Texas A&M University

Aggie Muster Committee

Leadership Selection and Transition Process

Responsibility for establishing the schedule for committee leadership selection and transition belongs to the outgoing Chair and advisor. Described below is the committee’s standard process. Each year, this process is shared with the new student body president to ensure that it is aligned with expectations of the new Student Government Association administration. The goal of this process is to select qualified leaders to oversee the work of the committee for the coming year. To be able to apply for either one of these positions, you have to have served on the Aggie Muster Committee for at least one year. In general, this process begins April 22 and is concluded before the first reading day for spring semester final examinations so that there is no conflict with students’ academic commitments.

Typical Selection and Transition Schedules

1. Tentative Timeline for 2027 Chair and Executive selection process:

April 1: Chair/Executive applications available

April 26: Both applications due

April 27: Chair interview and selection

April 29-May 3: Executive interviews and selection

May 14: Transition meeting

1. Tentative Timeline for 2026 -2027 Committee selection process:

August 28-30: Committee Informationals each night

August 28 around 10 pm: Committee Application drops

September 3 at 5 pm: Committee Application due

September 5-10: Committee Interviews

September 13 at 10 am: Committee Decisions sent out

How the Process Works

Chair Selection: Upon completion and submission of the application, the committee advisor, outgoing Chair, and new student body president will interview applicants for Chair. Interview lasts approximately 30 minutes, and covers such issues as past leadership experience, experience on the committee, leadership philosophy, and time commitments. Upon selection of the Chair, it is then the responsibility of the new Chair (from here on referred to the as the Chair) to review the applications for Executive.

Executive & Vice Chair Selection: Specifics for reviewing and evaluating applications for Executive are at the 2026 Chair’s discretion (acting with the advisor). Upon completion of the application review process, the candidates will each be interviewed in 20 minute intervals by the Chair and advisor. Interview questions are at the discretion of the interview panel, but generally consist of leadership philosophy, personality strengths, subcommittee goals, etc. In the Executive selection process, it is a goal of the selection panel to not only pick the most experienced and qualified applicants, but also those applicants who best “complement” each other. That is, those applicants whose strengths and weaknesses will combine and form a well rounded diversified Executive team.

Transition Process: Upon selection of the new Executive team, a letter notifies the applicants, and a transition meeting is held with the advisor, old and new Chair, and old and new Executives. The purpose of the meeting is to bridge the transition process from old to new leadership. Each process of the year, including individual subcommittees, retreats, selection, and ceremony, is analyzed. The old and new alike seek to look at all of our processes and specify changes that need to take place in the following year. During this time, job notebooks are exchanged, and each subcommittee Executive team (old and new) meets to pose and answer questions, give advice, and offer support.

Approximately 4 hours should be allocated for the transition meeting. Attendance at the meeting is required for both old and new committee leadership.

General Committee Selection

With the exception of April 21st, the selection process is the most important event of the year for the Muster Committee. This process is held in September, the beginning of the Fall semester. The following procedure has been set to ensure fairness and objectivity in selection. All information revealed by applicants in the written application and interview process is to be kept strictly confidential among the Executive team.

At no time is it to be discussed with outside parties, nor should it be discussed with committee members once the process is complete. Nor should members of the Executive committee team reveal any information regarding the selection process to applicants that might give them an unfair advantage – including, but not limited to interview questions. If any of these acts are done or if any kind of confidentiality is broken during the committee selection process, the executive/chair will be subject to a review process detailed within these bylaws.

Application Review

Every applicant will apply on Get Involved and we will remove any identifier components for the application round.

The Executives and the Chair will convene to read and score the essays. Each member of the exec team will read, evaluate and score each application.

Freshmen cannot apply to be a member of the Muster Committee

Once all of the applications have been read and scored by all exec members, the scores will be submitted to the Chair who will compile the scores for each applicant.

The applicants will then be sorted in descending order. The committee will interview roughly twice as many applicants as there are open committee positions. The applicant with the highest score will be invited first, then the one with the second highest score, etc., until the number of allotments is filled.

An email will be sent to all applicants informing them of their interview decision. For those that need to, there will be a sign up document for interview time slots.

Interviews

Throughout the entire interview process Executives are to maintain a professional attitude and demeanor. This is demonstrated by treating all interviewees equally before, during, and after the interview, so as not to demonstrate favoritism to friends and or/associates. Because interviews are held in a formal setting, interviewers are to conduct themselves in a mature and behaved manner at all times.

Three members of the committee’s exec team should be present at each interview to ask questions and to evaluate the interviewee, with one of the three members being the Chair. It is desirable that a fourth member be present to greet potential members in the waiting room and to escort them inside the room for their interview when the interviewers are prepared.

During the interview, each potential member is asked five questions. With the exception of the first question, all responses are scored equally. The combined response score is used to provide an overall “interview” score.

After each interview, the score sheets will be collected by the Chair in order that he/she may compile all interview scores upon the conclusion of all interviews.

Final Selection

The applicant’s application score will be combined with their corresponding interview score. Members will be chosen according to high scores. Returning committee members will be evaluated by their score as well as their end–of–year evaluations. Applicants with the highest score will be invited to be on the committee, assuming there are no disciplinary problems or past unpleasant incidents involving the Muster Committee.

Before finalizing the list, grades must be checked and verified that they fall under the Student Government guidelines.

During the final selection process, a member of the Executive team may challenge any of the applicants who made the cut. A challenge may be based only upon prior knowledge of an individual’s poor performance within a student organization at Texas A&M, facts displaying an applicant’s weak ethical character, or a relevant event deemed appropriate by the advisor and Chair.

Prior to its first General Committee Meeting, one member of Fish Aides will be chosen to serve within the committee’s ranks. The Fish Aide is held to the same standards and expectations of every other committee member.

Two alternate members (a first and a second) will be selected from the applicant pool at the same time as the rest of the general committee; the alternates will be selected using the same criteria as the rest of the candidates. In the event that an applicant who is invited to join the Muster Committee declines, an alternate will be invited to join in his/her place. The alternate members’ identity will be revealed to no one outside the Executive team.

Host Selection

The following procedure has been set to ensure fairness and objectivity in selection. All information revealed by applicants in the written application and interview process is to be kept strictly confidential among the Executive team.

At no time is it to be discussed with outside parties, nor should it be discussed with committee members once the process is complete. Nor should members of the selection team reveal any information regarding the selection process to applicants that might give them an unfair advantage – including, but not limited to interview questions. This process takes place at the beginning of each Spring Semester.

Application Review

Every applicant will put their entire University Identification Number (UIN) on the pages following the cover page of the application. The applicants will submit four copies of the essay answers along with the cover page. Once every application has been received, the cover page will be removed, and the essays will be sorted and given a number.

The Host Coordinators and RC&F Executives will convene to read and score the essays. The Host Coordinators and the RC&F Executives will read and evaluate each application. There are three questions on the application. After reading all three answers, a score will be given by each grading member.

Once all of the applications have been read and scored by the Host Coordinators and RC&F Executives, the scores will be submitted to the RC&F Executives who will compile the scores for each applicant.

The applicants will then be sorted in descending order. The committee will interview roughly twice as many applicants as there are open host positions. The applicant with the highest score will be invited first, then the one with the second highest score, etc., until the number of allotments is filled.

The interviewees’ UINs will be posted in ascending order in the Student Government office as soon as possible for interview sign-ups.

Any executive/chair who is thought to have broken confidentiality or given an applicant an unfair advantage over another applicant is subject to the review board process as outlined below.

Interviews

Throughout the entire interview process Executives and the RC&F sub-committee are to maintain a professional attitude and demeanor. This is demonstrated by treating all interviewees equally before, during, and after the interview, so as not to demonstrate favoritism to friends and or/associates. Because interviews are held in a formal setting, interviewers are to conduct themselves in a mature and behaved manner at all times.

Three members of either the Executive team or RC&F sub-committee should be present at each interview to ask questions and to evaluate the interviewee. It is desirable that a fourth member be present to greet potential members in the hallway and to escort them inside the room for their interview when the interviewers are prepared.

During the interview, each potential member is asked four questions. With the exception of the first question, all responses are scored equally. The combined response score is used to provide an overall “interview” score.

After each interview, the score sheets will be collected by the Chair, RC&F Exes or Host Coordinators, in order that he/she may compile all interview scores upon the conclusion of all interviews. Confidentiality MUST be maintained at all points during the host selection process. Any executive/chair who is thought to have broken confidentiality or given an applicant an unfair advantage over another applicant is subject to the review board process as outlined below.

Final Selection

The application score will be added to the interview score. Hosts will be chosen according to high scores. Applicants with the highest score will be invited to be in the Host program, assuming there are no disciplinary problems or past unpleasant incidents involving the Muster Committee.

Before finalizing the list, grades must be checked and verified that they fall under the Student Government guidelines.

During the final selection process, a member of the Executive team may challenge any of the applicants who made the cut. A challenge may be based only upon prior knowledge of an individual’s poor performance within a student organization at Texas A&M, facts displaying an applicant’s weak ethical character, or a relevant event deemed appropriate by the advisor and Chair.

Texas A&M University

Aggie Muster Committee

Leadership Selection and Transition Process

Responsibility for establishing the schedule for committee leadership selection and transition belongs to the outgoing Chair and advisor. Described below is the committee’s standard process. Each year, this process is shared with the new student body president to ensure that it is aligned with expectations of the new Student Government Association administration. The goal of this process is to select qualified leaders to oversee the work of the committee for the coming year. To be able to apply for either one of these positions, you have to have served on the Aggie Muster Committee for at least one year. In general, this process begins April 22 and is concluded before the first reading day for spring semester final examinations so that there is no conflict with students’ academic commitments.

Typical Selection and Transition Schedules

1. Tentative Timeline for 2027 Chair and Executive selection process:

April 1: Chair/Executive applications available

April 26: Both applications due

April 27: Chair interview and selection

April 29-May 3: Executive interviews and selection

May 14: Transition meeting

1. Tentative Timeline for 2026 -2027 Committee selection process:

August 28-30: Committee Informationals each night

August 28 around 10 pm: Committee Application drops

September 3 at 5 pm: Committee Application due

September 5-10: Committee Interviews

September 13 at 10 am: Committee Decisions sent out

How the Process Works

Chair Selection: Upon completion and submission of the application, the committee advisor, outgoing Chair, and new student body president will interview applicants for Chair. Interview lasts approximately 30 minutes, and covers such issues as past leadership experience, experience on the committee, leadership philosophy, and time commitments. Upon selection of the Chair, it is then the responsibility of the new Chair (from here on referred to the as the Chair) to review the applications for Executive.

Executive & Vice Chair Selection: Specifics for reviewing and evaluating applications for Executive are at the 2026 Chair’s discretion (acting with the advisor). Upon completion of the application review process, the candidates will each be interviewed in 20 minute intervals by the Chair and advisor. Interview questions are at the discretion of the interview panel, but generally consist of leadership philosophy, personality strengths, subcommittee goals, etc. In the Executive selection process, it is a goal of the selection panel to not only pick the most experienced and qualified applicants, but also those applicants who best “complement” each other. That is, those applicants whose strengths and weaknesses will combine and form a well rounded diversified Executive team.

Transition Process: Upon selection of the new Executive team, a letter notifies the applicants, and a transition meeting is held with the advisor, old and new Chair, and old and new Executives. The purpose of the meeting is to bridge the transition process from old to new leadership. Each process of the year, including individual subcommittees, retreats, selection, and ceremony, is analyzed. The old and new alike seek to look at all of our processes and specify changes that need to take place in the following year. During this time, job notebooks are exchanged, and each subcommittee Executive team (old and new) meets to pose and answer questions, give advice, and offer support.

Approximately 4 hours should be allocated for the transition meeting. Attendance at the meeting is required for both old and new committee leadership.

General Committee Selection

With the exception of April 21st, the selection process is the most important event of the year for the Muster Committee. This process is held in September, the beginning of the Fall semester. The following procedure has been set to ensure fairness and objectivity in selection. All information revealed by applicants in the written application and interview process is to be kept strictly confidential among the Executive team.

At no time is it to be discussed with outside parties, nor should it be discussed with committee members once the process is complete. Nor should members of the Executive committee team reveal any information regarding the selection process to applicants that might give them an unfair advantage – including, but not limited to interview questions. If any of these acts are done or if any kind of confidentiality is broken during the committee selection process, the executive/chair will be subject to a review process detailed within these bylaws.

Application Review

Every applicant will apply on Get Involved and we will remove any identifier components for the application round.

The Executives and the Chair will convene to read and score the essays. Each member of the exec team will read, evaluate and score each application.

Freshmen cannot apply to be a member of the Muster Committee

Once all of the applications have been read and scored by all exec members, the scores will be submitted to the Chair who will compile the scores for each applicant.

The applicants will then be sorted in descending order. The committee will interview roughly twice as many applicants as there are open committee positions. The applicant with the highest score will be invited first, then the one with the second highest score, etc., until the number of allotments is filled.

An email will be sent to all applicants informing them of their interview decision. For those that need to, there will be a sign up document for interview time slots.

Interviews

Throughout the entire interview process Executives are to maintain a professional attitude and demeanor. This is demonstrated by treating all interviewees equally before, during, and after the interview, so as not to demonstrate favoritism to friends and or/associates. Because interviews are held in a formal setting, interviewers are to conduct themselves in a mature and behaved manner at all times.

Three members of the committee’s exec team should be present at each interview to ask questions and to evaluate the interviewee, with one of the three members being the Chair. It is desirable that a fourth member be present to greet potential members in the waiting room and to escort them inside the room for their interview when the interviewers are prepared.

During the interview, each potential member is asked five questions. With the exception of the first question, all responses are scored equally. The combined response score is used to provide an overall “interview” score.

After each interview, the score sheets will be collected by the Chair in order that he/she may compile all interview scores upon the conclusion of all interviews.

Final Selection

The applicant’s application score will be combined with their corresponding interview score. Members will be chosen according to high scores. Returning committee members will be evaluated by their score as well as their end–of–year evaluations. Applicants with the highest score will be invited to be on the committee, assuming there are no disciplinary problems or past unpleasant incidents involving the Muster Committee.

Before finalizing the list, grades must be checked and verified that they fall under the Student Government guidelines.

During the final selection process, a member of the Executive team may challenge any of the applicants who made the cut. A challenge may be based only upon prior knowledge of an individual’s poor performance within a student organization at Texas A&M, facts displaying an applicant’s weak ethical character, or a relevant event deemed appropriate by the advisor and Chair.

Prior to its first General Committee Meeting, one member of Fish Aides will be chosen to serve within the committee’s ranks. The Fish Aide is held to the same standards and expectations of every other committee member.

Two alternate members (a first and a second) will be selected from the applicant pool at the same time as the rest of the general committee; the alternates will be selected using the same criteria as the rest of the candidates. In the event that an applicant who is invited to join the Muster Committee declines, an alternate will be invited to join in his/her place. The alternate members’ identity will be revealed to no one outside the Executive team.

Host Selection

The following procedure has been set to ensure fairness and objectivity in selection. All information revealed by applicants in the written application and interview process is to be kept strictly confidential among the Executive team.

At no time is it to be discussed with outside parties, nor should it be discussed with committee members once the process is complete. Nor should members of the selection team reveal any information regarding the selection process to applicants that might give them an unfair advantage – including, but not limited to interview questions. This process takes place at the beginning of each Spring Semester.

Application Review

Every applicant will put their entire University Identification Number (UIN) on the pages following the cover page of the application. The applicants will submit four copies of the essay answers along with the cover page. Once every application has been received, the cover page will be removed, and the essays will be sorted and given a number.

The Host Coordinators and RC&F Executives will convene to read and score the essays. The Host Coordinators and the RC&F Executives will read and evaluate each application. There are three questions on the application. After reading all three answers, a score will be given by each grading member.

Once all of the applications have been read and scored by the Host Coordinators and RC&F Executives, the scores will be submitted to the RC&F Executives who will compile the scores for each applicant.

The applicants will then be sorted in descending order. The committee will interview roughly twice as many applicants as there are open host positions. The applicant with the highest score will be invited first, then the one with the second highest score, etc., until the number of allotments is filled.

The interviewees’ UINs will be posted in ascending order in the Student Government office as soon as possible for interview sign-ups.

Any executive/chair who is thought to have broken confidentiality or given an applicant an unfair advantage over another applicant is subject to the review board process as outlined below.

Interviews

Throughout the entire interview process Executives and the RC&F sub-committee are to maintain a professional attitude and demeanor. This is demonstrated by treating all interviewees equally before, during, and after the interview, so as not to demonstrate favoritism to friends and or/associates. Because interviews are held in a formal setting, interviewers are to conduct themselves in a mature and behaved manner at all times.

Three members of either the Executive team or RC&F sub-committee should be present at each interview to ask questions and to evaluate the interviewee. It is desirable that a fourth member be present to greet potential members in the hallway and to escort them inside the room for their interview when the interviewers are prepared.

During the interview, each potential member is asked four questions. With the exception of the first question, all responses are scored equally. The combined response score is used to provide an overall “interview” score.

After each interview, the score sheets will be collected by the Chair, RC&F Exes or Host Coordinators, in order that he/she may compile all interview scores upon the conclusion of all interviews. Confidentiality MUST be maintained at all points during the host selection process. Any executive/chair who is thought to have broken confidentiality or given an applicant an unfair advantage over another applicant is subject to the review board process as outlined below.

Final Selection

The application score will be added to the interview score. Hosts will be chosen according to high scores. Applicants with the highest score will be invited to be in the Host program, assuming there are no disciplinary problems or past unpleasant incidents involving the Muster Committee.

Before finalizing the list, grades must be checked and verified that they fall under the Student Government guidelines.

During the final selection process, a member of the Executive team may challenge any of the applicants who made the cut. A challenge may be based only upon prior knowledge of an individual’s poor performance within a student organization at Texas A&M, facts displaying an applicant’s weak ethical character, or a relevant event deemed appropriate by the advisor and Chair.

Muster Committee Role Descriptions

Awareness 

* All positions on Awareness SubCo help each other out where needed.*

External Relations Coordinator (1)

Coordinates with all external contacts including the Battalion and KBTX to attend interviews on behalf of Muster and provide written statements. The External Relations Coordinator creates the Muster Program, Family Welcome Packet, and handles the printing & stationery needs for the committee. They coordinate with affiliate organizations such as the Brazos County A&M Club, Aggie Moms’ Clubs, and The Association of Former Students to expand the outreach of Muster community-wide.

Traits: Personable, Good public speaker

Internal Relations Coordinator (1) 

Coordinates all awareness & marketing efforts within the committee, including but not limited to working with RCO for promotion of the Muster Barbecue, RC&F for marketing of the Host program during HAW (Host Awareness Week), and all other subcommittees in need of promotional material or graphic content. The Internal Relations Coordinator works closely with the Awareness Coordinators to ensure consistency within media content. This individual will be responsible for designing and ordering all PR and merchandise for the committee. 

Traits: Organization, Flexibility, Canva Prince/Princess

Social Media Coordinator (1)

This individual is responsible for all aspects of the creation of social media marketing done through the Aggie Muster Instagram and website.  They will design and plan out all posts, ideas, and captions that will go out for marketing/promotional material. They make Muster known through these entities as well as videos they assist other positions in creating through the A&M subcommittee and the rest of the Aggie Muster Committee.

Traits: Organization, Dependability, and knows their way around Canva

Awareness Coordinators (2) 

Awareness Coordinators are responsible for planning and executing Spring Awareness Week as well as any additional student awareness programs or training – this includes creating and ordering all promotional items, organizing speaking engagements with student organizations, and coordinating with the rest of the committee and hosts to speak on behalf of Muster to these organizations. Awareness Coordinators will keep track of all Host SAW hours, and work closely with the Internal Relations Coordinator for HAW. They also head all training for SAW for hosts and the committee. Awareness coordinators will work as a team to foster the connection between the student body and the Muster tradition.

Traits: Organized, Can command a room, personable

 Programs 

Ceremony Event Coordinators (2)
Coordinates all the aesthetic aspects of the Muster ceremony. Obtains flower donations, orders flowers and candles for the ceremony. Designs and obtains family gifts. Gathers materials/delegation of corsage making, organizes and prepares Thank You’s.

Traits: Organized, self-motivated, and an eye for aesthetics. 

Family Welcome Coordinator (2)
Organizes and implements the Family Welcome Process. Delegates and trains committee members for the positions they will be assigned for the night of the ceremony/for the family welcome process on April 21st. Prepares and presents a Family Welcome presentation for the Committee and Hosts. Organizes the Reed Training for Hosts. 

Traits: Comfortable presenting, Task delegation and People organization skills. 

Facilities & Seating Coordinator (2)
Liaison between the Committee and Reed Arena. Coordinates with Reed Arena staff to organize all events at Reed Arena including meetings, Host Trainings, and the events of April 21st. Coordinates with singing groups and contacts RV’s and the Buglers. Prepares RV Training. Responsible for risk management paperwork for all Muster Events. Oversees and implements best practices for all facilities used by the committee before and during the ceremony.

Traits:  Able to build and maintain rapport with various groups throughout the year, people organization skills, logically minded.  

Speaker

Philanthropy & Alumni Coordinator (1)

Oversees relations with former committee member alumni; creates a newsletter about current Muster committee for past committee members; organizes the slideshow/video to be shown at Speaker Dinner. This person will also implement leadership development components for our committee, both for a virtual and in person setting.

Traits: Detail-oriented, self sufficient, proactive, independent worker and hardworking 

Committee Relations Coordinator (1)

Locates a place to host Speaker Dinner the week of Muster; organizes the menu, cost of the dinner, payment method, and decorations; creates invitations for the Speaker Dinner and place setting cards for all committee members; arranges for guest speakers to speak at GCM’s about Aggie Muster; plans Post Post Muster Reception, Coordinates internal committee affairs. 

Traits: Eloquent, diligent, professional, personable, communication skills, good time management and comfortable with coordinating events from logistics to aesthetics 

Speaker Liaison (1)

Contacts the Speaker and updates him/her on committee progress during the Spring; obtains copies of the Speaker’s letter for the Family Packet; ensures the Speaker’s accommodations are in place for April 20th-22nd; knows Speaker’s whereabouts on 21st and 22nd at all times; plan gifts (ideas and donations, etc.), collects letters and scrapbook pages from every committee member and compiles into a scrapbook to be given to the Speaker; purchases flag and case to give to Speaker; presents gift, scrapbook, and flag to Speaker at Speaker Dinner.

Traits: Eloquent, confident, professional, mature, charming, and autonomous 

*The whole subcommittee is involved in the speaker selection process*

Reunion Class Operations

Reunion Class Liaison (1)

This person serves as the official link between the Aggie Muster Committee, the Association of Former Students, the Reunion Class’ Class Agents/Reunion Planning Committee and individual members of the Reunion Class. He/she will work closely with these entities to coordinate the 50-year reunion, including the BBQ, flag raising ceremony, and other reunion events. Throughout the year, this person will conduct interviews and do research to compile stories, pictures, and key events that shaped the Reunion Class’ time at Texas A&M to be present to the student body through different avenues, with the main one being the collection on display in the Flag Room the week before Muster.

Camaraderie Coordinators (2)

These coordinators are responsible for all aspects of the BBQ, including working with Dining Services, Tailgate Guys, Rudder Complex, Transportation Services, and AFS, all in the coordination of the BBQ for the 50-year reunion class. This also includes designing BBQ posters and other marketing materials. These coordinators will recruit the entertainment, serve as the MC for the BBQ, and get to interact with the 50-year reunion class throughout the year.

Roll Call and Families 

Roll Call Coordinators (3) 

Maintains formal contact with Honored families; compiles the campus and worldwide Roll Calls; works 4-6 hours per week at the Muster desk; provides weekly roll call updates to executives; responsible for sharing Roll Call stories with the committee.

In taking on this role, there is a large emotional component that applicants should be aware of. It is important to maintain professionalism, while being compassionate towards the grief and needs of the family. Please note that this is a partnership, within a very tight-knit sub-committee, so working with others and personal responsibility are key. Proficiency with excel is recommended. 

Reflections Display Coordinators (2)

Dedicates creativity to establishing the Reflections Display as another Aggie tradition; compiles, prepares, stores, and returns materials displayed after the Muster ceremony; facilitates awareness of this event to current students and Honored families. Prepares for the possibility of creating a virtual Reflections Display, even if there is an in-person one. Potentially working with the Association on the MusterLive site. Expect to spend 3-5 hours a week usually, and an upwards of 8 hours a day in the flag room the week of Muster.

In taking on this role, there is a large emotional component that applicants should be aware of. You will be handling objects that mean a lot to the families, so being responsible and well-organized is crucial for this position. Please note that this is a partnership, within a very tight-knit sub-committee, so working with others well is key. 

Host Coordinators (2)

Design/revise/execute the entire Muster Host selection process, including conducting and overseeing the informational, applications/interviews, and training; maintains all contact with the Hosts and makes sure they are prepared for the Muster ceremony. 

Although this role may seem straightforward, it is key to be aware of the many details that go into running a successful Host Program. It is necessary to be very well-organized and a strong communicator within the partnership, the sub-committee, and the Program. You will be managing a large number of people, who will most likely have a lot of questions and concerns regarding their role. 

Aggie Muster Committee Goals and Expectations

Committee Expectations

• Be present, whether that’s virtual or in person.
• Thrive within an adapting and evolving environment
• Be ready to work and put your time into Muster
• Humility in the opportunity provided
• Commit to teamwork and inter-committee relationships
• Be early and prepared
• Be a good steward of the Muster tradition
• Enjoy the small moments
• Willingness to learn from this tradition and each other

Executive Expectations

• Pick up the slack
• Communicate where you are at with your job and your life
• Be upfront and honest
• Be available for one another
• Be early and prepared
• Recognize individual worth and gifts of each person on our Exec team
• Stay optimistic!!!!
• Be willing to invest in each other and build strong relationships
• Be able to fight for unity within the team
• Embrace the responsibility of managing people instead of managing tasks

Chair Expectations

• Be transparent
• Be reliable when problems arise and in the good times
• Be comfortable with accountability
• Be ready and prepared
• Don’t forget to have fun in your position
• Don’t forget that exec is here to help.
• Delegate when necessary
• Be prepared to advocate on behalf of the organization

Advisor Expectations

• Be open with us
• Share your past Muster wisdom with us to allow us to build context
• Challenge and support
• Being transparent with us this year more than ever as we navigate the challenges ahead
• Push for creativity in our solutions

Executive Responsibilities

 

Awareness Executives:

Design and order committee fleece or sweatshirt to distribute to committee members at the Fall Committee Retreat, oversee selection of the Muster Quote 

 

Programs Executives:

Attend all applicable Reed Arena Meetings (Key Reed Meetings)

 

Roll Call & Families Executives:

Update Roll Call database prior to selection of new Roll Call Coordinators

 

Speaker Executive:

Once the Speaker has been chosen, organize an event to formally invite the selected speaker candidate.  This is usually an informal event attended by the Chair, advisor, and speaker selection subcommittee

Maintain formal correspondence with members of the A&M community who wish to contribute to the Speaker Selection process

 

Reunion Class Operations Executive:

Attend all Camaraderie BBQ and fifty year reunion class meetings

Muster Committee Attendance Policy

 

The Muster Committee attendance policy is as follows, and will be adhered to strictly:

• All meetings, both sub-committee and general committee, are mandatory
• All days of the spring and fall retreat are mandatory
• You are responsible for arriving to meetings on time and prepared
• Two tardies are equivalent to one absence
• Two unexcused absences will subject committee members to the Aggie Muster Committee Review Process, where potential removal from committee will be determined.
• Unexcused absences from sub-committee meetings and general committee meetings will count toward overall absences
• If you cannot attend a meeting, you must have an excused absence, defined as:

1. A University-Excused Absence.
2. Absence for a University Sponsored or University Authorized Event.
3. An occasion approved by the Executive committee and/or the advisor.

• In any case other than an emergency, you must give a minimum 24 hour notice to your Executive before any absence, regardless if it is excused or not.
• If you miss a meeting, you are responsible for remaining up to date on the information covered at the missed meeting.

 

This policy is in place to benefit the Aggie Muster Committee, the reunion class, the families of Aggies being honored, and all Aggies who participate in the campus Muster ceremony. The job of the Aggie Muster Committee requires full dedication and a tremendous sense of responsibility.

 

In order to maintain the integrity of the Aggie Muster Committee and the tradition which it upholds, I ______________________, agree to the Aggie Muster Committee Attendance Policy. 

 

Signature_____________________________

 

Date__________________

Publicity and Media Relations Guidelines

Ultimately the Chair and Advisors oversee all interaction with the media, from the Battalion to the Associated Press. However, the External Relations Coordinator handles some interaction with the media as well, typically in the form of our awareness push. At the beginning of the year we go over how to handle phone calls, emails, or personal invitations to speak to the media. Committee members are directed to their Executives, Executives then filter the message to the Chair and Advisors.

Muster Committee Behavior Policy

 

The Muster Committee behavior and alcohol policy is as follows, and will be adhered to strictly:

 

• All committee members are expected to maintain a professional appearance and attitude when working with all contacts for the planning of Muster. 
• All committee members are to attend Aggie Muster Committee sponsored events and those campus events in which we are representing the Aggie Muster Committee or the Student Government Association free of the influence of any substance.
• All meetings, socials, and retreats are to be alcohol and drug-free events.
• Any violation will be reported through any member or the Executive team to the Chair and Advisor.
• Consumption or promotion of alcohol, drugs, or any other age-restricted or illicit paraphernalia products while wearing Muster apparel is strictly forbidden. 
• Breaking confidentiality as a chair, executive, or committee member is grounds for potential removal in addition to other punishment. Confidentiality can be applied, but not limited, to committee selection process, host selection process, and roll call name criteria. Breaches in confidentiality are grounds for termination of membership in the Aggie Muster Committee. 
• Failure to adhere to the Aggie Muster Committee Behavior Policy will subject committee member to potential removal through the Aggie Muster Committee Review Process.

 

This policy is in place to benefit the Muster Committee, the reunion class, the families of Aggies being honored, and all Aggies who participate in the campus Muster ceremony.  The job of the Aggie Muster Committee requires complete professionalism and appropriate behavior. 

 

In order to maintain the integrity of the Aggie Muster Committee and the tradition which it upholds, I ___________________, agree to the Aggie Muster Committee behavior and alcohol policy. 

 

Signature_____________________________

Date__________________

 

The Muster Tradition

The Muster tradition had its beginnings at a meeting of the Association of Ex-Cadets on June 26, 1883. A statement of objectives noted: “In reunion we meet and live over again our college days, the victories and defeats won and lost upon drill field and classroom. Let every alumni answer a roll call.” During the 1890’s the Corps of Cadets made annual visits to the San Jacinto Battlefield, followed by a parade down Houston’s Main Street as celebrations of San Jacinto each April 21 became the custom. In the early 1900’s it was agreed that in addition to honoring the freedom of Texas, April 21 would be a time to pay homage to all students and former students who had passed on, and some living comrade would answer “Here” when the roll call for the absent was read. During World War I, groups of Aggies met in trenches all over Europe and at Army posts in America, but no April 21 events were held on campus.

 

In 1923, a nationwide rally of former students was planned to provide Aggies an opportunity to “meet old friends again and live over the old days in College Station.” Student radio station WTAW broadcasted a special program consisting of a medley of A&M songs, words from football Coach D.X. Bible and Aggie yells by the cadets. The March 1923 Texas Aggie urged, “If there is an A&M man within one hundred miles of you, you are expected to get together, eat a little, and live over the days you spent at the A&M College of Texas.” By 1929, meeting had become international, and, in 1942, A&M Muster gained international recognition when 25 men, led by General George Moore ’08 mustered during the Japanese siege of the Philippine island of Corregidor. In addition, two Aggies reportedly held Muster in a submarine.

 

And so it has been over the years, since that small group of Aggies on a beleaguered outpost of World War II inspired what has developed into one of our greatest traditions. Muster is more than a ceremony. It represents a pledge and a responsibility that A&M men and women have handed down from year to year, from generation to generation. It gives us a chance to renew our loyalty and unity, which constitute the basic foundation of our friendship for each other and our love and devotion for our school.

• John A. Adams, Jr. ’73

 

Evolution of Muster

Aggie Muster began as a celebration of Texas’ victory over Mexico at the Battle of San Jacinto. “San Jacinto Day” was set aside as April 21st by college administrators and was a day of track and field events celebrating Texas’ independence. Throughout the years April 21st continued to evolve and became the homecoming for Aggies. In 1922 the first major organized celebration took place in Waco, Texas, and in 1924 the Texas Aggie magazine stated “In every town where there are as many as 2 Aggies let us have a meeting April 21st”. Texas A&M’s first campus Muster ceremony took place in 1944, and in 1946 the Victory Homecoming Muster was held at Kyle Field with General Dwight D. Eisenhower as speaker. Muster has been held on campus at Guion Hall, Kyle Field, the grass of the Memorial Student Center, G. Rollie White, the steps of the Systems Building and currently at Reed Arena. The week of Muster serves as the reunion for the 50-year class and a day of camaraderie for current and former students.  The day begins with a flag raising ceremony in the Academic Plaza, a barbeque in the Academic Plaza followed by the evening’s ceremony in Reed Arena. The ceremony consists of traditional Muster poems, a keynote speaker, and a Roll Call for the Absent. During the Roll Call for the Absent the names of those Aggies who have passed away within the last year are called and a loved one answers “Here”. Currently there are over 400 Musters held worldwide, with the largest being held on campus at Reed Arena.

The Aggie Muster Committee finds its roots in 1943, when the first planned Muster ceremony took place. At this time packets were created outlining a suggested ceremony format. In 1945 a committee of 45 cadets organized the campus Muster, and by 1950 a permanent committee was established.

History of Aggie Muster

Following is a brief history of Aggie Muster. For more detailed information, the definitive work on this subject is Softly Call the Muster by Dr. John A. Adams (Texas A&M University Press, ISBN 0-89096-586-2).

Muster is an old military word meaning gathering, roll call, or the retirement of a

soldier. Muster on the Texas A&M campus began in 1883 as a time for Aggies to

remember their college days. In 1889, Muster unfolded into a San Jacinto field

day to remember the battle during which Texas won its independence. 

Throughout World War I, Aggies began to gather around the nation on April 

21st. The first major San Jacinto celebration occurred not in College Station, but

in Waco in 1922.

In 1924, the first major organized observance of Muster on A&M’s campus

occurred. Three years later, Taps was played in honor of the dead. Through

time, new traditions pertaining to campus Muster evolved.

During World War II, many Aggies were called to battle. One of the most famous

Musters occurred in 1924 in the midst of Japanese fire on the island of

Corregidor. Many other Musters occurred worldwide during the war, and they

continue to occur.

In 1946, a victory homecoming was held in Kyle Field, where 15,000 people

gathered to hear the keynote speaker, General Dwight D. Eisenhower. This

homecoming included three days of banquets, and the dorms were cleaned and

made available for guests to rent.

On April 21, 1951, the Memorial Student Center was dedicated in honor of those

Aggies who sacrificed their lives in World War II, and the Muster was held on the

front lawn.

From 1970 to 1997, all but a few of the campus Musters were held in G. Rollie

White Coliseum. In 1998, campus Muster was moved from G. Rollie White to the

newly completed Reed Arena.

In the early 1980’s, the lighting of the candles during the roll call for the absent 

became a part of campus Muster. This part of the ceremony first began in

Lubbock in the mid-1960.

In 2020, Aggie Muster was held virtually for the first time in our history due to COVID 19.

Aggie Muster brings together Aggies past, present, and future to recognize the

Aggies who lost their lives within the last year.

Budget & Financial Records

All budget and financial records are kept by the finance Chair and saved in that year’s finance binder. Past finance binders can be found in the Muster Cube. 

Insurance Policies 

Due to the nature of the committee and the ceremony, the Muster Committee does not have or require any insurance policies.