Please use:
JAGaccountability@proton.me
Please use:
JAGaccountability@proton.me
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