text: Appendix A
  Recruitment, Assessment, and Selection Program
  The physical and psychological demands on the LRSU Soldier generally exceed
  those on conventional Infantry and reconnaissance Soldiers. Instead of operating near
  friendly supporting units, they operate deep in the enemy's rear, surrounded by
  hostile forces. They operate independently for long periods of time without support.
  They must rely only on each other and on what they can carry. The pressure of
  having to perform under such extreme circumstances requires more than
  extraordinary physical capabilities--it also requires specific character traits. Ideally,
  LRSU Soldiers are selected in three stages: recruitment, assessment, and selection.
  This appendix covers the purpose, organization, and elements of the recruitment,
  assessment, and selection program (RASP) as well as reassignment during and after
  the 90-day probationary period. The purpose of the RASP is to ensure quality
  personnel are assigned and maintained to meet the demands of the LRSU mission.
  PURPOSE AND ORGANIZATION
  A-1. The purpose of a LRSU RASP is to identify and gauge the potential of individual Soldiers to meet
  LRSU standards within a reasonable training period.
  Memorandum of Understanding—The BFSB S-1, the R&S squadron S-1 and the LRSC should
  develop a RASP Memorandum of Understanding (MOU). The RASP MOU should have the
  approval of the BFSB and R&S squadron commanders.
  Three-Time Volunteers—Potential new Soldiers for a LRS team should be at least three time
  volunteers: they have joined the Army, they are Airborne qualified, and they agree to be
  assigned to a LRSC.
  Assessment and Selection Board—The LRSU assessment and selection board consists of senior
  LRSC leaders, R&S squadron and BFSB commanders and Command Sergeants Majors (or
  their designated representatives). The board centrally reviews the candidate's qualifications and
  results of the assessment process. Assignment to the LRSC ideally occurs only after the Soldier
  successfully completes the assessment phase and receives a recommendation for assignment
  from the selection board.
  Phases—A LRSU RASP normally has three phases: recruitment, assessment, and selection.
  RECRUITMENT
  A-2. LRSU recruitment should not be used to reward or promote particular Soldiers. Neither should
  other units reassign Soldiers with "problems" or marginal performance to the LRSC. For the LRSU to
  properly perform its mission, Soldiers should volunteer or be chosen based on their proven ability or
  potential to perform and thrive under the demanding conditions of LRS missions. LRSU recruitment
  should be viewed as an extension of the Army's personnel-management program. It identifies Soldiers who
  meet the requirements for specific LRSU needs.
  A-3. Privates through specialists will be assigned to the BFSB by the Human Resources Command.
  With very few exceptions, 11B1P Soldiers assigned to the BFSB are intended to fill slots in the LRSC. It is
  unlikely that these Soldiers will initially all meet the unique characteristics of a LRS Soldier. The BFSB
  S-1 needs to establish a relationship with units on the host installation that require 11B10s and institute a
  reassignment policy so Soldiers not meeting the RASP standards can be transferred. A Soldier not meeting
  the RASP standards does not necessarily mean he is a substandard performer. Likewise, RASP standards
  should not be so stringent that the failure rate of potential new LRSU Soldiers puts an undue burden on the
  BFSB, the host installation and the US Army Human Resources Command.