Charting Your Course in the USCG Auxiliary

Basic Introduction to the Coast Guard An overview presentation on Charting your Course

Basic Introduction to the Coast Guard (BIC)
The purpose of this course is to facilitate an in-depth discussion of items useful to new and seasoned Auxiliarists. It draws on extensive resources freely available from the USCG and USCG Auxiliary. It was originally developed by Flotilla 054-25-12 for use with that unit’s new members, but may be freely used by individual units wishing to provide such training.
Course Components:
NASBLA-approved “Safe Boating Course”
“ Basic Qualification”
ICS-100 online course/exam
Offered by FEMA
Character in Action by ADM James Loy (Ret.)
Read and discuss
Complete an Individual Development Plan (IDP)
Do this with a coach/mentor
Classroom lectures and discussions
Demonstrate knowledge mastery with signoffs
March 15, 2010 Charting your Course in the USCG Auxiliary

Core Values at the Core of of our Service
Honor
“ Integrity is our standard. We demonstrate uncompromising ethical conduct and moral behavior in all of our actions. We are loyal and accountable to the public trust.”
Respect
“ We value our diverse workforce. We treat each other with fairness, dignity, and compassion. We encourage creativity through empowerment. We work as a team.”
Devotion to Duty
“ We are professionals, military and civilian, who seek responsibility, accept accountability, and are committed to the successful achievement or our organizational goals. We exist to serve. We serve with pride.”
Honor is to serve yourself; Respect is to serve others; Devotion to Duty is to serve your country.

The Guardian Ethos I am America’s Maritime Guardian. I serve the citizens of the United States. I will protect them. I will defend them. I will save them. I am their Shield. For them I am Semper Paratus. I live the Coast Guard Core Values. I am a Guardian. We are the United States Coast Guard. March 15, 2010 Charting your Course in the USCG Auxiliary

Getting Started in the USCG Auxiliary March 15, 2010 Charting your Course in the USCG Auxiliary Area of Interest Consider Getting Started with… Aviation
Air Operations Training
Boat Operations
AUXOP Courses
Boat Crew Qualification
Marine Safety and Environmental Protection
IMSEP
Good Mate
Organizational Leadership
Administrative Procedures Course
Instructor Development Course
Outreach to the Public
Instructor Development Course
Vessel Examiner Qualification
This is not an all inclusive list, and there is no requirement that Auxiliarists work only within one area. This table is intended only as a guide to assist new members as they begin their training following completion of this Basic Introduction to the Coast Guard course. The optional “Member Involvement Plan” is available from the Human Resources Department at http://hdept.cgaux.org/pdf/MemInvol-02-18.pdf .

Performance Qualification Standard
Much of your operational training will be measured by a “Performance Qualification Standard” (PQS).
A PQS is organized similarly to the training workbook for this Basic Introduction to the Coast Guard course.
The PQS for each qualification is different, but each PQS generally includes:
A series of components that may include completion of additional outside training; and
A series of tasks, many of which are intended to be completed “on the job,” that must be performed in front of and signed off by a mentor.
Competency might sometimes also be measured by a written (or online) examination, an interview with a qualification board, or by some other method.

Sample: Performance Qualification Standard March 15, 2010 Charting your Course in the USCG Auxiliary

WHAT ARE YOUR INTERESTS; WHERE WILL YOU START?
Aviation
Boat Operations
Marine Safety and Environmental Protection
Organizational Leadership
Outreach to the Public
Something else?

Developing USCG Auxiliary Leaders
The Coast Guard, and the Auxiliary, place a premium on leadership skills, providing a number of leadership development resources (list below not all-inclusive).
Training and education throughout your time in the Auxiliary
AUXLAMS (Auxiliary Leadership and Management School)
Available to Auxiliarists wishing to further develop their skills
AMLOC (Auxiliary Mid-Level Officer Course)
USCG Leadership Development Center
LAMS (Leadership and Management School)
Similar to AUXLAMS, and also available to Auxiliarists
http://www.uscg.mil/leadership/
Developing skills on your own or with your mentors
Leadership Development Framework
Individual Development Plan
USCG Reading List, http://www.uscg.mil/leadership/reading/

Leadership Development Framework
The Commandant has established a single, uniform leadership development framework for the entire Coast Guard (COMDTINST 5351.3).
The Leadership Development Framework provides:
Twenty-eight Leadership Competencies across a variety of areas;
Five responsibility levels that apply to all employees (worker, first-line supervisor, mid-level manager, senior manager, and executive);
Expertise and performance anticipated at each level.
A variety of ways to gain and demonstrate the anticipated expertise (training, voluntary education, other development opportunities).
The Framework can be used as a guide as you develop your leadership skills and experience within the Auxiliary, particularly as you consider serving in positions of increasingly more responsibility.
Available online from the LDC at:
http://www.uscg.mil/leadership/resources/framework.asp .

Twenty-Eight Leadership Competencies March 15, 2010 Charting your Course in the USCG Auxiliary Leading Self Leading Others Leading Performance and Change Leading the Coast Guard Accountability and Responsibility Effective Communications Conflict Management Financial Management Aligning Values Team Building Customer Focus Technology Management Followership Influencing Others Decision Making & Problem Solving Human Resource Management Health & Well-Being Mentoring Management & Process Improvement External Awareness Self Awareness & Learning Respect for Others & Diversity Management Vision Development & Implementation Political Savvy Personal Conduct Taking Care of People Creativity & Innovation Partnering Technical Proficiency Entrepreneurship Stewardship Strategic Thinking

Responsibility Levels March 15, 2010 Charting your Course in the USCG Auxiliary Performance Level Attendant Responsibilities Auxiliary Executive The highest level policy and decision makers within the USCG. COMO Senior Manager Officials with programmatic or command responsibilities including overall supervision of an organization or unit. DC, DCOS, DCAPT, DSO Mid-Level Manager Managers of first-line supervisors, such as department heads, executive officers, executive petty officers, or division chiefs. DVC, DCDR, VCDR, SO First-Line Supervisor Supervision of others with responsibility for the accomplishment of specific tasks. FC, VFC, FSO Worker No significant supervisory duties. Member The full table is provided in the Leadership Development Framework; responsibility levels for Enlisted, Officers, and Civilian Employees are also provided alongside the levels for Auxiliarists shown here in column three.

Sample: Accountability & Responsibility March 15, 2010 Charting your Course in the USCG Auxiliary Level Anticipated Level of Expertise Executive Develops and establishes Coast Guard policies and regulations governing the accountability and responsibility of subordinate leaders and provides appropriate formal tools to allow subordinate leaders to hold others accountable as the situation warrants. Accountable for the performance of the Coast Guard. Senior Manager Implements Coast Guard policies and regulations and ensures compliance by subordinate activities/sections/departments. Evaluates the performance of subordinate managers and uses formal Manager tools to reward and correct performance. Accountable for the overall performance of the command or program. Holds subordinates accountable for demonstrating anticipated level of expertise. Mid-Level Manager Applies Coast Guard policies and regulations and solves performance/compliance issues within activity, section, or department. Makes recommendations to senior managers concerning rewards and corrective Manager actions. Accountable for the overall performance of the activity, section, or department. First-Line Supervisor Supervises the job activities and performance of others to ensure compliance with Coast Guard policies and regulations. Solves individual and team performance problems. Refers individuals for rewards and Supervisor corrective action as warranted. Accountable for the overall performance of those being supervised. Worker Recognizes the impact of personal behavior and job performance on co workers and the Coast Guard. Complies with Coast Guard policies and regulations and accepts responsibility for personal performance and the performance of the work group. A similar matrix is provided for each of the 28 leadership competencies.

Individual Development Plan (IDP)
The Coast Guard is fully committed to the personal and professional growth of all of our people, whether civilian, military or volunteer.
IDPs are mandatory for first-term enlisted members and junior officers; optional, but highly encouraged, for Auxiliarists.
COMDTINST 5357.1A, http://www.uscg.mil/LEADERSHIP/idp/
The Coast Guard designed this program and the IDP forms to:
Aid in the effective integration of new personnel into our Service; enhance job skills; reinforce expectations; and promote focused communications on career and personal development.
The IDP is a personally tailored action plan that the supervisor and individual use to identify short and long-term personal and career goals.
It may chart job-specific skills, or competencies that support the individual’s professional, education, or career aspirations.
IDP is not a performance evaluation or a contract for training.

Working Together on your IDP
Commanders, Supervisors, Individuals are responsible.
The commanding officer or unit leader should:
Establish new member IDP process; encourage others to use IDPs;
Afford time for training and developmental opportunities listed in crewmembers’ IDPs, then follow-up with new related opportunities.
The supervisor should:
Guide participants through your familiarity with the IDP process;
Act as a coach and mentor to help individuals reflect on their potential, set goals and explore career options and integrate in IDP.
The individual should:
Be concerned about planning your time in the Auxiliary, thinking about what you need to learn and what you want to do next;
Research ways to meet your aspirations and enhance performance;
Draft the IDP with input from your supervisor and mentors;
After finalizing the IDP, begin working on the agreed-to activities;
Revisit and review your IDP on a regular basis (minimum bi-yearly).

Individual Development Plan, Page 1 March 15, 2010 Charting your Course in the USCG Auxiliary

CORE VALUES AND YOUR FUTURE IN THE AUXILIARY
How might you align the Coast Guard Core Values with your future service in the USCG Auxiliary? How will you support your shipmates in doing the same?

Helpful Resources
Auxiliary Manual (AUXMAN), COMDTINST
http://www.uscg.mil/directives/cim/16000-16999/CIM_16790_1F.pdf
USCG Leadership Development Framework
http://www.uscg.mil/leadership/resources/framework.asp .
USCG Individual Development Plan
http://www.uscg.mil/LEADERSHIP/idp/
Auxiliary Member Involvement Plan
http://hdept.cgaux.org/pdf/MemInvol-02-18.pdf
National Human Resources Department, http://hdept.cgaux.org/
National Training Department, www.auxtdept.org
Basic Introduction to the Coast Guard (BIC) – this course!
An in-depth introduction to the USCG Auxiliary developed by Andrew Welch and Emily Johnson, Flotilla 054-25-12
Remember, your shipmates in the Coast Guard Family are your most important resources.

Charting Your Course in the USCG Auxiliary

by andrewdwelch on Mar 14, 2010

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Charting Your Course in the USCG Auxiliary Presentation Transcript