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.
A Limited Duty Officer (LDO) is an officer who was selected for commissioning based on his/her skill and expertise, and is not required to have a bachelor’s degree.
The term "Limited Duty" refers not to an LDO's authority, but rather the LDO's career progression and restrictions.
*** No College Required: Active Duty Commissioning or Officers Program: LDO/CWO *** If you are an E-7 through E-9 with the desire to reach for one of the most demanding and satisfying positions in the Navy, the Limited Duty Officer or Chief Warrant Officer Commissioning Program may be for you.http://www.npc.navy.mil/…/LDO%20and%20CWO%20Recruit%20Your%…
This is directed at all of my Reserve Component Chief Petty Officer shipmates:
“Do you want to take COMMAND? Can you be entrusted to stand tall under pressure? If you are a Chief then the answer must be a resounding “Aye, Aye!” Would you like to drill/serve your country past the maximum 30 years of TIS allowed for enlisted personnel? Do you have what it takes to wear "eagles" on your collar or be a CWO5? Would you like to increase your retirement pay by 50% or even 100%?
If you are an E-7 through E-9 with the desire to reach for one of the most demanding and satisfying positions in the Navy, the Limited Duty Officer or Chief Warrant Officer Commissioning Program may be for you.
The RC LDO/CWO program is actively seeking candidates with the “right stuff”. The RC CWO program is in particular need of support from the CPO mess. We are approximately 50% manned in our RC CWO inventory and we are losing folks almost as fast as we are “making” them. The RC LDO situation is a bit better, but not by much. So the fleet has an incentive to get as many highly qualified candidates into those billets as possible.
If you are a Reserve Component Chief Petty Officer and are interested in the RC LDO/CWO program, then now is the time to take the next step.
The following designator/career fields are OPEN:
623X (LDO SUB REPAIR)
626X (LDO SUB ORDNANCE)
628X (LDO SUB ELEX)
629X (LDO SUB COMMS)
633X (LDO AV MAINT)
641X (LDO ADMIN)
642X (LDO INFO PRO)
645X (LDO INTEL)
649X (LDO SECURITY)
653X (LDO CEC)
711X (SURF DECK CWO)
712X (SURF OPS CWO)
713X (SURF REP CWO)
715X (SEAL CWO)
716X (SURF ORD CWO)
717X (SWCC CWO)
742X (INFO TECH CWO)
744X (INFO WARFARE CWO)
745X (INTEL CWO)
Any interested applicants should take a look at the attached program flyer for more information. Anyone that does NOT already have an RC LDO/CWO mentor to assist with application preparation and the interview appraisal process should immediately contact our Recruiting Action Officer for assistance: CWO2 Richard Townsend: richard.townsend@navy.mil
Applications are due NLT 01OCT2015, so time is running short. The fleet needs you now. I am "living proof" of what the program offers. It worked for me and it can work for you too. Please pass the word.
R,
CAPT Jim Elizares ("commissioned CPO", Anchors earned in 1985)
RC LDO/CWO Community Leader “Mustangs Earn it Everyday”
jameselizares@yahoo.com
james.f.elizares@navy.mil
A Limited Duty Officer (LDO) is an officer who was selected for commissioning based on his/her skill and expertise, and is not required to have a bachelor’s degree.
The term "Limited Duty" refers not to an LDO's authority, but rather the LDO's career progression and restrictions.
*** No College Required: Active Duty Commissioning or Officers Program: LDO/CWO *** If you are an E-7 through E-9 with the desire to reach for one of the most demanding and satisfying positions in the Navy, the Limited Duty Officer or Chief Warrant Officer Commissioning Program may be for you.http://www.npc.navy.mil/…/LDO%20and%20CWO%20Recruit%20Your%…
This is directed at all of my Reserve Component Chief Petty Officer shipmates:
“Do you want to take COMMAND? Can you be entrusted to stand tall under pressure? If you are a Chief then the answer must be a resounding “Aye, Aye!” Would you like to drill/serve your country past the maximum 30 years of TIS allowed for enlisted personnel? Do you have what it takes to wear "eagles" on your collar or be a CWO5? Would you like to increase your retirement pay by 50% or even 100%?
If you are an E-7 through E-9 with the desire to reach for one of the most demanding and satisfying positions in the Navy, the Limited Duty Officer or Chief Warrant Officer Commissioning Program may be for you.
The RC LDO/CWO program is actively seeking candidates with the “right stuff”. The RC CWO program is in particular need of support from the CPO mess. We are approximately 50% manned in our RC CWO inventory and we are losing folks almost as fast as we are “making” them. The RC LDO situation is a bit better, but not by much. So the fleet has an incentive to get as many highly qualified candidates into those billets as possible.
If you are a Reserve Component Chief Petty Officer and are interested in the RC LDO/CWO program, then now is the time to take the next step.
The following designator/career fields are OPEN:
623X (LDO SUB REPAIR)
626X (LDO SUB ORDNANCE)
628X (LDO SUB ELEX)
629X (LDO SUB COMMS)
633X (LDO AV MAINT)
641X (LDO ADMIN)
642X (LDO INFO PRO)
645X (LDO INTEL)
649X (LDO SECURITY)
653X (LDO CEC)
711X (SURF DECK CWO)
712X (SURF OPS CWO)
713X (SURF REP CWO)
715X (SEAL CWO)
716X (SURF ORD CWO)
717X (SWCC CWO)
742X (INFO TECH CWO)
744X (INFO WARFARE CWO)
745X (INTEL CWO)
Any interested applicants should take a look at the attached program flyer for more information. Anyone that does NOT already have an RC LDO/CWO mentor to assist with application preparation and the interview appraisal process should immediately contact our Recruiting Action Officer for assistance: CWO2 Richard Townsend: richard.townsend@navy.mil
Applications are due NLT 01OCT2015, so time is running short. The fleet needs you now. I am "living proof" of what the program offers. It worked for me and it can work for you too. Please pass the word.
R,
CAPT Jim Elizares ("commissioned CPO", Anchors earned in 1985)
RC LDO/CWO Community Leader “Mustangs Earn it Everyday”
jameselizares@yahoo.com
james.f.elizares@navy.mil
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.
CDBs are required for all Sailors upon reporting to a command, after six months on board, at 12-months on board and at 12-month intervals thereafter. Official guidance is contained in OPNAVINST 1040.11D, Navy Enlisted Retention and Career Development Program.
Typical topics covered during a CDB include watch-standing qualifications, continued education goals, advancement, short- and long-term career objectives, Perform-to-Serve (PTS) and Armed Services Vocational Aptitude Battery (ASVAB) scores. Leadership can use CDBs to learn the priorities of the Sailor and align the Sailor’s priorities to the needs of the Navy.
Following the CBD, the detailed minutes and recommendations are captured in CIMS by the career counselor or member of the chain of command authorized by the command for documentation. This includes what was discussed and is used to help keep the current and future commands informed of the Sailor’s progress and career goals.
Click the latest Career Development Program Navy instruction: http://doni.daps.dla.mil/Directives/01000%20Military%20Personnel%20Support/01-01%20General%20Military%20Personnel%20Records/1040.11D.pdf
ANA Y ESTER todo sobre anabolicos y esteroidesIndependiente
ana y ester
LOS MEJORES CICLOS PARA SUBIR MARCADO Y GRANDE.
¿COMO CONSEGUIR EL MEJOR VOLUMEN SIN GRASA?
EL DECADURABOLIN COMO UNO DE LOS MEJORES ESTEROIDES SIN EFECTOS SECUDARIOS
todo sobre anabolicos y esteroides, su uso y abuso beneficios y consecuencias ,
como usarlos,
ciclos y tipos de ciclos
tipos de anabolicos
tipos de esteroides
biografía de arnold s.
tablas de ciclos
Digital Bowl Results by Merkle.
A quantitative analysis if digital Super Bowl campaigns to find the real winners.
Avocados from Mexico narrowly came in second, tying for first in paid search and finishing in the top ten in SEO, display advertising, and social media.
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.
CDBs are required for all Sailors upon reporting to a command, after six months on board, at 12-months on board and at 12-month intervals thereafter. Official guidance is contained in OPNAVINST 1040.11D, Navy Enlisted Retention and Career Development Program.
Typical topics covered during a CDB include watch-standing qualifications, continued education goals, advancement, short- and long-term career objectives, Perform-to-Serve (PTS) and Armed Services Vocational Aptitude Battery (ASVAB) scores. Leadership can use CDBs to learn the priorities of the Sailor and align the Sailor’s priorities to the needs of the Navy.
Following the CBD, the detailed minutes and recommendations are captured in CIMS by the career counselor or member of the chain of command authorized by the command for documentation. This includes what was discussed and is used to help keep the current and future commands informed of the Sailor’s progress and career goals.
Click the latest Career Development Program Navy instruction: http://doni.daps.dla.mil/Directives/01000%20Military%20Personnel%20Support/01-01%20General%20Military%20Personnel%20Records/1040.11D.pdf
ANA Y ESTER todo sobre anabolicos y esteroidesIndependiente
ana y ester
LOS MEJORES CICLOS PARA SUBIR MARCADO Y GRANDE.
¿COMO CONSEGUIR EL MEJOR VOLUMEN SIN GRASA?
EL DECADURABOLIN COMO UNO DE LOS MEJORES ESTEROIDES SIN EFECTOS SECUDARIOS
todo sobre anabolicos y esteroides, su uso y abuso beneficios y consecuencias ,
como usarlos,
ciclos y tipos de ciclos
tipos de anabolicos
tipos de esteroides
biografía de arnold s.
tablas de ciclos
Digital Bowl Results by Merkle.
A quantitative analysis if digital Super Bowl campaigns to find the real winners.
Avocados from Mexico narrowly came in second, tying for first in paid search and finishing in the top ten in SEO, display advertising, and social media.
El presente documento es sobre los campos calcualdos es el cual se basa en una serie de conbinacion deformulas segun lo requiera el usiario en el prograna de access.
Derecho de la cultura: una necesidad en el sector creativo y culturalpdeaguirre
¿Qué necesito para sacar adelante mi proyecto cultural? ¿Dónde puedo conseguir subvenciones para mi proyecto? ¿Puedo deducirme las inversiones culturales en mis impuestos? ¿Cómo puedo contratar un artista internacional? ¿Cómo evito que me copien mi espectáculo? ¿Qué recibo de las plataformas streaming que difunden mis obras? ¿Puedo vender fuera de España una obra plástica que he heredado?
A través de estas cuestiones puede observarse la diversidad que afecta un sector tan variopinto como la cultura, que engloba desde valores y expresiones artísticas orientadas al mercado, como actividades formativas y educativas, hasta proyectos más benéficos y filantrópicos.
Esta singularidad de la cultura no encontraba, hasta ahora, una respuesta integral y especializada en el ámbito jurídico, siendo tratados los asuntos culturales desde departamentos diferentes y poco coordinados entre sí. Y ha sido la necesidad de configurar una espacio jurídico multicisciplinar, que aúne un conocimiento amplio y preciso de los procesos culturales junto con una visión integradora de las restantes exigencias legales, lo que ha dado lugar a la creación del primer departamento en España de Derecho de la Cultura dentro de la firma Gabeiras & Asociados.
///
Patricia Gabeiras Vázquez es socia directora de la firma Gabeiras & Asociados y Doctora en Derecho de la Cultura. Es profesora externa del Máster de Propiedad Intelectual de la Universidad Carlos III de Madrid y participa regularmente como ponente en conferencias, seminarios y publicaciones relativas a sus áreas de práctica profesional. Asimismo, coordina su formación en cultura con su especialidad en Derecho Bancario y Financiero a través del Master en Derecho Privado Europeo Comparado por la Universidad Carlos III de Madrid, el Master en Corporate Finance y Banca de Inversión y el título de Especialista en Derivados, opciones y futuros por el Instituto de Estudios Bursátiles de la Bolsa de Madrid.
Presentación por parte de Carmen Silva Robles sobre “Relaciones Públicas para el siglo XXI. Organización de eventos off line para el mundo on line: el caso de #linaevent” el día 8 de noviembre de 2012 en el XIII Congreso Internacional de Protocolo “Protocolo para la Convivencia” en San Fernando (Cádiz).
Facebook y su utilidda para le Empresa en XpertoCM Murcia con Fran TorreblancaXpertoCM
Presentación del Módulo de Facebook en el Curso de Community Manager y Social Media XpertoCM en la Escuela de Turismo de Murcia (ETM Formación).
Profesor: Fran Torreblanca (@fransinaia)
*** Advancement and Evaluation Tips *** It's a compilation of many briefs on eval writing by FLTCM Ortloff. Check out more advancement tips at Navy Career Wise Slide Share
It provides a really basic understanding of the PTS system (designed by NCC(SW) Karstens) followed by "points to ponder" about the upcoming 01 October changes.
Eligibility Communicating with the board Pre board Membership Quotas Tools of the board Not Presented to Board Members What the Board Considers Board Process Overview Post Board Process Special boards Common Issues/FAQs/MythsEnl advancement board brief for pers 803 webpage (feb 10 2015)
*** Career Transition to Navy Reserve *** Here is the ultimate guide in transitioning to SELRES, FTS, IRR or Navy Reserve Component from Active duty. Avoid break in service and maximize your benefits by joining the USNR on your transitioning to civilian.
Sailors can start right and have a strong foundation when they have a clear picture on what to expect in advancement & other career related issue via FTSW. Mentors must also be aware and updated on this topic on a regular basis to be effective counselors.
Anyone who is planning on being a chief or is SBE should really look over this. This is directly from NPC. Very useful information here.
I hope it answers your questions.
Aarna Institute of Maritime Studies [AIMS] offers 2 years program as Higher National Diploma (HND) in Marine Engineering is association with STC UK.
A merchant navy or merchant marine is a country's commercial shipping, as opposed to that involved in military activity; involving a fleet of merchant vessels.
Flood Update
Manpower Environment
The Cost of Manpower
Brilliant at the Basics
Continuum of Service
Selection Boards
Transformation of HR Service Delivery
Saved Rounds
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
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Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
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Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
2. Is this program for you?
• Do you like the technical aspects of your job?
– Are you the “go to” leader that has the answers?
• Do you like taking charge?
– Do you want to do so on a broader scale?
• Do you want the authority to make a difference?
– And the associated increase of responsibility?
• Do you thrive on challenging assignments?
– And want to apply your highly honed technical skills with
less restrictions?
• Do you want more certainty in your career
• More for you and your family… FOREVER
3. Topics
p
Who are we?
Eligibility
i i ii
Timeline
Timeline
Reward
3
4. Program Overview
The Limited Duty Officer and Chief Warrant
Officer Programs provide our Navy with
experienced technical specialists and managers who
i dt h i l i li t d h
have extensive expertise and authority to direct the
most difficult and exacting technical operations at
sea and ashore.
The diff
Th differences i the f
in th formal definitions of LDO
l d fi iti f LDOs
and CWOs are subtle, focusing on the degree of
authority and responsibility.
5. LDO Program
g
• For Sailors who enjoy leading Sailors in their
technical field and want less restrictions in
calling the shots
• Commissioning path for outstanding leaders
that may be lacking a degree
• Leaders with strong technical backgrounds
• Ultimately want to be the OIC, XO or CO
• Major Command the pinnacle goal
• Increased leadership opportunity for CWOs
p pp y
5
6. LDO Eligibility
• U.S. citizen
• No
N age restriction
t i ti
• High School Diploma or equivalent
• Serving as a MCPO, SCPO, CPO or PO1
• At least 8, but not more than 15 years of active naval service prior to
A l 8 b h f i l i i
1 Oct of FY for which applying (decreasing to 14 years in FY 15)
(READ ANNOUNCING NAVADMIN UPON RELEASE FOR
FY-14
FY 14 WAIVER POLICIES)
• Meet physical standards.
• No court martial or civilian conviction for other than minor offenses
or NJP for 3 years prior to 1 Oct of year applying
• PO1s must complete all eligibility requirements for E-7 (except TIR
and Leadership Training Continuum) and must achieve selection
board eligibility in the annual CPO advancement
g y
• Recommended by CO
OPNAVINST 1420.1B and this years NAVADMIN
7. CWO Program
• For leaders in the Chief’s mess that enjoy:
Chief s
– Teaching Sailors the technical aspects of their field
– Being the one with the technical answers
• C
Commissioning path for outstanding leaders that
i i i th f t t di l d th t
may be lacking a degree
• Possess extensive technical training, experience and
g, p
leadership
• Serve primarily as division officers and officers in
charge
• Chiefs / Senior Chiefs promote to CWO2.
• Master C e s to CWO3
s e Chiefs o CWO3.
7
8. CWO Eligibility
g y
• Same requirements for LDO except:
• CPO-select minimum
• Complete at least 13 but not more than 22 years of
active duty prior to 1 Oct of FY for which applying.
(We are recommending not less than 14 years and not
more than 20 years by FY-16)
FY 16)
READ ANNOUNCING NAVADMIN UPON
RELEASE FOR FY-14 WAIVER POLICIES
8
9. LDO/CWO Preparation
p
• Sooner the better – even as an E4!
• Make your seniors aware of your goals
• Be the leader (LPO/LCPO/CMC)
• D l a strong resume with di
Develop t ith diversity of jobs
it f j b
• Sea duty, overseas, and shore tours
• Warfare qualification
• Detailer, Recruiter, Instructor, RTC
• Get involved: Career Counselor, Training PO, CAT
, g ,
• Community involvement
• College degree
WE ARE HIRING MULTI TASK TECHNICAL LEADERS
– WHAT DOES YOUR RESUME REFLECT? 9
10. 3 Critical Elements
• Interview Appraisal Boards - (endorsement by the community)
– Find LDOs / CWOs in the designator you are applying for
– Minimum of 3 required (can have up to 5)
– Appraisal sheets belong to the CO not the applicant
pp g pp
• CO’s Endorsement - (acknowledges your performance)
– Unconstrained; provide a well written draft to your CO
– CO can highlight your victories and precept l
hi hli ht i t i d t language
– CO can explain and address past negatives if needed
• Personal Statements - (your opportunity to speak directly to the board)
(y pp y p y )
– Explain why this program personally appeals to you
– Should be genuine and heartfelt
– DO NOT provide the definition of an LDO/CWO
11. Final Preparations
• Follow guidance in OPNAVINST 1420.1B and this
years NAVADMIN
• Use the sample format
(npc.navy.mil/boards/administrative/ldocwo)
( il/b d / d i i t ti /ld )
• Have your application reviewed by at least one
LDO/CWO in the designator you are applying for
• You are responsible for your portion of the
application - but not your CO’s endorsement
• Applications postmarked not later 1 October
• Additional information postmarked not later than
1 December
12. Application Timeline
Apr: Submit Special Request Chit to CO to participate
(Nuclear Qualified Applicants must submit a 1306/7–refer to NAVADMIN 099/12)
May: Submit your application package to Admin
Jun: Interviewer’s Appraisal Board
Jul: CO’s endorsement prepared
1 Oct: Package deadline
Early Jan: Board convenes
Feb/Mar: Results announced by NAVADMIN 12
13. Is it worth the effort?
s wo ee o ?
Only you can answer this question!
• Impact your Sailors QOL
• A th it t make a diff
Authority to k difference
• Orders negotiation
• Serve longer (up to 38 years or more!)
• Quality of life – you and your family
• Promotion
• Pay - Retirement Pay is forever!
y y
13
16. “$how me the Money”
FOREVER
• MCPO • CWO5 • Captain
• 30 years of Service • 30 years of Service • 38 years of Service
• R ti d P
Retired Pay • Retired Pay • Retired Pay
• 4,894 / month • 5,667 / month • 9,674 / month
• 58,734 / year • *6,444 / month • 116,088 / year
• 68,000 / year
• *77,000 /year
• http://militarypay.defense.gov/retirement/calc/02_highthree.html
• *Proposed move to carry CWO5 to 33 years of service (FY13)
• Calculated on 2012 Pay Scale and “High Three”
17. Contact Information
• OCM – CAPT John Jones (901) 874-3042
• email: john.r.jones@navy.mil
• C O OCM – C O Mitch Allen
CWO OC CWO5 i A
(901) 874-3044 email: mitchell.allen@navy.mil
• Asst OCM – LT Shane Walker
(901) 874 4714 email: shane walker@navy mil
874-4714 shane.walker@navy.mil
– DSN prefix 882