The 21st Century Sailor and Marine initiative focuses on several areas including readiness, safety, physical fitness, inclusion and continuum of service. One important aspect of readiness is eliminating sexual assault from the Navy and Marine Corps. While April was Sexual Assault Awareness Month, the Navy's focus on preventing sexual assault does not stop. The initiative also embraces using technology, such as stress management apps, to support readiness. Physical fitness is another large component, and two Sailors have made headlines for their commitment to physical fitness standards through competing in triathlons.
2012 Navy Region NW FCPO Symposium (CPO 365)A.J. Stone
This document provides guidance for the Chief Petty Officer 365 Development Guide (CPODG). It outlines the three phases and sections of the CPODG. Phase 1 focuses on building foundational leadership skills. Phase 2 strengthens leadership skills through tasks and qualifications. Phase 3 provides enhanced development for Chief Petty Officer selectees through case studies. The CPODG is designed to prepare and train First Class Petty Officers for their future roles as Chief Petty Officers and sustain continued leadership focus and development.
This document provides guidance for the Navy's CPO 365 program for developing and training First Class Petty Officers to become Chief Petty Officers. It outlines two phases for CPO 365: Phase 1 focuses on year-round leadership development for all FCPOs, while Phase 2 provides final training and preparation for those selected to become CPOs, culminating in a Final Test and pinning ceremony. The guidance emphasizes consistent leadership training throughout the year rather than an abrupt change once selections are made. It also stresses safety, family involvement, and preparing FCPOs to become the respected senior enlisted leaders of tomorrow.
2012 Navy Region NW FCPO Symposium (POP LEADERSHIP)A.J. Stone
This document discusses the importance of positive leadership in the Navy. It defines positive leadership principles such as passion with compassion, pride projection, empowerment, and projecting a positive attitude. Leaders are encouraged to mentor sailors, provide opportunities for them to succeed, and serve as role models through strong character and positive influence. The goal is to develop a culture where sailors grow both personally and professionally due to the positive examples set by Navy leaders.
The PowerPoint brief MCPON Stevens delivered on Friday afternoon is attached. He did not brief Slides 3-5 ... they are essentially his touchstones to define crossroads where he feels senior enlisted leadership energy and emphasis can best contribute to CNO Sailing Directions and the tenets of Warfighting, Operating Forward and Being Ready. The list of six fundamental areas is not intended to be all-inclusive.
Guide for Senior & Master Chief (NAVEDTRA 10049)Glenn Mallo
This document provides an overview of management fundamentals for senior and master chief petty officers. It discusses management principles such as planning, organizing, controlling, personnel management, administration, leadership, communication, and programs/policies. The document aims to help senior leaders use sound management practices to accomplish organizational goals and guide their teams effectively. It provides a foundation for applying modern management theories within a naval context.
Here is the compilation on what may matter to your Career & your Sailor’s from July-August 2010. Please review, pass & post. This is an opportunity to talk to our Sailors about the many tools they should be taking advantage now. This month it is focus on Career Development Board, share this to your CDB board members (LCPOs, Supervisors, Mentors and Departments) - so they know the importance of CDB nowadays and hope that this will help assist, guide or simplify your CDBs
2012 Navy Region NW FCPO Symposium (CPO 365)A.J. Stone
This document provides guidance for the Chief Petty Officer 365 Development Guide (CPODG). It outlines the three phases and sections of the CPODG. Phase 1 focuses on building foundational leadership skills. Phase 2 strengthens leadership skills through tasks and qualifications. Phase 3 provides enhanced development for Chief Petty Officer selectees through case studies. The CPODG is designed to prepare and train First Class Petty Officers for their future roles as Chief Petty Officers and sustain continued leadership focus and development.
This document provides guidance for the Navy's CPO 365 program for developing and training First Class Petty Officers to become Chief Petty Officers. It outlines two phases for CPO 365: Phase 1 focuses on year-round leadership development for all FCPOs, while Phase 2 provides final training and preparation for those selected to become CPOs, culminating in a Final Test and pinning ceremony. The guidance emphasizes consistent leadership training throughout the year rather than an abrupt change once selections are made. It also stresses safety, family involvement, and preparing FCPOs to become the respected senior enlisted leaders of tomorrow.
2012 Navy Region NW FCPO Symposium (POP LEADERSHIP)A.J. Stone
This document discusses the importance of positive leadership in the Navy. It defines positive leadership principles such as passion with compassion, pride projection, empowerment, and projecting a positive attitude. Leaders are encouraged to mentor sailors, provide opportunities for them to succeed, and serve as role models through strong character and positive influence. The goal is to develop a culture where sailors grow both personally and professionally due to the positive examples set by Navy leaders.
The PowerPoint brief MCPON Stevens delivered on Friday afternoon is attached. He did not brief Slides 3-5 ... they are essentially his touchstones to define crossroads where he feels senior enlisted leadership energy and emphasis can best contribute to CNO Sailing Directions and the tenets of Warfighting, Operating Forward and Being Ready. The list of six fundamental areas is not intended to be all-inclusive.
Guide for Senior & Master Chief (NAVEDTRA 10049)Glenn Mallo
This document provides an overview of management fundamentals for senior and master chief petty officers. It discusses management principles such as planning, organizing, controlling, personnel management, administration, leadership, communication, and programs/policies. The document aims to help senior leaders use sound management practices to accomplish organizational goals and guide their teams effectively. It provides a foundation for applying modern management theories within a naval context.
Here is the compilation on what may matter to your Career & your Sailor’s from July-August 2010. Please review, pass & post. This is an opportunity to talk to our Sailors about the many tools they should be taking advantage now. This month it is focus on Career Development Board, share this to your CDB board members (LCPOs, Supervisors, Mentors and Departments) - so they know the importance of CDB nowadays and hope that this will help assist, guide or simplify your CDBs
This newsletter highlights four sailors who exemplify the Navy Ethos through their leadership, commitment to mission, and service. MN2 Thomas G. Harrell is recognized for qualifying his team a year early and volunteering off-duty. AWF1 William M. Bauerle counseled a sailor professionally and created study guides. CT1C Kyle J. Parkinson provides analysis and guides junior sailors. CSC James C. Liles risked his life to save a man from drowning. These sailors serve as role models and live up to the Navy's core values.
This newsletter provides information on Sailors who exemplify the Navy Ethos through their actions and leadership. It discusses four Sailors who demonstrate qualities like being well-prepared, committed to mission accomplishment, and defending the nation with strength and dignity. It encourages all Sailors to live up to the Navy Ethos and Core Values through their own actions.
This document provides the 36th Commandant's initial planning guidance for the Marine Corps. It outlines several priorities, including enhancing recruitment screening to evaluate psychological resilience, addressing gaps in leadership at the non-commissioned officer level, and improving personnel stability and unit cohesion. The Commandant intends to guide the Marine Corps to be ready to meet its expeditionary mission and win future battles by focusing on leadership, warfighting capabilities, and balanced readiness across the force.
The document discusses the benefits and organization of a Career Development Team (CDT). A successful CDT: has a client-to-counselor ratio of no more than 30:1; keeps key personnel informed of Navy programs and policies; and allows the Command Career Counselor to manage the overall career development program. It describes the composition of a CDT, which includes the CO, XO, CMC, CCC, department heads, lead chiefs, and departmental career counselors. CDT meetings have an agenda, preparation, and minutes that include attendees, items discussed, and decisions made.
This document provides guidance from the Commandant of the Marine Corps on advancing the Marine Corps over the next four years. It outlines five focus areas: people, readiness, training/experimentation, integration with naval/joint forces, and modernization. The guidance emphasizes maintaining high quality personnel, decentralizing training while adhering to maneuver warfare principles, and modernizing through new technologies. Specific objectives include reviewing force structure, growing cyber and electronic warfare capabilities, ensuring leaders have time to train units pre-deployment, and reenergizing support for Marines after they leave active service. The overall goal is for the Marine Corps to remain the nation's crisis response force and be most ready when the country is least ready.
Vice Admiral Johnny Wolfe testified before the House Armed Services Committee about the priorities for the Department of Defense's nuclear forces. He discussed the importance of the sea-based leg of the nuclear triad provided by Ohio-class ballistic missile submarines armed with Trident II missiles. Wolfe emphasized that sustaining and modernizing this capability through programs like the Trident II Life Extension Program and Columbia-class submarine program are top priorities due to growing threats and the return of Great Power competition. He also stressed the importance of safety, security, and maintaining excellence in all aspects of the nuclear weapons program.
The document provides guidance for Navy recruiters on conducting effective Delayed Entry Program (DEP) meetings, including introducing topics like Navy terminology, core values, and responsibilities. Recruiters are instructed to welcome future sailors, review meeting agendas, conduct formations, discuss Navy topics, answer questions, and recognize sailors shipping out to help prepare them for recruitment training. The toolkit also outlines responsibilities for future sailors like contacting recruiters regularly and maintaining good conduct while in the DEP.
The document discusses recent changes to the Navy's Perform-to-Serve (PTS) program and provides guidance to sailors. It explains that PTS is a force shaping tool used to manage overmanned ratings by allowing sailors to reenlist, convert to a new rating, or preventing reenlistment. It stresses the importance of good performance and advises sailors in overmanned ratings to consider converting to undermanned ratings. It also provides information on application deadlines and stresses being proactive in one's career.
The document discusses recent changes to the Navy's Perform-to-Serve (PTS) program and provides guidance to sailors. It explains that PTS is a force shaping tool used to manage overmanned ratings by allowing sailors to reenlist, convert to a new rating, or preventing reenlistment. It stresses the importance of good performance and advises sailors in overmanned ratings to consider converting to undermanned ratings. It also provides information on application deadlines and stresses being proactive in one's career.
The document provides a summary of Matthew Price's military experience and training as a Marine from 1992 to 1995. It lists his occupations as Rifleman and General Service Marine and details the courses he completed, including Recruit Training, Personal Finance, and courses on infantry patrols and counter guerrilla operations. The summary provides information on translating his military experience and training to related civilian occupations to help with employment.
This newsletter provides information on force development initiatives for Air Force employees. Key points include:
- Civilian Acculturation Leadership Training (CALT) opportunities are available for eligible civilians to develop leadership skills.
- Guidance on stratifying officers in performance reports has been updated, clarifying appropriate peer groups for comparison.
- The Air Force is automating the process for transferring records of completed active duty service commitments into personnel systems to improve efficiency.
- Deadlines are provided for nominations to prestigious military awards programs in 2013.
After completing training, new Chief Petty Officers will be able to:
1. Develop Sailors and junior officers, lead work centers to accomplish missions, and communicate Navy values.
2. Support the chain of command and fellow Chiefs by providing feedback, planning ceremonies, and operating the Chief's Mess.
3. Develop division training plans, counsel Sailors, and familiarize personnel with support programs to ensure their success in the Navy.
This document provides an overview of U.S. naval tradition and responsibilities:
1. It outlines the challenges to U.S. sea power and describes the origins of the U.S. Navy in the American Revolution.
2. It discusses the importance of naval presence, sea control, and power projection in carrying out the Navy's mission to meet national interests and political goals.
3. It provides context on the two major world naval powers, the U.S. and USSR, and describes the theaters of operations and capabilities of U.S. naval forces worldwide.
This document provides a summary of Navy career news from December 1-24, 2009. It includes information on leadership principles, an online naval leader planning guide, estimating disability retired pay, congratulations to various Navy units, a Navy women e-mentor program, pre-separation counseling classes, an opportunity to join the Blue Angels flight demonstration squadron, and military spouse scholarships. Career counseling events from a recent USS Nimitz deployment are also summarized, including a career fair where a video camera was raffled off.
The weekly report provides updates on Reserve operations including over 19,000 Reservists providing operational support, over 6,700 mobilized or deployed, and training opportunities in the next 30-60 days. It also highlights efforts of Reservists in Alaska, Korea, and exercises, as well as medical readiness rates. Key themes are the Reserve force as timely, cost effective, and making a difference globally and locally through service.
The document outlines a career development training course to enable career counselors and development team members to provide accurate career information to sailors. It describes the formal training requirements for counselors, monthly training topics using the Career Development Training Course lesson guides, and processes for verifying that all development team members maintain a training level of 100%. Other career training opportunities through the Navy, ISIC/TYCOM, and local workshops are also listed.
Those who complete this initial training go on to another 6 months of SEAL qualification training and 18 months of advanced specialty training, developing skills across sea, air, and land to operate in small tight-knit teams in any environment.
Death Dealer Radar: Volume 1, Issue 1 (April 2018)Aaron Hrdlicka
Death Dealer Radar is the FRG Newsletter for Delta Battery, 3rd Battalion, 2nd Air Defense Artillery Regiment. This month, we take a look back on key training highlights and ceremonies in preparation for deployment.
The 21st Century Sailor and Marine initiative aims to maximize readiness, safety, physical fitness, inclusion, and continuum of service for Navy and Marine personnel. It establishes objectives and policies across five areas: reducing suicides and stress, curbing alcohol abuse, reinforcing a zero tolerance drug policy, preventing sexual assaults, and improving motorcycle safety. The goal is to equip sailors and marines to meet the physical and mental challenges of military service after a decade of combat operations and sustain a high operational tempo.
This document provides updates on various Navy issues and programs. It begins by stressing safety during the summer season and encourages sharing best practices. It then summarizes changes to the Navy uniform policy and expansion of the Perform to Serve program. Other sections discuss a summer safety campaign, banning of urinalysis-defeating products, a sexual assault study survey, support for individual augmentees and their families, and retention bonuses. The overall purpose is to share important information with Navy personnel.
YN1(SW) Rachel Whitcomb's efforts as the CDF coordinator at NOSC Bangor led to the base being selected as the Navy Region Mid-Atlantic Campaign Drug Free Flagship Award recipient. Through her program since 2009, over 1000 students at 4 schools have received presentations providing tools for healthy, drug-free lifestyles. The newly established PRCO program will help ensure compliance and fairness in the Physical Readiness Program across the Navy. MCPON West reminds sailors to ACT (Ask, Care, Treat) if they notice warning signs in a shipmate in order to help prevent suicide and get sailors the treatment they need.
This newsletter highlights four sailors who exemplify the Navy Ethos through their leadership, commitment to mission, and service. MN2 Thomas G. Harrell is recognized for qualifying his team a year early and volunteering off-duty. AWF1 William M. Bauerle counseled a sailor professionally and created study guides. CT1C Kyle J. Parkinson provides analysis and guides junior sailors. CSC James C. Liles risked his life to save a man from drowning. These sailors serve as role models and live up to the Navy's core values.
This newsletter provides information on Sailors who exemplify the Navy Ethos through their actions and leadership. It discusses four Sailors who demonstrate qualities like being well-prepared, committed to mission accomplishment, and defending the nation with strength and dignity. It encourages all Sailors to live up to the Navy Ethos and Core Values through their own actions.
This document provides the 36th Commandant's initial planning guidance for the Marine Corps. It outlines several priorities, including enhancing recruitment screening to evaluate psychological resilience, addressing gaps in leadership at the non-commissioned officer level, and improving personnel stability and unit cohesion. The Commandant intends to guide the Marine Corps to be ready to meet its expeditionary mission and win future battles by focusing on leadership, warfighting capabilities, and balanced readiness across the force.
The document discusses the benefits and organization of a Career Development Team (CDT). A successful CDT: has a client-to-counselor ratio of no more than 30:1; keeps key personnel informed of Navy programs and policies; and allows the Command Career Counselor to manage the overall career development program. It describes the composition of a CDT, which includes the CO, XO, CMC, CCC, department heads, lead chiefs, and departmental career counselors. CDT meetings have an agenda, preparation, and minutes that include attendees, items discussed, and decisions made.
This document provides guidance from the Commandant of the Marine Corps on advancing the Marine Corps over the next four years. It outlines five focus areas: people, readiness, training/experimentation, integration with naval/joint forces, and modernization. The guidance emphasizes maintaining high quality personnel, decentralizing training while adhering to maneuver warfare principles, and modernizing through new technologies. Specific objectives include reviewing force structure, growing cyber and electronic warfare capabilities, ensuring leaders have time to train units pre-deployment, and reenergizing support for Marines after they leave active service. The overall goal is for the Marine Corps to remain the nation's crisis response force and be most ready when the country is least ready.
Vice Admiral Johnny Wolfe testified before the House Armed Services Committee about the priorities for the Department of Defense's nuclear forces. He discussed the importance of the sea-based leg of the nuclear triad provided by Ohio-class ballistic missile submarines armed with Trident II missiles. Wolfe emphasized that sustaining and modernizing this capability through programs like the Trident II Life Extension Program and Columbia-class submarine program are top priorities due to growing threats and the return of Great Power competition. He also stressed the importance of safety, security, and maintaining excellence in all aspects of the nuclear weapons program.
The document provides guidance for Navy recruiters on conducting effective Delayed Entry Program (DEP) meetings, including introducing topics like Navy terminology, core values, and responsibilities. Recruiters are instructed to welcome future sailors, review meeting agendas, conduct formations, discuss Navy topics, answer questions, and recognize sailors shipping out to help prepare them for recruitment training. The toolkit also outlines responsibilities for future sailors like contacting recruiters regularly and maintaining good conduct while in the DEP.
The document discusses recent changes to the Navy's Perform-to-Serve (PTS) program and provides guidance to sailors. It explains that PTS is a force shaping tool used to manage overmanned ratings by allowing sailors to reenlist, convert to a new rating, or preventing reenlistment. It stresses the importance of good performance and advises sailors in overmanned ratings to consider converting to undermanned ratings. It also provides information on application deadlines and stresses being proactive in one's career.
The document discusses recent changes to the Navy's Perform-to-Serve (PTS) program and provides guidance to sailors. It explains that PTS is a force shaping tool used to manage overmanned ratings by allowing sailors to reenlist, convert to a new rating, or preventing reenlistment. It stresses the importance of good performance and advises sailors in overmanned ratings to consider converting to undermanned ratings. It also provides information on application deadlines and stresses being proactive in one's career.
The document provides a summary of Matthew Price's military experience and training as a Marine from 1992 to 1995. It lists his occupations as Rifleman and General Service Marine and details the courses he completed, including Recruit Training, Personal Finance, and courses on infantry patrols and counter guerrilla operations. The summary provides information on translating his military experience and training to related civilian occupations to help with employment.
This newsletter provides information on force development initiatives for Air Force employees. Key points include:
- Civilian Acculturation Leadership Training (CALT) opportunities are available for eligible civilians to develop leadership skills.
- Guidance on stratifying officers in performance reports has been updated, clarifying appropriate peer groups for comparison.
- The Air Force is automating the process for transferring records of completed active duty service commitments into personnel systems to improve efficiency.
- Deadlines are provided for nominations to prestigious military awards programs in 2013.
After completing training, new Chief Petty Officers will be able to:
1. Develop Sailors and junior officers, lead work centers to accomplish missions, and communicate Navy values.
2. Support the chain of command and fellow Chiefs by providing feedback, planning ceremonies, and operating the Chief's Mess.
3. Develop division training plans, counsel Sailors, and familiarize personnel with support programs to ensure their success in the Navy.
This document provides an overview of U.S. naval tradition and responsibilities:
1. It outlines the challenges to U.S. sea power and describes the origins of the U.S. Navy in the American Revolution.
2. It discusses the importance of naval presence, sea control, and power projection in carrying out the Navy's mission to meet national interests and political goals.
3. It provides context on the two major world naval powers, the U.S. and USSR, and describes the theaters of operations and capabilities of U.S. naval forces worldwide.
This document provides a summary of Navy career news from December 1-24, 2009. It includes information on leadership principles, an online naval leader planning guide, estimating disability retired pay, congratulations to various Navy units, a Navy women e-mentor program, pre-separation counseling classes, an opportunity to join the Blue Angels flight demonstration squadron, and military spouse scholarships. Career counseling events from a recent USS Nimitz deployment are also summarized, including a career fair where a video camera was raffled off.
The weekly report provides updates on Reserve operations including over 19,000 Reservists providing operational support, over 6,700 mobilized or deployed, and training opportunities in the next 30-60 days. It also highlights efforts of Reservists in Alaska, Korea, and exercises, as well as medical readiness rates. Key themes are the Reserve force as timely, cost effective, and making a difference globally and locally through service.
The document outlines a career development training course to enable career counselors and development team members to provide accurate career information to sailors. It describes the formal training requirements for counselors, monthly training topics using the Career Development Training Course lesson guides, and processes for verifying that all development team members maintain a training level of 100%. Other career training opportunities through the Navy, ISIC/TYCOM, and local workshops are also listed.
Those who complete this initial training go on to another 6 months of SEAL qualification training and 18 months of advanced specialty training, developing skills across sea, air, and land to operate in small tight-knit teams in any environment.
Death Dealer Radar: Volume 1, Issue 1 (April 2018)Aaron Hrdlicka
Death Dealer Radar is the FRG Newsletter for Delta Battery, 3rd Battalion, 2nd Air Defense Artillery Regiment. This month, we take a look back on key training highlights and ceremonies in preparation for deployment.
The 21st Century Sailor and Marine initiative aims to maximize readiness, safety, physical fitness, inclusion, and continuum of service for Navy and Marine personnel. It establishes objectives and policies across five areas: reducing suicides and stress, curbing alcohol abuse, reinforcing a zero tolerance drug policy, preventing sexual assaults, and improving motorcycle safety. The goal is to equip sailors and marines to meet the physical and mental challenges of military service after a decade of combat operations and sustain a high operational tempo.
This document provides updates on various Navy issues and programs. It begins by stressing safety during the summer season and encourages sharing best practices. It then summarizes changes to the Navy uniform policy and expansion of the Perform to Serve program. Other sections discuss a summer safety campaign, banning of urinalysis-defeating products, a sexual assault study survey, support for individual augmentees and their families, and retention bonuses. The overall purpose is to share important information with Navy personnel.
YN1(SW) Rachel Whitcomb's efforts as the CDF coordinator at NOSC Bangor led to the base being selected as the Navy Region Mid-Atlantic Campaign Drug Free Flagship Award recipient. Through her program since 2009, over 1000 students at 4 schools have received presentations providing tools for healthy, drug-free lifestyles. The newly established PRCO program will help ensure compliance and fairness in the Physical Readiness Program across the Navy. MCPON West reminds sailors to ACT (Ask, Care, Treat) if they notice warning signs in a shipmate in order to help prevent suicide and get sailors the treatment they need.
The weekly report discusses 4 sailors who died by suicide in the past month. It emphasizes the importance of command leadership in watching out for sailors' well-being and preventing suicide through education and engagement. The report also provides updates on a talk given by a former Federal Reserve official about financial planning and retirement. It includes various announcements about Navy programs and policy updates.
The document provides updates from the Navy Reserve Force Master Chief. It summarizes a meeting with 10 previous Navy Reserve Force Master Chiefs to discuss their experiences addressing issues for enlisted reservists. It also highlights the dedication of Force Master Chief Tom Mobley who is battling ALS and still insisted on attending the event. Finally, it introduces the new Force Master Chief Chris Wheeler and wishes him success in leading the Navy Reserve into the future.
The document provides information on several Navy topics:
1) It warns sailors about the dangers of using "Spice" and other designer drugs, as NCIS is conducting undercover sting operations nationwide and users will be prosecuted.
2) It announces a new Navy and Marine Corps Public Health Center website with resources on designer drugs for commands to use for training.
3) It informs sailors about resources on a new Navy Personnel Command website regarding the Enlisted Retention Board, including guidance, quotas, timelines and FAQs to improve sailors' understanding and opportunities.
The document provides information on various Navy policy updates and programs. It summarizes that transition assistance is available from Navy Personnel Command for Sailors selected for separation. It also discusses changes to the high-year tenure policy, updates to the Selective Reenlistment Bonus program, requirements for receiving Involuntary Separation Pay, and the new Voluntary Sea Duty Program. Sailors are encouraged to study for the upcoming March advancement exam and reminded of the new Tuition Assistance policy requirements.
The document provides information about the mission and activities of the Jacksonville University NROTC unit during the Spring 2013 semester. It describes the mission of the NROTC program to develop midshipmen and commission them as naval officers. It then provides details about various teams, clubs, and societies within the JU NROTC unit, including the pistol team, SWO society, SpecWar team, color guard team, aviation club, sailing team, Trident society, and a unit picnic event.
The FORCM provides a weekly report summarizing his travels visiting Sailors abroad. In his last trip as FORCM, he visited Sailors in Germany and Kuwait, observing their hard work and morale. He highlights meaningful interactions with Sailors and the challenges they face in extreme temperatures. Despite delays returning home, he is grateful for the opportunity to support Sailors overseas.
This monthly newsletter provides Navy personnel with relevant information on various topics. It discusses continuation boards taking place in September and focuses on performance, as well as a new Standards and Conduct board to be implemented fleet-wide. It also provides updates on motorcycle safety training, education benefits, career programs, and outreach events. The newsletter aims to ensure all personnel are informed of Navy issues and changes.
This document provides updates on various Navy policies and programs. It recommends becoming a Recruit Division Commander, noting it is a rewarding opportunity. It discusses the Navy's zero tolerance policy on controlled substances like synthetic cannabinoids. It also announces updated leadership training modules available online for Petty Officers. The importance of documented performance is emphasized.
This weekly newsletter from the Navy Personnel Command Force Master Chief provides information on:
1) Training for the repeal of Don't Ask Don't Tell which is being conducted in tiers starting with legal and chaplain personnel.
2) An audit finding 250 sailors who lost bonuses due to losing qualifications and are subject to separation unless medically caused.
3) A reminder about operational stress control and maintaining sailor mental health and resilience.
4) A change to evaluation rules limiting early and must promote recommendations to 60% for E5 evaluations.
This document provides a weekly report from the FORCM (Fleet/Force Master Chief) dated November 12, 2010. It discusses recent events attended by the FORCM including visiting retired Master Chief Joe Manifold in Texas and celebrating the Marine Corps birthday and Veterans Day. It also summarizes discussions from a leadership meeting with 110 Master Chiefs and provides updates on Navy policies, programs and opportunities for sailors.
This document provides a summary of recent Navy policy changes and information. It discusses revised performance evaluation policies to better recognize sailors serving away from their parent command, as well as those who conduct physical fitness assessments. It also summarizes the new policy for handling rejected performance evaluations to ensure accurate records are maintained. Resources for suicide prevention and family readiness training are highlighted.
This chart provides monthly basic pay rates for Navy Reserve commissioned officers, warrant officers, and enlisted personnel based on their pay grade and years of service. Pay increases with higher pay grades and more years of service. The chart is a useful reference for Reserve Sailors to understand their drill pay and compensation for inactive duty training.
The document summarizes key findings from a three-year study called MARTHA on long-term seafarer fatigue. The study found that masters suffered more fatigue than crews, fatigue can cause long-term health issues, and motivation decreases over long voyages. It also found that sleep quality deteriorates and social cohesion starts to suffer after six months at sea. The study collected extensive data on fatigue, sleep, and well-being from over 1,000 seafarers. It provides guidance to help shipping companies improve practices around fatigue. Wallem Ship Management supports the findings and discusses its programs to promote seafarer wellness and mitigate fatigue risks.
This document provides a summary of various Navy updates and information. It begins by discussing the importance of social media and sharing best practices across the Navy. It then provides links to resources for sailors to manage their personnel information and careers. It also provides information on Perform to Serve successes in allowing sailors to change rates, the Selective Reenlistment Bonus update, and increased support for families with special needs members through the Exceptional Family Member Program.
This document provides a summary of information from the Navy, including updates on social media use, personnel resources, PCS season, medical resources, Perform to Serve successes, Selective Reenlistment Bonuses, special needs family support, combat zone pays, safeguarding classified information, Electronic Service Records, and Enlisted Warfare Qualification programs. The Bottom Line Up Front newsletter aims to keep Navy personnel informed of various issues, changes, and best practices across the organization.
This document provides updates on various Navy programs and policies. It recommends that Sailors memorize the Navy Personnel Command Customer Service Center phone number for personnel questions. It also stresses the importance of preventing sexual assault and discusses upcoming mandatory warfare qualifications. Sailors are advised to establish electronic service record accounts to prepare for the phase out of paper records.
Similar to 2012 Navy Region NW FCPO Symposium (BOTTOM LINE UP FRONT - MCPON) (20)
2012 Navy Region NW FCPO Symposium (EFMP)A.J. Stone
The EFMP provides support for military families with special needs by (1) screening families to identify special needs prior to overseas assignments, (2) enrolling eligible family members based on the type and severity of their needs, and (3) coordinating resources and assigning families to categories to ensure their needs can be met during assignments. EFMP liaisons assist families with enrollment paperwork and identifying support, while ensuring service members are assigned to locations where their family's needs can be addressed.
This document provides information on joining the Navy Reserve, including benefits such as health insurance, education assistance, retirement, and reemployment rights. It outlines the goals and services of the Career Transition Office, which assists with seamless transitions between active and reserve duty. Contact information is provided for the Career Transition Office to facilitate the affiliation process.
2012 Navy Region NW FCPO Symposium (LDO/CWO)A.J. Stone
This document provides an overview of the Limited Duty Officer and Chief Warrant Officer programs. It discusses the eligibility requirements, timeline, rewards, and contact information for those interested in applying. Some key points include that the programs provide experienced technical specialists and managers with authority to direct difficult operations; eligibility includes a minimum number of years of service and meeting physical standards; and rewards include increased leadership opportunities, authority, career certainty, promotion potential, and retirement pay.
2012 Navy Region NW FCPO Symposium (BUPERS 3)A.J. Stone
This document provides guidance on Enlisted Retention Boards (ERB), Perform to Serve (PTS), Career Management System - Interactive Detailing (CMSID), and High Year Tenure (HYT). ERB standards were implemented to manage force shaping due to high retention and unexpected manning changes. PTS is also used for force shaping and requires sailors to convert ratings if overmanned. CMSID allows sailors to negotiate new assignments during a window prior to their PRD. HYT limits establish maximum years of service by paygrade.
2012 Navy Region NW FCPO Symposium (CSAAD)A.J. Stone
The CSADD program is a peer mentoring program for sailors ages 18-25 that aims to reinforce a culture of shipmates helping shipmates and prevent destructive behaviors. CSADD chapters discuss topics like responsible drinking, suicide prevention, and off-duty safety in a peer-to-peer format. Chapters are run by the sailors and focus on leadership development and creative outreach programs within their commands.
2012 Navy Region NW FCPO Symposium (SUICIDE PREVENTION)A.J. Stone
This document provides information on suicide prevention within the Navy. It defines key suicide-related terms, identifies risk factors and warning signs, and outlines how to be a first responder. As a first responder, one should follow the ACT process - Ask if the person is suicidal, Care by listening without judgment, and Treat by getting immediate professional help. The Navy's goal is to help sailors recognize and understand suicide risk in order to effectively intervene. Resources for suicide prevention assistance are also listed.
2012 Navy Region NW FCPO Symposium (DAPA)A.J. Stone
This document discusses Navy policy on alcohol and drug use. It outlines the Navy's stance on alcohol consumption and consequences for alcohol-related incidents. It defines self and command referrals for substance abuse issues. The document also discusses emerging synthetic drugs like Spice, bath salts, and plant food that are increasingly abused and how they are marketed and sold. It provides details on effects and brand names of these synthetic substances.
This document provides a history of the Limited Duty Officer (LDO) and Chief Warrant Officer (CWO) programs in the U.S. Navy from their origins to modern times. It describes how the programs have evolved over centuries from their roots in warrant officers who served specialized technical roles, through various expansions and contractions of the programs in response to changing needs and technologies. Major developments included the establishment of the LDO category in 1948 to retain critical enlisted skills and the revitalization of the CWO program in the 1960s. The roles of LDOs and CWOs continue to be refined to meet the Navy's needs for officer technical specialists.
This document provides guidelines for the Navy concerning pregnancy and parenthood. It outlines responsibilities and policies regarding assignment, healthcare, limitations, evacuation and separation for pregnant naval personnel. The document also addresses adoption leave, postpartum exercise, depression, in vitro fertilization and workplace support for breastfeeding servicewomen. Appendices include sample forms for pregnancy notification, counseling and documenting occupational exposures.
This document provides guidance on commissioning programs available to enlisted Navy personnel, including the U.S. Naval Academy, Officer Candidate School, Medical Enlisted Commissioning Program, Medical Service Corps In-service Procurement Program, Limited Duty Officer and Chief Warrant Officer programs, and Seaman to Admiral-21 Program. It outlines eligibility requirements and application procedures for each program. The document cancels OPNAVINST 1420.1A and directs commanding officers to follow the application procedures in the enclosure, which provides a manual on applying for enlisted commissioning programs.
This document establishes a mentorship program for the Naval Maritime Forecast Center in Norfolk. It assigns experienced sailors to mentor junior personnel and creates a structured relationship where mentors provide guidance on career development, skills, and personal issues. The roles and responsibilities of mentors, protégés, supervisors, and program coordinators are defined. Mentors are expected to meet regularly with protégés, assist with goal-setting, and attend career reviews. The goal is to help sailors succeed through leadership development and a supportive relationship outside the chain of command.
2012 Navy Region NW FCPO Symposium (FLYER)A.J. Stone
The document announces a 2012 Navy Region Northwest FCPO Leadership Symposium from June 18-20 at Naval Base Kitsap Bangor Plaza in Silverdale, Washington. The three-day symposium will focus on leadership and professional development on day one, personal development on day two, and programs and resources on day three. It costs $10 to attend and registration can be done on-site.
2012 Navy Region NW FCPO Symposium (ETHICS)A.J. Stone
This document discusses ethics topics including gifts from outside sources, gifts between employees, and use of government resources. It provides governing authorities and 14 principles of ethics. Key takeaways are to consult ethics officials when unsure, avoid appearances of conflicts of interest, and follow ethics guidance. Gifts from prohibited sources over $20 require refusal or payment. Limited personal use of government equipment is allowed if it does not interfere with duties. Overall the document provides guidance on proper ethical conduct for government employees.
2012 Navy Region NW FCPO Symposium (CSAAD)A.J. Stone
The document provides guidance for starting a Command Substance Abuse and Prevention Department chapter including creating the chapter, fundraising, and establishing a bank account. It also includes potential monthly topics for chapter meetings that address issues like family planning, financial wellness, safety, and readiness. Contact information is provided for subject matter experts who can assist with any questions.
2012 Navy Region NW FCPO Symposium (CPO SELECTION BOARDS)A.J. Stone
The document provides guidance on the Chief Petty Officer selection board process, including how to prepare evaluation reports and board packages to maximize one's chances of selection. Key points include writing strong evaluations that emphasize leadership and recommend the Sailor, ensuring qualifications and awards are documented, and submitting any missing records to the board for review. The board evaluates candidates based on sustained superior performance, leadership experience, technical expertise, diversity of assignments, qualifications, and potential to serve at the next higher paygrade.
2012 Navy Region NW FCPO Symposium (CPC HANDBOOK)A.J. Stone
The document is a handbook for Command PASS Coordinators (CPC) that outlines their role and responsibilities. It provides guidance on processing personnel and pay actions, references the relevant directives, and includes examples and checklists. The CPC acts as a liaison between their command and the Personnel Support Detachment (PSD) to ensure accurate and timely processing of pay, personnel, and transportation entitlements for service members. Key duties of the CPC include assisting with documents like housing allowance paperwork, meal reimbursements, and separation actions. The handbook is a resource to help CPCs understand Navy policies and procedures.
2012 Navy Region NW FCPO Symposium (BUPERS 3)A.J. Stone
This document provides information on upcoming Navy leadership briefings and force management initiatives. Key topics covered include the Perform to Serve program, which manages reenlistments to control end strength; the upcoming Enlisted Retention Board, which will address overmanned ratings by retaining some sailors, converting others, or approving transition to the reserves; and general enlisted force management tools used to shape the force. The brief also reviews the strategic context around decreasing end strength and unprecedented retention levels.
2012 Navy Region NW FCPO Symposium (BRILLIANT ON THE BASICS 3)A.J. Stone
The document provides guidance on conducting effective Career Development Boards (CDBs) as part of the Brilliant on the Basics program. It emphasizes that CDBs should be done within 30 days of a Sailor reporting, and again at 6 and 12 months, and should include the command senior enlisted leader, career counselors, department leaders, and the Sailor. An effective CDB takes 20-30 minutes and covers watch qualifications, education, advancement, finances, family readiness, health of the rating, and the Sailor's personal and professional goals. Commanding officers are instructed to ensure CDBs and quarterly career development team meetings are conducted to develop Sailors.
2012 Navy Region NW FCPO Symposium (HERITAGE)A.J. Stone
The document discusses the history and development of the United States Navy Sailor's Creed from 1992-1995. It provides details on how the creed was commissioned by the CNO in 1993 to align values and develop a statement to support Navy core values. The final version was edited by Admiral Kelso and approved by CNO Boorda in 1995. It also outlines expectations for First Class Petty Officers in areas like leadership, expertise, professionalism, communication, loyalty, and heritage.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
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2012 Navy Region NW FCPO Symposium (BOTTOM LINE UP FRONT - MCPON)
1. www.21stcentury.navy.mil
2 What’s Hot Shipmates,
3 Sexual Assault The first half of this year has been a busy one. Speaking engagements, Fleet visits
and Fleet Safety with the finest Sailors the world has ever seen, testifying before Congress, and
general preparation for retirement have all kept me on my toes.
4 21st Century
Embraces During a two-week trip visiting Sailors in Japan and Singapore, I met some very
Technology lucky Sailors who currently find themselves stationed abroad. I encourage all of you
to try a billet overseas at least once. There is a multitude of experiences to be had in
5 Weight Loss every direction. I know I will never forget my time stationed in England … heck that
Success Stories is where I met my wife.
6 Volunteer Sea Recently, I had the honor of visiting our first MCPON’s, MCPON Delbert Black’s,
Duty Reminder final resting place in Arlington National Cemetery with the Fleet Master Chiefs. As
an unwritten tradition, we left our coins in homage. We also paid our respects to
7 Operational some of the warriors there, and it was humbling to be among so many who gave all
Stress they had to our country. It reminds me of what an honor it is to serve in our great
Navy for our nation.
7 Drug Testing
Expansion In May, I joined the CNO as we advanced four of our finest to Chief Petty Officers.
Congratulations to the FY11 Sailors of the Year: Chief Ship’s Serviceman Angela
8 Selective Zamora, Chief Steelworker Louis Salazar, Chief Master-At-Arms Douglas Newman,
Reenlistment and Chief Aircrew Survival Equipmentman Maria Johnson. The SOY program has
Bonus Update only improved every year with the competition getting more and more impressive.
8 Transition to Earlier this month, I had the privilege of setting sail aboard “Old Ironsides” to
SELRES via commemorate the 70th anniversary of the Battle of Midway. It was a cold and rainy
PTS or ECTP Boston morning, but the motivating USS Constitution Sailors charged ahead with the
day in true Navy fashion.
9 RAPIDS
I hope the first half of your 2012 has been as motivating as mine has. Let’s make the
9 CPC Website rest of the year a successful and exciting one … keep charging ahead Sea Warriors!
10 HEAT HOOYAH!
11 Links of MCPON
Interest www.facebook.com/MCPON
2. March 5 brought the announcement of the 21st Century Sailor and Marine initiative from SECNAV.
The initiative combines existing objectives and policies with a few new ones. Divided into five areas;
readiness, safety, physical fitness, inclusion, and continuum of service, the program reminds us all of the
importance our personnel have in the overall operations of the Navy.
Readiness
• Reduce suicides and manage stress by providing Sailors and Marines with the support network, health
care, and skills needed to overcome adversity and training leaders to recognize when Sailors and
Marines need help.
• Curb alcohol abuse and reduce the number of alcohol related incidents which can end careers and some
times end lives.
• Reinforce the Department’s zero tolerance policy on the use of synthetic chemical compounds or
designer drugs, including synthetic marijuana substances like Spice.
• Aggressively prevent sexual assaults from occurring, support sexual assault victims, and hold offenders
accountable. The 21st Century Sailor and Marine will not tolerate any form of sexual assault.
Safety
• Improve motorcycle safety by closing the training gap with Military Sportbike Rider Course (MSRC).
Physical Fitness
• Move from a “culture of testing” to a culture of physical readiness by strengthening PRT requirements
and providing better nutrition options.
• NOFFS smart phone App now available.
Inclusion
• Increase the diversity of ideas, experiences, areas of expertise, and backgrounds necessary to fulfill the
variety of missions asked of us.
Continuum of Service
• Recruit Sailors once and retain them for life through flexible service options that provide opportunities
for meaningful and valued work across a career whether in the Navy Reserves or in the civilian
workforce.
• Provide tools for life after the Navy to Wounded Warriors and those impacted by force-management
actions.
The Navy cannot afford to lose the skill and talent Sailors bring to the fight because our people are DoN’s
most important asset. 21st Century will help the fleet build resiliency to hone the most combat effective
force in the history of the Department.
3. BLUF: April may have been Sexual Assault Awareness Month,
but focus on the issue does not stop.
Readiness is the first of the main focus areas in the 21st Century Sailor and Marine initiative, and elimi-
nating sexual assault from our force is an important part of maintaining a ready Navy and Marine Corps
team. One attack can have ramifications across the command, the Fleet, and families and friends of those
involved. Prevention is the main goal. Sexual assault is a crime and saps both individuals and organiza-
tions of their strength.
The Sexual Assault Prevention and Response (SAPR) office oversees the Department of Defense sexual
assault policy. Their vision statement is “to enable military readiness by establishing a culture free of
sexual assault.” Utilizing their guidance and free information is of the highest priority, and from E-1 to
O-10, this knowledge is irreplaceable.
Sexual assault prevention Helpline phone numbers are listed on every DoN website, making available a
trained crisis support specialists 24/7. More information and resources are available at safehelpline.org.
Also, the Department of the Navy Sexual Assault Prevention and Response Office has teamed with Central
Michigan University’s ‘No Zebras, No Excuses’ production this summer to raise sexual assault awareness
around the Fleet.
Central Michigan University’s ‘No Zebras, No Excuses’ performance group dates:
June 18-21 Kaneohe and Pearl Harbor, Hawaii
July 16-17 Yokosuka, Japan
July 19-20 Okinawa, Japan
July 31-Aug 4 Great Lakes, Ill.
Aug 9 Port Hueneme, Calif.
Aug 10 Point Mugu, Calif.
Aug 13-14 San Diego
Aug 15 on board USS Boxer (LHD 4)
Aug 16-17 and Camp Pendleton, Calif.
4. BLUF: 21st Century means 21st Century.
There’s an app for that.
Research by the Navy Personnel Research Studies and Technology (NPRST) laboratory
shows positive findings backing smartphone applications in the Navy.
Two applications, “Tactical Breather” and “Mood Tracker”, are both
government-sponsored stress apps. “Tactical Breather” teaches how to
correct breathing methods to help better control ones heart rate. “Mood
Tracker” aides an individual in self-monitoring emotional
experiences with common deployment-related behavioral health
issues such as post-traumatic stress, depression, and anxiety.
NAVADMIN 176/12 discusses tools to regain balance in the
presence of stress.
Continuing to embrace technology, NAVADMIN 169/12 introduces
the Navy Operational Fitness and Fueling Series (NOFFS) iPhone
app. NOFFS provides the Navy with “Best in Class” physical fitness
and nutrition information for Sailors and with the new app, access to this
program is greater than ever. The app provides Sailors with the complete
NOFFS program in a convenient format.
The app is currently available for download from the app store for iPhone
and iTouch and will soon be open to Windows and Android based
smartphones.
Download Tactical Breather Download Mood Tracker
5. BLUF: PT ... Good for you ...
Good for me!
Physical fitness is a large facet to the readiness,
safety, and well-being of our Navy which ties
it securely to 21st Century Sailor and Marine.
Motivated by pant size and competition, two
Sailors have made news recently for their
standards in physical fitness.
Walking into a store for size 34 pants but
leaving with 36 just doesn’t sit well with some
people and Petty Officer First Class Matt
Mlachak, of Norfolk Naval Shipyard, is one of
them. Fast-forward 18 months and Mlachak
has competed in a half-dozen
PO1 Matt Mlachak, triathlon guru. triathlons and is now set to compete in the
World Long Course Championships in Spain
this July.
Petty Officer Second Class Derek England, of the USS
Elrod (FFG 55), has lost 41-pounds and counting during
the ship’s current deployment. Thrown into success by
his motivation to both workout and eat well, England is
quickly leaving his competitors in the command’s “Biggest
Loser” competition behind. His success has been so
pronounced he received a congratulatory email from Assis-
tant Secretary of the Navy, The Honorable Juan M. Garcia,
III. England has plans to continue his healthy lifestyle at
home, together with his wife, who has now joined a gym.
These are two outstanding examples of success in
fitness, but they are not the only ones. Whether it is a mile
walked, numerous weights lifted, or a racquetball match
played, anything you do in a given day that requires
physical excretion is a success.
Read more about these two Sailors’ fitness successes at
their original news stories:
Mlachak’s story & England’s story
PO2 Derek England, Elrod’s “loser” contestant
6. BLUF: The Voluntary Sea Duty program is available until
Sept. 30, 2012, to help shape your career.
Announced in NAVADMIN 043/12, Navy established Voluntary Sea Duty Program for
highly trained and motivated Sailors to fill critical billets at sea in support of Navy’s
global mission. Under the program, Sailors may apply to extend their enlistment in their
current sea duty billet beyond their prescribed sea tour, terminate their shore duty early in
order to extend their enlistment to obtain new orders to a sea duty billet, or accept back-
to-back sea duty orders. The sea duty assignment may be on board ships, squadrons, or
other qualified sea duty assignments.
Volunteers will be assigned to commands within the same geographic location as the cur-
rent command if available, providing the benefit of geographic stability for Sailors and
family members. The Navy will also consider Sailors’ request for out-of-area moves.
Sailors accepted into VSDP will be able to defer their Perform-to-Serve (PTS) window
to the minimum obligated service requirement for the orders negotiated, typically 24
months.
Eligibility criteria for PTS deferment is outlined in the NAVADMIN. VSDP also provides
Sailors a chance to improve their records and increase their competitive edge through sus-
tained superior performance at sea. Volunteers will not be required to accept a billet they
do not desire. The detailers will work with volunteers during two CMS/ID cycles to find
desirable orders. If no match is found during this time period, Sailors can reapply.
This program does not change eligibility or benefits for the Sea Duty Incentive Pay
Program and Sailors may take advantage of both programs concurrently. Requests will be
accepted until Sep. 30, 2012. All 1306/7 requests should be forwarded to Navy Personnel
Command via the Chain of Command. For complete information on eligibility, restric-
tions and application procedures as well as benefits for VSDP, read NAVADMIN 043/12
at the NPC website and speak with your command career counselor.
7. BLUF: Operational Stress Control
Mobile Training Teams are free
and ready to assist the fleet.
Continuing focus on providing resources for 21st Century Sailors, the Navy has developed
two Operational Stress Control Mobile Training Teams (OSC MTT) to
support the Fleet.
According to NAVADMIN 150/12, the OSC MTTs will deliver
OSC Leader and OSC Front Line Supervisor training to Navy
commands. The teams have been positioned on the East and
West Coasts to provide quick responses to requests for
training. The OSC Leader course is designed for unit
wardrooms and chief petty officer messes, while the OSC
Front Line Supervisor course focuses on helping E-6 to O-3
deckplate leaders develop skills to recognize and address
stress in their Sailors.
Commanders, commanding officers, and command master chiefs
are encouraged to request training for their wardrooms and messes
prior to beginning a deployment work-up period. The MTTs travel and
train at no cost to the requesting command. Procedures for requesting training are in the NAVADMIN.
BLUF: Check your prescriptions now.
The Navy added two more commonly abused prescription drugs to the standard testing panel during
random urinalysis, according to NAVADMIN 130/12. The prescription drug families tested will now
include benzodiazepines and hydrocodones (i.e. Xanax and Vicodin). Military members should ensure
their prescriptions are properly documented in their health
records. Navy medical treatment facilities are ready to assist
any Sailor or family member who self-refers for prescription
drug misuse or abuse. Per OPNAVINST 5350.4D, Sailors
whose urinalysis samples are identified positive for controlled
substances for which they do not have a valid prescription
may be subject to punishment under the Uniform Code of
Military Justice and processed for administrative separation
from the Navy. For more news from Navy Alcohol and Drug
Abuse Prevention (NADAP), read the Navy.mil article or
visit www.npc.navy.mil/support/nadap.
8. BLUF: Review this NAVADMIN and
find $$ upon reenlistment.
The Navy released an updated Selective
Reenlistment Bonus (SRB) award plan
in NAVADMIN 143/12. SRBs are an incentive used
to retain those Sailors who attain special training
in skills most critical to current needs and mission
requirements.
The new message approves six increases, three
additions, one deletion, and one skill that is
being moved from Tier 2 to Tier 1. Cryptologic
Technician Interpretive (NEC 9ARB) in Zone
B, Information Systems Technician (NEC 0000)
in Zone B and submarine Machinist Mate
Auxiliary Maintenance (NEC 4230/31) in Zone
A were new to the SRB list this cycle. Navy Diver
(NEC 5343) Zone A awards were removed.
Enlisted Community Managers continuously monitor
the health of their community making recommendations to
leadership, as required, to maintain acceptable manning levels.
View the Navy.mil story or for updates to SRB eligible ratings/skills, visit:
http://www.public.navy.mil/bupers-npc/career/enlistedcareeradmin/pages/srb.aspx.
BLUF: Planning for PTS and ECTP Sailors transitioning to SELRES is crucial.
NAVADMIN 179/12 provides guidance on
the new transition process for Active
Component (AC) and Full Time Support
(FTS) Sailors approved for Selected Reserve
(SELRES) via Perform-to-Serve (PTS) or
Early Career Transition Program (ECTP). In
order to receive NPC issued orders Sailors
must complete the following steps at least 60
days prior to transition date:
• Log on to CMS/ID and select a Navy
Operational Support Center (NOSC) nearest
to area they intend to reside after enlistment.
• Complete a reserve affiliation screening checklist and contact information sheet then forward
them to the Career Transition Office (CTO) at cto.enlisted@navy.mil or via fax (901) 874-2186.
Further details can be found in the NAVADMIN or in the Navy.mil story.
9. BLUF: Appointments at PSD just got a little easier.
RAPIDS Self-Service (RSS) is now available to CAC holders. RSS is a website that
allows CAC holders to update their information and verify family members for DoD ID
card reissuance.
Using this web based application, CAC holders have the ability to update certain information associated
with their record. Additionally, they may use RSS to verify a family member’s relationship and eligibility
by digitally signing the DD Form 1172-2 for ID card reissuance.
A DD Form 1172-2 that is digitally-signed and generated through RSS will be stored in DEERS and is a
viewable document in RAPIDS. Once verified using RSS, Sponsors no longer need to accompany their
family members to get the ID card.
When a family member arrives at an ID card site, the DEERS/RAPIDS operator may view the signed
1172-2 by opening the Sponsor’s record. In order to use the RSS website, one must be a Sponsor with a
DoD CAC and have a CAC enabled personal computer.
Sponsors that are Common Access Card Holders may access RAPIDS Self Service (RSS) at:
https://www.dmdc.osd.mil/self_service/
BLUF: Resources for Command Pass Coordinators now online.
A new website has been launched which was specifically created to assist Command Pass Coordinators
(CPCs). The CPC serves as the critical link between an individual Sailor, his or her command, and the
supporting Personnel Support organization (PSD, CSD or NOSC).
It is the CPC’s responsibility to ensure all documents and information required to provide command
Pay/Personnel and Transportation support are relayed to the appropriate supporting organization via the
current authorized electronic transaction system and in accordance with applicable policies governing
timeliness standards.
The new website has step-by-step guides to obtaining access to the systems CPCs need, completing
common tasks, and additional resources regarding allotments, deductions, EDVR management, updating
ESRs, and more. Click on the ‘new website’ hyperlink and get in there and explore the recently added
resources.
10. BLUF: NAVADMIN 145/12 is hot.
Get ahead of the PCS moving
process by using HEAT
(Housing Early Application Tool).
HEAT is a computer-based program to assist Sailors
and their families in applying for housing Navy-
wide. It allows Sailors and their families to begin the
application process for housing before or after they
receive their PCS orders and communicate with the
Housing Service Center (HSC) early in the housing
search. HEAT can be accessed from any internet-
connected computer allowing either the Sailor or spouse to initiate the HEAT application. Roll-out of the
service to the entire Fleet is scheduled to be completed by June 30.
For more information Sailors and their families have multiple options:
Read NAVADMIN 145/12 Take a peek at this flyer
Follow the Navy Housing Facebook Page Visit the CNIC housing website
BLUF: Increase fleet alcohol education and awareness.
U.S. Fleet Forces Command (USFF) launched a beta test May 23, to obtain
Fleet feedback that will help determine the most effective approach for
implementation of a Navy-wide alcohol Breathalyzer program.
The 21st Century Sailor and Marine initiative outlines the Navy-
wide Breathalyzer program as a way to increase fleet alcohol
education and awareness and to provide commanders
withanother tool to ensure the health and safety of Sailors
by identifying potential alcohol abuse.
USFF has selected 13 sea and shore commands to
participate in the beta test, which runs from May 24
through Sept. 30. All data collected will be consolidated
under a summary recommendation and forwarded to the office
of the Navy’s Chief of Naval Operations (OPNAV) to be
considered for implementation into the final policy.
Under the Navy program, the Breathalyzer will be used primarily as an
education and prevention tool. Breathalyzer results alone will not be used
as the sole evidentiary basis for punitive or adverse administrative action.
For more information read the Navy.mil story.
11. Enlisted Retention Board
http://www.public.navy.mil/bupers-npc/boards/ERB/Pages/default2.aspx
Fleet and Family Support Programs
http://www.cnic.navy.mil/CNIC_HQ_Site/WhatWeDo/FleetandFamilyReadiness/FamilyReadiness/FleetAFleetAndFamilySupportP/index.htm
Navy Operational Stress Control
http://navynavstress.com/
Suicide Prevention
http://www.suicide.navy.mil
Coalition of Sailors Against Destructive Decisions
http://www.public.navy.mil/bupers-npc/support/CSADD/Pages/default2.aspx
Personal and Family Readiness
http://www.public.navy.mil/bupers-npc/support/readiness/Pages/default.aspx
SPICE: Two Sailors Reveal How They Lost Their Careers
http://www.navy.mil/submit/display.asp?story_id=66260
Transition Assistance
http://www.public.navy.mil/bupers-npc/boards/ERB/Pages/TransitionInfo.aspx
Transition Assistance Program (TAP)
https://www.dmdc.osd.mil/appj/tap/consent?continueToUrl=%2Fappj%2Ftap%2Findex.jsp
Shift Colors
http://www.public.navy.mil/bupers-npc/reference/publications/shiftcolors/Pages/default.aspx
War of 1812
http://www.ourflagwasstillthere.org/
DEERS/RAPIDS Locator
http://www.dmdc.osd.mil/rsl/appj/site?execution=e1s1
Naval Safety Center
http://safetycenter.navy.mil/
SeaCompass eMagazine
http://www.public.navy.mil/navsafecen/Pages/media/sea-compass/Index.aspx
Summer Safety Resources
http://www.public.navy.mil/navsafecen/Pages/media/seasonal/Summer2012.aspx
To request a retirement letter from MCPONs office
http://www.public.navy.mil/BUPERS-NPC/CAREER/CAREERCOUNSELING/Pages/FLTRESRetirementSBP.aspx
(Please allow 3-4 weeks for process & delivery. This recent change will be updated on NPC website.)