the Sailor Career Toolbox and CCC Toolbox information sheets have been updated to reflect recent changes to OMPF (My Record view) and FleetRIDE/PTS integration.
Specific documents updated:
-- Sailor Toolbox Information Sheet (attached)
-- Sailor Toolbox Information Sheet with Command Best Practices
-- Navy Career Tools Information Sheet with Notes for Command Leaders
-- CCC Toolbox Information Sheet
On the NPC homepage, go to QUICK LINKS and click "Career Toolbox".
On the NKO homepage, go to Career Management and click "Navy Career Tools".
As always, we encourage your comments and feedback for improvement.
This document provides information on 12 online career tools and resources for Navy sailors, including Navy eLearning (NeL), Navy Credentialing Opportunities On-Line (Navy COOL), United Services Military Apprenticeship Program (USMAP), Sailor/Marine American Council on Education Registry Transcript (SMART), Sailor/Marine Online Academic Advisor (SMOLAA), and others. It recommends sailors utilize these tools to enhance their professional development, validate their personnel records, explore career opportunities, and earn civilian certifications to support career advancement in the Navy.
The document summarizes highlights from the AFMC Force Development newsletter. It discusses the Year of Community College of the Air Force (YoCCAF) initiative to encourage enlisted members to complete CCAF degrees. It notes that the target of a 10% increase in degrees was exceeded, with an 11% increase in degrees awarded in 2011 compared to 2010. It also announces that Phase II will focus on continuing education beginning in January 2012.
The document provides information on force development topics for Air Force employees, including:
1) An FAQ section on the Airman Development Plan (ADP) and how officers and civilians can access and utilize the ADP system.
2) An article discussing succession planning and mentoring strategies to help mitigate workforce impacts from large numbers of expected baby boomer retirements in the Air Force over the next 5 years.
3) A piece written by the Command Chief of the 121st Air Refueling Wing about the value of obtaining associate's degrees from the Community College of the Air Force (CCAF) to supplement civilian education credentials.
Beach Aviation Academy provides professional pilot training. It offers training for private pilot certification, instrument rating, commercial pilot certification, certified flight instructor certification, and jet transition training. It has locations at several airports in Florida and the Bahamas. Beach Aviation prides itself on scenario-based training and having over 100 years of combined flight experience among its instructors.
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.
The document provides information about force development in the Air Force. It discusses the consolidation of multiple development plans (MyEDP, MyODP, etc.) into a single system called My Development Plan (MyDP) that provides force development information and resources to all Air Force members. MyDP combines data from personnel, education, and training systems into easy-to-understand reports. The document also provides updates on hiring reform initiatives, Air Force diversity programs, and other force development topics.
This document advertises a masterclass on training the next generation of remote pilots for unmanned aerial systems (UAS). The masterclass will take place on December 6th, 2012 in Central London and be led by David John Cummins, an expert in UAS operations with over 2800 flight hours. The day-long event will cover topics such as modern teaching methods, equipment for training pilots, and combating limitations on flying time through simulation. Attendees will benefit from the evolution of UAS and training for the growing field of remote piloting.
This document provides information on 12 online career tools and resources for Navy sailors, including Navy eLearning (NeL), Navy Credentialing Opportunities On-Line (Navy COOL), United Services Military Apprenticeship Program (USMAP), Sailor/Marine American Council on Education Registry Transcript (SMART), Sailor/Marine Online Academic Advisor (SMOLAA), and others. It recommends sailors utilize these tools to enhance their professional development, validate their personnel records, explore career opportunities, and earn civilian certifications to support career advancement in the Navy.
The document summarizes highlights from the AFMC Force Development newsletter. It discusses the Year of Community College of the Air Force (YoCCAF) initiative to encourage enlisted members to complete CCAF degrees. It notes that the target of a 10% increase in degrees was exceeded, with an 11% increase in degrees awarded in 2011 compared to 2010. It also announces that Phase II will focus on continuing education beginning in January 2012.
The document provides information on force development topics for Air Force employees, including:
1) An FAQ section on the Airman Development Plan (ADP) and how officers and civilians can access and utilize the ADP system.
2) An article discussing succession planning and mentoring strategies to help mitigate workforce impacts from large numbers of expected baby boomer retirements in the Air Force over the next 5 years.
3) A piece written by the Command Chief of the 121st Air Refueling Wing about the value of obtaining associate's degrees from the Community College of the Air Force (CCAF) to supplement civilian education credentials.
Beach Aviation Academy provides professional pilot training. It offers training for private pilot certification, instrument rating, commercial pilot certification, certified flight instructor certification, and jet transition training. It has locations at several airports in Florida and the Bahamas. Beach Aviation prides itself on scenario-based training and having over 100 years of combined flight experience among its instructors.
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.
The document provides information about force development in the Air Force. It discusses the consolidation of multiple development plans (MyEDP, MyODP, etc.) into a single system called My Development Plan (MyDP) that provides force development information and resources to all Air Force members. MyDP combines data from personnel, education, and training systems into easy-to-understand reports. The document also provides updates on hiring reform initiatives, Air Force diversity programs, and other force development topics.
This document advertises a masterclass on training the next generation of remote pilots for unmanned aerial systems (UAS). The masterclass will take place on December 6th, 2012 in Central London and be led by David John Cummins, an expert in UAS operations with over 2800 flight hours. The day-long event will cover topics such as modern teaching methods, equipment for training pilots, and combating limitations on flying time through simulation. Attendees will benefit from the evolution of UAS and training for the growing field of remote piloting.
This newsletter discusses the effects of sequestration on Air Force training programs and provides tips for registering for Defense Acquisition University courses. It also highlights the Defense Competency Assessment Tool being rolled out this year to validate competencies using assessments rather than requiring courses. The newsletter encourages using competency assessments over training courses to determine what employees already know. It also announces an opportunity to take an online cross-cultural communication course for Community College of the Air Force credit.
This document provides guidelines for competence-based assessment of seafarers. It discusses qualifications for instructors and assessors, standards, methods of assessment, and key aspects of competence-based assessment. Competence-based assessment aims to collect evidence that candidates can perform roles to required standards, rather than comparing candidates. Assessors must be appropriately qualified and understand the competencies being assessed. A variety of assessment methods are outlined, including observation, skills tests, simulations, and questioning.
This document provides guidance on organizing and conducting a pilot clinic focused on takeoffs, landings, and aircraft control. The key aspects are:
1) The clinic aims to evaluate pilots' basic skills through simple evaluations, not complex testing.
2) Organizers should coordinate with local flight schools, instructors, and sponsors 90 days in advance to plan logistics, activities for family members, and optional educational programs.
3) Suggested additional activities include aircraft preflight demonstrations, static displays, youth education, and programs for non-pilots on topics like radio operations and decision making.
Continuing Education - Legacy of Excellencegmats01
This document provides summaries of continuing education opportunities from various maritime training institutions:
1) Bourbon emphasizes safety training through its 13 training centers located near regions it operates. Over 800 employees received safety training in 2010.
2) DuBounds Learning is preparing online training courses for Electronic Power Design on topics like leadership.
3) Compass Courses in Washington offers basic safety training and certificates, recently training crews from Crowley Marine Services.
4) The Workboat Academy offers a hybrid two-year mate licensing program through academic and hands-on training phases with partner companies.
The document discusses two new Air Force programs:
1) The Airmen Development Plan (ADP) system, which will now be used by civilians and a single tool for career development and opportunities for both military members and civilians.
2) The Language Enabled Airman Program (LEAP), a new program to select, develop, and increase foreign language capabilities in Airmen across all specialties. The goal is to have 5% of Airmen proficient in a foreign language to meet global mission requirements. LEAP will provide language training, practice opportunities, and testing for participants.
The Sea Warrior Program aims to transform the Navy's management of personnel, training, and education. It seeks to integrate disconnected IT systems through an enterprise approach in order to better match Sailors' skills and experience to jobs. The program oversees projects that enhance capabilities for career development, training, and personnel management both ashore and afloat through improved IT solutions. It is transitioning Navy systems and processes to an enterprise model focused on delivering the right skills and abilities to meet Fleet needs.
The document discusses the Navy Training Management and Planning System (NTMPS), which is an umbrella term for the Navy's data warehouse and suite of applications that support management of Navy personnel, training, and requirements analysis. The key applications discussed are the NTMPS Afloat Datamart, Fleet Training Management and Planning System (FLTMPS) for both shore and afloat units, the Electronic Training Jacket for both shore and afloat, and the Online Application Reporting System. These applications leverage integrated data from the NTMPS data warehouse to provide reports and access to training records. Support is available for these applications from subject matter experts.
This document summarizes an article about GMATS (Global Maritime and Transportation School) and the training they provide. It discusses how GMATS provides customized Bridge Resource Management (BRM) training for Reinauer Transportation Company that meets STCW requirements. The training included classroom instruction and simulator exercises. The author attended the training and found it to be a valuable learning experience. GMATS is seen as a leader in maritime training due to its ability to customize programs and its use of advanced simulation technology. The document also includes a smaller article about the importance of hands-on training and experience when learning to navigate safely using ECDIS.
This document provides guidance on requirements and processes for involuntary separation pay for reservists from the Navy. It outlines that reservists must submit a voluntary request to remain on active duty at least 6 months prior to their separation date to qualify. It also requires reservists to agree to serve 3 additional years in the ready reserve as a condition of receiving separation pay. The document describes the request and record-keeping processes for both officers and enlisted reservists to complete for separation pay eligibility and reserve affiliation.
The document provides an overview of the BUPERS 32 Navy Counselors Association Symposium. It discusses topics such as military community management, enlisted advancements including increased opportunity at the E4-E6 and E7-E9 levels, the Fleet RIDE Perform to Serve program, and the Professional Apprentice Career Track and Rating Entry General Apprentice plan. The Perform to Serve program aims to balance enlisted manning using a centralized reenlistment approval process, while PACT and REGA provide career paths for apprentices to become rated within 24 months of arriving at their first duty station.
This document provides information about Navy Career Wise, a career counseling service that has been serving the Navy community since 2005. It discusses the various topics and resources Navy Career Wise covers to support sailors, veterans, and their families from A to Z, including advancement, benefits, education, health care, transition assistance, and more. It emphasizes the commitment and dedication of Navy Career Wise to provide guidance and information across all stages of a military career.
This document provides information and resources for Navy career counselors. It summarizes new policies around the reenlistment process, including that 75% of sailors requesting reenlistment will now receive approval on the first application. It also outlines checklists for career counselors on tasks like ensuring sailors are counseled and applications are submitted on time. Additionally, it announces upcoming webinars for career counselors on topics like advancement, special programs, and best practices.
The document shows test and advancement data for various Navy ratings over 3 cycles. It includes the number of test passers, quotas available for advancement, the percentage of passers that were advanced, and the opportunity rate from the last cycle. The majority of ratings had increasing quotas and percentages advanced at higher ranks, though some specialty ratings had limited or no data in the later cycles.
The Loan Repayment Program (LRP) provides student loan repayment to attract recruits into critical Navy ratings. It started in 1999 and messages about eligible ratings are posted 2 weeks before the effective date. To qualify, recruits must have a high school diploma, AFQT score of 50 or higher, and enlist in an eligible rating. The LRP pays a portion of qualifying student loans and affects GI Bill eligibility, with the first 3 years of service counting for LRP and the next 3 potentially qualifying for GI Bill benefits. In FY12, 214 packages were submitted, 71 BCNRs processed, and $10.5M paid out in repayments. The document provides contacts and policies for more information.
1. Retired reserve
2. SELRES
1. IDT
2. 4 days of active duty.
3. $317/ mo MGIB
4. Medical $81/mo
1. $253/mo family coverage
2. Covers members 24/7
5. Mobilization deferment 1 year.
3. IRR requirements
1. Keep NPC advised.
4. Questions
1. What are SELRES obligation?
2. Name 3 benefits of the SELRES.
3. What category of the USNR does not require sailor to drill.
4. What forms must sailor have to affiliate with navy reserve?
5. IRR contract required. IRR have special uic 8040N
6. Dishonorable Discharge if don't comply with IRR contract.
7. They have 6 months to come back to SELRES if PRT failure or right re code.
8. Cannot join if 30% Medical discharge or disability.
9. Without CWAY package approved they can still apply straight with SELRES recruiter.
This document summarizes several commissioning programs available to enlisted Navy personnel, including the Naval Academy, Naval Academy Preparatory School, Seaman to Admiral 21 (STA-21), Medical Enlisted Commissioning Program, and Officer Candidate School. It outlines the basic eligibility requirements, such as citizenship, physical fitness standards, age limits, and commanding officer recommendation. Program-specific details are provided, such as education or training length, age limits, degree requirements, and test score minimums.
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 covered are that the programs provide experienced technical specialists and managers authority to direct difficult operations, eligibility includes a minimum number of years of service and meeting physical standards, and rewards include increased career longevity, promotion opportunities, and retirement pay.
The document summarizes Navy behavioral health and suicide prevention programs. It provides statistics showing an average of 4.8 Navy suicides per month over the last year. Relationship problems, work issues, and physical health problems are common factors. The Navy's prevention approach focuses on building resilience, navigating stress, bystander intervention, and reducing barriers to care. Programs aim to foster resilience, increase vigilance for warning signs, provide counseling and crisis response, and improve reporting and family support. The strategic focus is on building resilience, strengthening connections, targeting skills for providers and responders, expanding support to the total force, and reducing barriers like stigma.
This document provides an overview and guidance on the Sea Duty Incentive Pay (SDIP) program. SDIP is a pilot program that provides monetary incentives for sailors to extend their sea duty or curtail shore duty to return to sea duty early. The briefing outlines SDIP eligibility and implementation details, emphasizes that SDIP is an incentive not an entitlement, and provides points of contact for policy, execution, and pay matters questions.
The Career Navigator Program uses the Career Waypoints (C-Way) tool to help sailors make informed career decisions. C-Way allows sailors to view their best match ratings and submit reenlistment or conversion applications between 13-6 months before their end of service. Applications are approved based on the sailor's qualifications and available quotas, with the goal of placing sailors in career paths that match their skills.
The document summarizes the FY-14 LDO/CWO selection board results. It provides details on board composition, selection standards, quotas selected, and profiles of selectees. The key points are:
- The board was composed of 83 members from various ranks and specialties.
- Selection standards focused on proven performance, IA consideration, and education.
- A total of 526 candidates were selected for LDO and CWO, including 296 active duty and 209 active CWO.
- Selectees had on average long careers, multiple assignments, deployments, schools, and many were IA veterans.
- The document concludes with recommendations for future applicants, emphasizing strong evaluations, leadership
This newsletter discusses the effects of sequestration on Air Force training programs and provides tips for registering for Defense Acquisition University courses. It also highlights the Defense Competency Assessment Tool being rolled out this year to validate competencies using assessments rather than requiring courses. The newsletter encourages using competency assessments over training courses to determine what employees already know. It also announces an opportunity to take an online cross-cultural communication course for Community College of the Air Force credit.
This document provides guidelines for competence-based assessment of seafarers. It discusses qualifications for instructors and assessors, standards, methods of assessment, and key aspects of competence-based assessment. Competence-based assessment aims to collect evidence that candidates can perform roles to required standards, rather than comparing candidates. Assessors must be appropriately qualified and understand the competencies being assessed. A variety of assessment methods are outlined, including observation, skills tests, simulations, and questioning.
This document provides guidance on organizing and conducting a pilot clinic focused on takeoffs, landings, and aircraft control. The key aspects are:
1) The clinic aims to evaluate pilots' basic skills through simple evaluations, not complex testing.
2) Organizers should coordinate with local flight schools, instructors, and sponsors 90 days in advance to plan logistics, activities for family members, and optional educational programs.
3) Suggested additional activities include aircraft preflight demonstrations, static displays, youth education, and programs for non-pilots on topics like radio operations and decision making.
Continuing Education - Legacy of Excellencegmats01
This document provides summaries of continuing education opportunities from various maritime training institutions:
1) Bourbon emphasizes safety training through its 13 training centers located near regions it operates. Over 800 employees received safety training in 2010.
2) DuBounds Learning is preparing online training courses for Electronic Power Design on topics like leadership.
3) Compass Courses in Washington offers basic safety training and certificates, recently training crews from Crowley Marine Services.
4) The Workboat Academy offers a hybrid two-year mate licensing program through academic and hands-on training phases with partner companies.
The document discusses two new Air Force programs:
1) The Airmen Development Plan (ADP) system, which will now be used by civilians and a single tool for career development and opportunities for both military members and civilians.
2) The Language Enabled Airman Program (LEAP), a new program to select, develop, and increase foreign language capabilities in Airmen across all specialties. The goal is to have 5% of Airmen proficient in a foreign language to meet global mission requirements. LEAP will provide language training, practice opportunities, and testing for participants.
The Sea Warrior Program aims to transform the Navy's management of personnel, training, and education. It seeks to integrate disconnected IT systems through an enterprise approach in order to better match Sailors' skills and experience to jobs. The program oversees projects that enhance capabilities for career development, training, and personnel management both ashore and afloat through improved IT solutions. It is transitioning Navy systems and processes to an enterprise model focused on delivering the right skills and abilities to meet Fleet needs.
The document discusses the Navy Training Management and Planning System (NTMPS), which is an umbrella term for the Navy's data warehouse and suite of applications that support management of Navy personnel, training, and requirements analysis. The key applications discussed are the NTMPS Afloat Datamart, Fleet Training Management and Planning System (FLTMPS) for both shore and afloat units, the Electronic Training Jacket for both shore and afloat, and the Online Application Reporting System. These applications leverage integrated data from the NTMPS data warehouse to provide reports and access to training records. Support is available for these applications from subject matter experts.
This document summarizes an article about GMATS (Global Maritime and Transportation School) and the training they provide. It discusses how GMATS provides customized Bridge Resource Management (BRM) training for Reinauer Transportation Company that meets STCW requirements. The training included classroom instruction and simulator exercises. The author attended the training and found it to be a valuable learning experience. GMATS is seen as a leader in maritime training due to its ability to customize programs and its use of advanced simulation technology. The document also includes a smaller article about the importance of hands-on training and experience when learning to navigate safely using ECDIS.
This document provides guidance on requirements and processes for involuntary separation pay for reservists from the Navy. It outlines that reservists must submit a voluntary request to remain on active duty at least 6 months prior to their separation date to qualify. It also requires reservists to agree to serve 3 additional years in the ready reserve as a condition of receiving separation pay. The document describes the request and record-keeping processes for both officers and enlisted reservists to complete for separation pay eligibility and reserve affiliation.
The document provides an overview of the BUPERS 32 Navy Counselors Association Symposium. It discusses topics such as military community management, enlisted advancements including increased opportunity at the E4-E6 and E7-E9 levels, the Fleet RIDE Perform to Serve program, and the Professional Apprentice Career Track and Rating Entry General Apprentice plan. The Perform to Serve program aims to balance enlisted manning using a centralized reenlistment approval process, while PACT and REGA provide career paths for apprentices to become rated within 24 months of arriving at their first duty station.
This document provides information about Navy Career Wise, a career counseling service that has been serving the Navy community since 2005. It discusses the various topics and resources Navy Career Wise covers to support sailors, veterans, and their families from A to Z, including advancement, benefits, education, health care, transition assistance, and more. It emphasizes the commitment and dedication of Navy Career Wise to provide guidance and information across all stages of a military career.
This document provides information and resources for Navy career counselors. It summarizes new policies around the reenlistment process, including that 75% of sailors requesting reenlistment will now receive approval on the first application. It also outlines checklists for career counselors on tasks like ensuring sailors are counseled and applications are submitted on time. Additionally, it announces upcoming webinars for career counselors on topics like advancement, special programs, and best practices.
The document shows test and advancement data for various Navy ratings over 3 cycles. It includes the number of test passers, quotas available for advancement, the percentage of passers that were advanced, and the opportunity rate from the last cycle. The majority of ratings had increasing quotas and percentages advanced at higher ranks, though some specialty ratings had limited or no data in the later cycles.
The Loan Repayment Program (LRP) provides student loan repayment to attract recruits into critical Navy ratings. It started in 1999 and messages about eligible ratings are posted 2 weeks before the effective date. To qualify, recruits must have a high school diploma, AFQT score of 50 or higher, and enlist in an eligible rating. The LRP pays a portion of qualifying student loans and affects GI Bill eligibility, with the first 3 years of service counting for LRP and the next 3 potentially qualifying for GI Bill benefits. In FY12, 214 packages were submitted, 71 BCNRs processed, and $10.5M paid out in repayments. The document provides contacts and policies for more information.
1. Retired reserve
2. SELRES
1. IDT
2. 4 days of active duty.
3. $317/ mo MGIB
4. Medical $81/mo
1. $253/mo family coverage
2. Covers members 24/7
5. Mobilization deferment 1 year.
3. IRR requirements
1. Keep NPC advised.
4. Questions
1. What are SELRES obligation?
2. Name 3 benefits of the SELRES.
3. What category of the USNR does not require sailor to drill.
4. What forms must sailor have to affiliate with navy reserve?
5. IRR contract required. IRR have special uic 8040N
6. Dishonorable Discharge if don't comply with IRR contract.
7. They have 6 months to come back to SELRES if PRT failure or right re code.
8. Cannot join if 30% Medical discharge or disability.
9. Without CWAY package approved they can still apply straight with SELRES recruiter.
This document summarizes several commissioning programs available to enlisted Navy personnel, including the Naval Academy, Naval Academy Preparatory School, Seaman to Admiral 21 (STA-21), Medical Enlisted Commissioning Program, and Officer Candidate School. It outlines the basic eligibility requirements, such as citizenship, physical fitness standards, age limits, and commanding officer recommendation. Program-specific details are provided, such as education or training length, age limits, degree requirements, and test score minimums.
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 covered are that the programs provide experienced technical specialists and managers authority to direct difficult operations, eligibility includes a minimum number of years of service and meeting physical standards, and rewards include increased career longevity, promotion opportunities, and retirement pay.
The document summarizes Navy behavioral health and suicide prevention programs. It provides statistics showing an average of 4.8 Navy suicides per month over the last year. Relationship problems, work issues, and physical health problems are common factors. The Navy's prevention approach focuses on building resilience, navigating stress, bystander intervention, and reducing barriers to care. Programs aim to foster resilience, increase vigilance for warning signs, provide counseling and crisis response, and improve reporting and family support. The strategic focus is on building resilience, strengthening connections, targeting skills for providers and responders, expanding support to the total force, and reducing barriers like stigma.
This document provides an overview and guidance on the Sea Duty Incentive Pay (SDIP) program. SDIP is a pilot program that provides monetary incentives for sailors to extend their sea duty or curtail shore duty to return to sea duty early. The briefing outlines SDIP eligibility and implementation details, emphasizes that SDIP is an incentive not an entitlement, and provides points of contact for policy, execution, and pay matters questions.
The Career Navigator Program uses the Career Waypoints (C-Way) tool to help sailors make informed career decisions. C-Way allows sailors to view their best match ratings and submit reenlistment or conversion applications between 13-6 months before their end of service. Applications are approved based on the sailor's qualifications and available quotas, with the goal of placing sailors in career paths that match their skills.
The document summarizes the FY-14 LDO/CWO selection board results. It provides details on board composition, selection standards, quotas selected, and profiles of selectees. The key points are:
- The board was composed of 83 members from various ranks and specialties.
- Selection standards focused on proven performance, IA consideration, and education.
- A total of 526 candidates were selected for LDO and CWO, including 296 active duty and 209 active CWO.
- Selectees had on average long careers, multiple assignments, deployments, schools, and many were IA veterans.
- The document concludes with recommendations for future applicants, emphasizing strong evaluations, leadership
This document provides a summary of transition assistance resources available to Navy service members. It outlines standard transition benefits including education assistance, employment programs, counseling services, health care coverage, and more. Specific resources are listed covering topics such as relocation assistance, financial planning, legal assistance, education benefits, and health care benefits. Contact information is provided for organizations providing transition support.
The document provides information about Navy Career Wise, a Facebook page that offers career counseling resources for sailors, veterans, and military families. It discusses the various types of career-related information provided on the page from A to Z, including advancement, benefits, career development, education, and more. It encourages connecting with the page to access tools and advice to help with career goals like advancement.
This document provides an introduction and overview for a career development workshop for sailors E-1 through E-4. It begins with the Sailor's Creed and the workshop mission statement of providing basic career development training. The workshop outline covers topics like career development and management, career development boards, advancement opportunities, and transition. The document defines key acronyms and identifies resources sailors can use for career management, such as the Navy Personnel Command website, Navy Knowledge Online, Fleet and Family Support Centers, and the Career Management System.
The document provides guidance on the principles of "Brilliant on the Basics" for Navy leaders to ensure the success of Sailors. It discusses the importance of sponsorship, assigning mentors, effective indoctrination, conducting career development boards, utilizing ombudsmen, and recognizing Sailors. Leaders are encouraged to apply these principles daily to prepare Sailors for success and create conditions for their continued growth and advancement in the Navy.
The document provides information on career tools and applications that Command Career Counselors must use to support sailors' careers and manage command career programs. It lists eight key applications that form the basic Command Career Counselor Toolbox: Career Information Management System (CIMS), Career Management System/Interactive Detailing (CMS/ID), Fleet Rating Identification Engine (FleetRIDE), Perform to Serve (PTS), Fleet Training Management and Planning System (FLTMPS), Navy Retention Monitoring System (NRMS), Officer Personnel Information System (OPINS), and Transaction Online Processing System (TOPS). It provides brief descriptions and instructions for accessing each application.
Learning and Development Roadmaps (LaDRs) are essential career guidance tools that:
1) Outline training, education, and professional development opportunities at each pay grade to guide Sailors' career progression.
2) Provide continuity and direction for Sailors from entry through Master Chief by tracking rate-specific career phases and targeted learning.
3) Should be introduced early in a Sailor's career so they can set goals and remain competitive for advancement by gaining the right qualifications at the right time.
This brief covers COOL program:
background
history and description
statistical highlights
certification funding metrics
scope
FAQs
recent enhancements and activity
future enhancements
accomplishments
contacts
Statistics in the brief are updated monthly so it's always minty fresh.
The document summarizes the history and purpose of the My Development Plan (MyDP) application used by the Air Force. It began as separate applications for enlisted members (MyEDP), officers (MyODP), and civilians (MyCDP). These have now been combined into a single MyDP application to provide a centralized force development platform with information from multiple personnel systems. MyDP gives Air Force members easy access to education, training, and experience data to help with career and professional development planning. The article provides links and resources for using MyDP.
The document provides information about force development in the Air Force. It discusses the consolidation of multiple development plans (MyEDP, MyODP, etc.) into a single system called My Development Plan (MyDP) that provides career development resources for military and civilian personnel. MyDP combines data from various personnel systems into an easy-to-use online portal for goals, mentoring, and forums. The document also summarizes other force development topics like hiring reform initiatives, diversity programs, and acquisition training schedules.
The document summarizes several topics related to force development for the Air Force, including:
1) It discusses competency modeling and the process of identifying the competencies needed for different jobs.
2) It provides information on tuition assistance now being available for acquisition civilians and the eligibility requirements.
3) It highlights the concept of a "learning organization" and ways to share information and learning opportunities within an organization.
CNAF N1 Newsletter (Q2, FY11) attached. It marks our third newsletter in a series designed to post you on highlights/recent changes in Personnel & Manpower Policies, to keep our lines of communications open and to familiarize you/your teams with CNAF N1 POCs.
Upgrade your Navy career without boring training or death by PowerPoint. The document lists 10 online actions sailors can take including attending Navy classes through CANTRAC, taking tuition-free college courses through NCPACE, using Navy Tuition Assistance for other schools, verifying education and training records on ESR, OMPF and ETJ, getting credentials through USMAP or COOL, updating records with CMS-ID, and subscribing to career information on Facebook.
The document discusses assessments of Navy career tools conducted with Fleet partners to evaluate how well the tools are working and identify areas for improvement. Some key tools evaluated include the Career Management System/Interactive Detailing (CMS/ID), Navy eLearning (NeL), Electronic Training Jacket (ETJ), and the Fleet Training Management and Planning System (FLTMPS). The assessments found issues regarding the reliability of applications in afloat environments and a lack of training and documentation. Experts from the Navy are working to resolve problems and ensure essential career tools meet the needs of Sailors, Career Counselors, Training Officers, and Commanding Officers.
The document provides information on 10 sites sailors can use to update records and manage their Navy career. These include sites to review the electronic service record, view training and education records, check awards, view physical readiness results, and apply for tuition assistance. Information is also provided on credentialing opportunities, Navy college programs, and online tutoring resources. Sailors are encouraged to regularly review their records on these sites and take any needed actions to ensure the information is accurate and up-to-date.
The document describes the Navy Training Management and Planning System (NTMPS), which integrates data from over 50 sources to support management of Navy personnel and training requirements. NTMPS includes applications like the FLTMPS (Fleet Training Management and Planning System), Electronic Training Jacket, and Online Application Reporting System. FLTMPS provides reports to help Navy commanders track training requirements, personnel assignments, and other metrics. It has versions for both shore-based and shipboard use.
1) Documented performance is crucial for Navy personnel decisions like selection boards and assignments. A sailor's entire record is the best predictor of future performance.
2) Key aspects of performance that should be documented include evaluations, physical fitness results, awards, qualifications, education, and career history demonstrating increased responsibility.
3) Sailors must ensure their records, including the official military personnel file and electronic service record, are accurate and up-to-date.
Selection boards, special program boards, continuation boards and Perform to Serve selections are based upon the documented performance reflected in Sailors’ records. It is the responsibility of leadership and each Sailor to ensure properly documented and clearly defined performance. Key performance indicators include:
Performance Evaluations
1) Documented performance is crucial for Navy personnel decisions like selection boards and assignments.
2) Performance evaluations, career history, awards, qualifications, and education must be accurately documented.
3) Sailors should strive to meet or exceed their reporting senior's performance average and ensure their official records are up-to-date.
The document presents a strategy for developing management and leadership skills of maritime management level officers (MLOs). It identifies the current and future challenges MLOs face, including issues with their professional image, shortage of personnel, and lack of career development programs. It analyzes the knowledge and skills MLOs need to address these challenges, and finds they need more development in human relations and conceptual/strategic skills than the technical skills focused on in most recent training programs. It also finds gaps between the importance of different types of intelligence for MLOs and their current competence levels. The document concludes with recommendations for improving MLO training, evaluation, and development.
This weekly report from the Navy Reserve provides updates on events and policies. It celebrates the Navy Reserve's 96th birthday and announces a new call center for personnel issues. It also provides information on training for the repeal of Don't Ask Don't Tell and mandatory information assurance training. The report highlights resources for sponsors and employment statistics.
The weekly report provides updates on Navy Reserve events and initiatives. It celebrates the Navy Reserve's 96th birthday and announces the selection of the 2010 Chief of Navy Reserve Shore Sailor of the Year. It also provides information on training for the repeal of Don't Ask Don't Tell and the Navy Reserve medical readiness rates.
John Echenique is seeking a management or supervisory role where he can utilize his 15+ years of experience in IT, the military, and private industry. He has a bachelor's degree in information technology and is bilingual in English and Spanish. His experience includes roles as a field technician, security officer, systems administrator, and recruiter for the United States Marine Corps where he led teams of up to 40 people.
The newsletter highlights several online resources for Air Force supervisors, including the Supervisor Resource Center. The Supervisor Resource Center provides learning tools like courses, books, and job aids. It also includes a Leadership Knowledge Center with featured topics, courses, leadership challenges, and more. The newsletter also discusses the Education & Training Management System (ETMS Web), which allows supervisors, unit training managers, and training specialists to identify, approve, and track training requirements for employees. ETMS Web includes a course catalog and allows employees to view and submit training requests.
Similar to Career Toolbox Updated October 2010 - FLEETRIDE, CMS-ID, NSIPS (20)
Organizations such as Coast Guard, Facebook, Amazon, Department of Defense has a career service provider that helps members make good career decisions and transition enhancing morale and focus on doing a better job in their current position. A lecture and proposal to Coast Guard.
Dr. Astro talks about the importance of Personal wellness and discusses the holistic approach in career counseling in making good personal decisions in life.
Humans can often determine a lot about other people just by looking at their faces and bodies. Subtle cues like facial expressions, posture, and clothing choices unconsciously provide clues about personality traits, emotions, intentions, social status, and more. While quick judgments based on appearance alone can be inaccurate, research shows that people tend to form initial impressions about others based primarily on visual information.
This document discusses cultural intelligence (CQ) and how it relates to age and generational culture. It provides links to resources on defining CQ and the pros and cons of diversity as well as a blog post about technologists and CQ, suggesting CQ is important for understanding differences between age groups and cultures.
Tony Astro has experience in career counseling, human resources, business ownership, and diversity training. He has traveled to over 30 countries and volunteers in his community. The document discusses how the Internet of Things will impact customers, innovation, competitors, work styles, and cultural intelligence. It suggests using social media, video, blogs, mobile phones, networking, and other online tools to connect, create, celebrate, collaborate, contact, and communicate in this new digital landscape.
This document contains announcements and advertisements for a series of talks called "FusionTalk" held bi-monthly that last 15 minutes each and cover topics related to business, career, and culture. The talks are free for members of ABAHR and open to all, and are sponsored by various groups and individuals. They are held at different locations in Virginia Beach.
1. Here is something you already know. People like to get free stuff. What kind of people? well, new prospects who need to become aware of your company or services loyal customers who deserve to be appreciated and employees who have gone the extra mile.
2. How about others? Well, trade show visitors love advertising specialties and so do the more than 6 out of 10 people who enjoy receiving their mail every day
3. In fact, the direct marketing association says you can double your response rates with lumpy envelopes containing small items because they make people curious and like we said everyone likes free stuff.
4. Here at Mvoss Creation we have access to thousands of promotional products to fit any budget or company. Better still we can show you how to save time and money by helping you match the right things to the right people for the right occasions that’s what we call flexibility
5. But are logoed items really effective? you bet. Logoed items can promote your company much longer than most other forms of advertising. The advertising specialty institute says promotional items are kept for an average of seven months and more than 60% get passed along to someone else plus they’re memorable - nearly 90 percent of recipients are able to recall the company name on their promotional products.
6. Best of all they’re affordable to business of all sizes delivering a fantastic return on investment of course to get these great results you need to find a great local product
7. Contact Mvoss Creation about totes, backpacks and caps or functional desk accessories, calendars, USB drives and more.
8. There truly is something for everyone Mvoss Creation your convenient one stop source for practical cost effective marketing and print solutions with the power of promotional items to bring your brand to life and Market your Visuals to Optimize your Social & Services of your company, events or your brand contact Mvoss Creation today.
Military & Veteran Career Issues
What challenges and issues do I foresee facing the veteran and military affiliated student population? What role would CHIEFPRENEUR play as the coordinator?
10 minutes presentation
Tony Astro gave a 10 minute briefing on 3 undergraduate degrees: Bachelor of Science in Business, Bachelor of Arts in Christian Ministry, and Bachelor of Arts in Animation. He described the career opportunities, program requirements, and contact information for each degree. The Business degree focuses on principles, theory, and real-world experience to prepare students for careers in fields like marketing, human resources, and accounting. The Christian Ministry degree teaches the Bible, communication, and discipleship to prepare students for church roles and nonprofit work. The Animation degree utilizes advanced technology and software to train students for careers in areas such as game design, animation, and graphic design.
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)
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
*** 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%…
The document discusses eligibility requirements and benefits of the Post-9/11 GI Bill. Key points include:
- To receive full benefits, members must have at least 36 months of qualifying active duty service. Lesser amounts provide reduced benefits.
- Benefits include payment of tuition and fees at public and private colleges, books and supplies stipends, housing allowances, and licensing exam reimbursement.
- The GI Bill can now be transferred to dependents if the service member commits to additional years of military service.
This document provides instructions for requesting access to the CIMS system. It outlines the steps to open an internet browser and navigate to the NSIPS login page, where a CAC is required for authentication. It describes selecting "CIMS Departmental/Divisional Career Counselor" and filling out fields with name, email, phone and justification. Requestors are also instructed to select the appropriate CIMS UIC and notify a CCC once access is approved so sailors can be assigned.
The Career Tools Afloat (CTA) page replaced "NKO at Sea" and provides access to Navy eLearning (NeL) Afloat, Electronic Training Jacket (ETJ) Afloat, and FLTMPS Afloat. When Internet is available, it also provides links to systems ashore.
This document summarizes updates from a September 2014 Navy College newsletter. It outlines changes to Navy Tuition Assistance (TA) policy in NAVADMIN 190/14, including allowing TA use in the first year and reimbursement requirements for failing grades. It also provides tips for TA success, information on the Department of Defense Memorandum of Understanding (MOU) with education providers, and details the new Postsecondary Education Complaint System. Contact information is given for local Navy College Offices and the Virtual Education Center.
This document provides an overview of the Exceptional Family Member Program (EFMP) for command points of contact. It discusses the history and goals of EFMP, common myths about the program, benefits of enrollment, eligibility criteria, the enrollment process, categories of enrollment, and responsibilities of command EFMP points of contact. Contact information is provided for EFMP liaisons and medical coordinators who can assist with the program.
More from Tony Astro - Veteran Counselor & Entrepreneur (20)
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
MISS TEEN GONDA 2024 - WINNER ABHA VISHWAKARMADK PAGEANT
Abha Vishwakarma, a rising star from Uttar Pradesh, has been selected as the victor from Gonda for Miss High Schooler India 2024. She is a glad representative of India, having won the title through her commitment and efforts in different talent competitions conducted by DK Exhibition, where she was crowned Miss Gonda 2024.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Career Toolbox Updated October 2010 - FLEETRIDE, CMS-ID, NSIPS
1. Sailor Career Toolbox
Navy Description
Navy policy strongly encourages you take an active role in your
Career professional development and career management. The Sailor
Career Toolbox identifies the 11 online applications you need to
Tools know. If you do not routinely use all of the applications listed below,
you will miss the opportunities and advantages provided.
CAC and CAC-enabled computer is required for access to
many Navy Career Tools.
Enhance Professional and Personal Growth
Use these tools to enhance your knowledge, skills, education, and
career opportunities:
Navy eLearning (NeL)
Navy Credentialing Opportunities On-Line (Navy COOL)
United Services Military Apprenticeship Program (USMAP)
Required Actions
Sailor/Marine American Council on Education Registry Use applications identified in the Sailor Career Toolbox to develop
Transcript (SMART) and manage your career.
Sailor/Marine Online Academic Advisor (SMOLAA) Use professional development applications to support and
enhance your competitive efforts for advancement and
Validate Personnel Information retention.
Use these tools to verify your Navy career and personnel data: Monitor your personnel records regularly. It is your responsibility
Electronic Service Record (ESR) to verify that Navy records document all your career
Electronic Training Jacket (ETJ) achievements. Be proactive and take all necessary actions
to verify that your personnel data is current, accurate and
Official Military Personnel File (OMPF) via OMPF - My Record complete. Doing so will ensure your career achievements
Physical Readiness Information Management System are available when reviewed for advancement, selection for
(PRIMS) retention or special programs, or assignment to desired jobs.
U.S. Navy Awards NOTE: You may download this information sheet from the Navy Personnel
Produced by Command web site at
OPNAV N16 Explore Career Opportunities http://www.npc.navy.mil/CareerInfo/StayNavyTools/CareerTools/.
Fleet Introduction Use this tool to explore career options and submit job applications:
Team.
Submit feedback to Career Management System / Interactive Detailing (CMS/ID)
Mr Alex Watt.
alexander.watt@navy.mil
Revised October 15, 2010 See the following 11 pages, one for each Career Tool.
2. Navy eLearning (NeL)
Description
NeL delivers computer-based learning designed to enhance your
professional and personal growth.
You may complete NeL courses in the connected environment
(provided by the Internet) or in the disconnected environment
(provided by the shipboard NIAPS server).
In the Internet environment, the NeL home page links to
mandatory training, thus providing a listing and direct access to
courses you are required to complete.
On the afloat NIAPS server, the NeL home page provides lists
of courses available (or not available) on the ship or submarine.
Log in to NeL via Navy Knowledge Online (NKO) at
https://www.nko.navy.mil. On the LEARNING tab, click Navy e-
Learning > Online courses.
On surface ships with a NIAPS server installed, go to the NKO at
Sea. On the LEARNING tab, click Navy e-Learning > Online
Required Actions
courses.
Complete eLearning to enhance your professional knowledge,
skills and abilities.
Find Supporting Information Online Verify course completions are documented in your ETJ.
Go to NKO. Click CAREER MANAGEMENT > Navy Career Tools. IMPORTANT: If you begin a course in the Internet environment, you must
complete the course in the Internet environment. If you being a course
Launch “Navy Career Tools Assistant” and complete the NeL module
in the NIAPS environment, you must complete the course in the NIAPS
Go to NeL. environment.
Under the Get Started heading, click Take the Tutorial. Also, click FAQs
On the “My E-Learning” tab find “Welcome to Navy eLearning”
Find Assistance or Help
Contact your command Training Officer (TRAINO).
Contact the Global Distance Support Center.
Navy 877-418-6824, Option 3 (OCONUS: DSN 510-422-6824)
Career email anchordesk@navy.mil
Contact the Enterprise Customer Support Center.
Tools 877-253-7122, Option 2, then Option 1 (DSN 922-1001)
Sailor Career Toolbox
3. Navy Credentialing Opportunities Online (Navy COOL)
Description
Navy COOL explains how you can meet civilian certification and
licensure requirements related to your rating, job, designator and
occupation. Navy COOL provides the ability to accomplish the
following:
Get information about civilian licensure and certification.
Learn how to fill gaps between Navy training and experience
and civilian credentialing requirements.
Discover resources that help you gain civilian job credentials.
Identify resources to fund credentialing exams, such as the
Navy-funded credentialing program, GI Bill, and DANTES.
Go to Navy COOL at https://www.cool.navy.mil.
Alternately, go to NKO (https://www.nko.navy.mil). On the
LEARNING tab, click Navy COOL.
Required Actions
Find Supporting Information Online Identify and earn national certification, and/or federal and state
Go to Navy COOL. licensure.
Review COOL Overview, Credentialing Basics, and information provided in Identify apprenticeship trades related to your rating, then
the Must Read FAQ. enroll in USMAP to earn a nationally recognized “Certificate of
Go to USMAP at https://usmap.cnet.navy.mil. Completion” from the U.S. Department of Labor.
Go to NKO at https://www.nko.navy.mil.
Click Career Management > Advancement. Look for “Certifications and
Qualifications”.
Find Assistance or Help
Contact Command Career Counselor (CCC), Education Services
Officer (ESO), and/or command Training Officer (TRAINO).
Contact the Global Distance Support Center.
Navy 877-418-6824 (CONUS), Option 3; DSN 510-422-6824 (OCONUS); Option 3
email anchordesk@navy.mil
Career Contact the Credentialing Program Office.
Tools 850-452-6683; DSN 922-6683; email crry_cqcredentials@navy.mil
Sailor Career Toolbox
4. United Services Military Apprenticeship Program (USMAP)
Description
USMAP is a formal military training program that provides you the
opportunity to improve your job skills and to complete your civilian
apprenticeship requirements while on active duty.
USMAP is free, requires no off-duty hours and can use your
military experience to grant up to one half of the required on-
the-job training.
Upon completion of the program, you become a registered
apprentice with the U.S. Department of Labor.
Go to USMAP at https://usmap.cnet.navy.mil.
Find Supporting Information Online
Go to USMAP.
Review information on the USMAP Welcome page, including What is
USMAP?. Required Actions
Review FAQs located on the USMAP Help tab.
Identify and earn national certification, and/or federal and state
Go to Navy COOL at https://www.cool.navy.mil. licensure.
Identify apprenticeship trades related to your rating and earn a
Find Assistance or Help nationally recognized “Certificate of Completion” from the U.S.
Contact Command Career Counselor (CCC) and/or Education Department of Labor.
Services Officer (ESO). Verify certificates and achievements are documented in your
Contact USMAP. ETJ, ESR, SMART, and OMPF.
850-452-1001, Option 3, ext 2222 / 2093 / 2096 / 2097
DSN 922-1001, Option 3, ext 2222 / 2093 / 2096 / 2097
email netpdtc.usmap@navy.mil
Navy
Career
Tools
Sailor Career Toolbox
5. Sailor/Marine American Council on Education Registry Transcript
Description
SMART documents college courses, degrees and certifications
completed on active duty through Tuition Assistance or the Navy
College Program for Afloat College Education (NCPACE), and all
other college courses completed at institutions accredited by a
regional, national or professional accrediting agency recommended
by the U.S. Department of Education.
SMART provides recommended college credit for your military
occupational experience and training. Recommendations are made
by the American Council on Education (ACE).
CAC and CAC-enabled computer required.
Log in to SMART at https://smart.navy.mil.
Alternately, go to NKO (https://www.nko.navy.mil). On the
LEARNING tab, click SMART Transcripts.
Required Actions
Find Supporting Information Online Review your SMART to verify data accurately reflects your
Go to Navy College at https://www.navycollege.navy.mil. Click training and education.
(Quick Links) SMART Information.
Take all necessary actions to ensure your SMART is current,
View the Guide to the Evaluation of Educational Experiences in the accurate and complete.
Armed Services at http://www.militaryguides.acenet.edu.
Use correction procedures identified on the SMART Welcome
page (see SMART Correction Procedures (Navy)).
Find Assistance or Help Use your SMART to facilitate degree planning.
Contact Command Career Counselor (CCC) and/or Education
Services Officer (ESO).
Contact the Virtual Education Center.
877-838-1659, Option 2
DSN 492-4684, Option 2
email VEC@navy.mil
Navy Contact your local Navy College Office.
Career
Tools
Sailor Career Toolbox
6. Sailor/Marine Online Academic Advisor (SMOLAA)
Description
SMOLAA is an online tool that works in conjunction with SMART to
help you explore options for earning a college degree.
Using SMOLAA, you can access your academic history – as
recorded in SMART – and then apply all applicable college and
military courses to degree plans offered by various colleges and
universities.
Depending on the college degree plan selected, SMOLAA will
indicate the total credit hours you must complete to earn that
degree.
CAC and CAC-enabled computer required.
Log in to SMART at https://smart.navy.mil. On the Welcome page,
click Degree Shop / SMOLAA.
Alternately, go to NKO (https://www.nko.navy.mil). On the
LEARNING tab, click SMART Transcripts. Log in to SMART. On the
Welcome page, click Degree Shop / SMOLAA.
Required Actions
Use SMOLAA to identify all rating-related degree plans
Find Supporting Information Online available to you.
Go to Navy College at https://www.navycollege.navy.mil. Use SMOLAA to determine credits that may be earned through
Academic Testing Programs.
View links to SMART Information, Rating/Degree Roadmaps, and Distance
Learning Partnerships.
Find Assistance or Help
Contact Command Career Counselor (CCC) and/or Education
Services Officer (ESO).
Contact the Virtual Education Center.
877-838-1659, Option 3; DSN 492-4684, Option 3; email VEC@navy.mil
Contact your local Navy College Office.
Discuss future plans, create your educational plan, enroll in courses or a
Navy degree plan
Career Select CLEP test(s) to be taken
Select course(s) to be taken
Tools Apply for Tuition Assistance (TA)
Sailor Career Toolbox
7. Electronic Service Record (ESR)
Description
The ESR is an online version of your service record and replaces
the paper service record used in the past.
CAC and CAC-enabled computer required.
If necessary, establish your ESR account using the ESR QuickStart
located on the NKO Navy Career Tools page (see below).
In the Internet environment, log in to ESR via Navy Standard
Integrated Personnel System (NSIPS) at https://nsips.nmci.navy.mil.
(NSIPS is the portal to your ESR).
Click Logon.
Sailors on surface ships with a NSIPS server installed, may go to
http://nsipswebafloat.
Click ESR Self-Service Access. (No CAC required afloat.)
Find Supporting Information Online Required Actions
Go to NKO at https://www.nko.navy.mil. On the CAREER Review ESR pages, then work with your personnel office to
MANAGEMENT tab, click Navy Career Tools. ensure data accurately reflects your personal and professional
Go to NPC at http://www.npc.navy.mil. Click Career Info > Records achievements.
Management > Military Personnel Records > Electronic Service Take all necessary actions to ensure your ESR is current,
Record. accurate and complete.
See NAVADMIN 043/09, “Mandatory Use of the Navy Standard Establish your ESR account using the ESR QuickStart located
Integrated Personnel System (NSIPS) Electronic Service Record on the NKO Navy Career Tools page.
(ESR)”.
IMPORTANT: All Sailors should establish their ESR account on the
Internet. Afloat Sailors may create a second ESR account via the shipboard
Find Assistance or Help NSIPS server. Personnel information in the Internet and Afloat environment is
Contact Personnel Officer, Command PASS Coordinator (CPC), synchronized via routine data transfer between ship and shore. However, the
and/or Command Career Counselor (CCC). afloat Sailor must establish an Internet account in order to view the ESR in the
Internet environment.
Contact the NSIPS help desk.
877-589-5991, Option 2; DSN 647-5442, Option 2
Navy email nsipshelpdesk@navy.mil
Career
Tools
Sailor Career Toolbox
8. Electronic Training Jacket (ETJ)
Description
The ETJ provides a view of career information documented in Navy
personnel databases, such as training and education (including
Navy eLearning, NECs and college courses), qualifications and
certifications, career history, advancement status, and awards.
CAC and CAC-enabled computer required.
Log in to ETJ via Navy Knowledge Online (NKO) at
https://www.nko.navy.mil. On the LEARNING tab, click Electronic
Training Jacket.
Sailors on surface ships with a NIAPS server installed may go
to NKO at Sea and find an afloat version of their ETJ. On the
LEARNING tab, click Electronic Training Jacket.
Find Supporting Information Online
Go to NKO. Click CAREER MANAGEMENT > Navy Career Tools. Required Actions
Launch “Navy Career Tools Assistant” and complete the module for Electronic
Review ETJ pages to verify data accurately reflects your
Training Jacket.
personal and professional achievements.
Take all necessary actions to ensure your ETJ is current,
Find Assistance or Help accurate and complete.
Contact command Training Officer (TRAINO) and/or Command Click Problems With Your Data? (at the bottom of ETJ pages)
Career Counselor (CCC). for resources and points of contact that will help you correct
Contact the Global Distance Support Center. discrepancies in the information displayed.
877-418-6824 (CONUS), Option 3, Option 4 IMPORTANT: Periodically, afloat Sailors should compare their afloat ETJ
with the Internet version to ensure the two accounts are synchronized and all
DSN 510-422-6824 (OCONUS), Option 3, Option 4
data is present in their Internet-based ETJ.
email anchordesk@navy.mil
Contact the NTMPS Support Office.
866-438-2898, Option 1
email support@ntmpshelp.com
Navy
Career
Tools
Sailor Career Toolbox
9. Official Military Personnel File (OMPF) and OMPF-My Record
Description
The OMPF consists of documents that reflect your fitness for
service, performance of duties, and entitlements. These documents
affect or influence your career and benefits, and include information
about your accession, training, education, performance, discipline,
decorations and awards, assignments, duties, casualty status, and
separation/retirement from the Navy.
OMPF - My Record (previously known as Web Enabled Record
Review (WERR)) provides the ability to download and print service-
record documents for personal and professional use. These are
the same documents reviewed by selection board members when
considering candidates for advancement and special programs.
CAC and CAC-enabled computer required.
Log in to BUPERS OnLine (BOL) at https://www.bol.navy.mil.
Click OMPF - My Record to review official documents.
Required Actions
Find Supporting Information Online At least six months prior to any Selection Board, you should
review your OMPF, either through OMPF - My Record or by
Go to NPC http://www.npc.navy.mil. Click Career Info > Records
ordering a CD. Verify your military personnel file is accurate
Management > Military Personnel Records.
and complete. Take all necessary actions to ensure OMPF is
Review Document Submission; FAQ; Ordering and Reviewing Your OMPF; current, accurate and complete. Ensure OMPF does not include
Selection Board Record Review; Your OMPF on CD-ROM. documents that belong to someone else.
Go to NPC. Click Career Info > Records Management > Official Use correction procedures provided at NPC > Career Info
Military Personnel File (OMPF) - My Record. > Records Management > Military Personnel Records >
Corrections and Submissions.
Find Assistance or Help Use correction procedures identified via the OMPF - My Record
FAQ hyperlink.
Contact command Personnel Officer, Command PASS Coordinator
(CPC), and/or Command Career Counselor (CCC). IMPORTANT: After documents are scanned to OMPF they are
destroyed, so you should maintain copies of all official documents.
Go to NPC at http://www.npc.navy.mil. Click Career Info > Records
Management > Military Personnel Records > Contact Us. Additionally, you should periodically order and retain a CD for emergency
Navy Contact the NPC Customer Service Center.
situations (such as backup for document loss due to system-file corruption).
The CD contains personal and private information, and should be kept in a
Career 866-827-5672; DSN 882-5672; email cscmailbox@navy.mil
Contact the BUPERS OnLine help desk.
safe and secured place.
Tools 800-951-6289 (password reset only); email mill_legacyhelpdesk@navy.mil
Sailor Career Toolbox
10. Physical Readiness Information Management System (PRIMS)
Description
PRIMS allows you to view current and historical results of your
semi-annual Physical Fitness Assessment (PFA).
CAC and CAC-enabled computer required.
Log in to BUPERS OnLine (BOL) at https://www.bol.navy.mil.
Click PRIMS.
Find Supporting Information Online
Go to NPC at http://www.npc.navy.mil.
Click Support & Services > Physical Readiness > Physical Readiness Links.
Go to NKO at https://www.nko.navy.mil.
On the PERSONAL DEVELOPMENT tab, click Health and Wellness.
Find Assistance or Help Required Actions
Contact Command Fitness Leader (CFL). Verify PRIMS data, which is reviewed as part of the
Contact the NPC Customer Service Center. advancement, promotion, and detailing process.
866-827-5672; DSN 882-5672 See your Command Fitness Leader to update PRIMS data.
email cscmailbox@navy.mil
Contact the PRIMS help desk.
901-874-2229; DSN 882-2229
email mil_prims@navy.mil or NavyPRT@navy.mil
Contact the BUPERS Online help desk.
800-951-NAVY, Option 3
email mill_legacyhelpdesk@navy.mil
Navy
Career
Tools
Sailor Career Toolbox
11. U.S. Navy Awards
Description
Previously known as Navy Department Awards Web Service
(NDAWS), the U.S. Navy Awards web site provides online access
to Navy awards information and help. The web site is divided into
five separate sections: Home, Personal, Unit, Veteran Awards and
Awarding Authorities.
Go to U.S. Navy Awards at https://awards.navy.mil.
Conduct an Awards Query:
Go to Personal Awards > (Personal Awards History) Personal
Awards Query.
Go to Unit Awards > (Unit Awards History) Unit Awards Query.
Find Supporting Information Online
Go to U.S. Navy Awards at https://awards.navy.mil.
In the REFERENCES section of each U.S. Navy Awards page, find the FAQs. Required Actions
Go to NPC at http://www.npc.navy.mil. Conduct Personal Awards Query to verify all your awards are
Click Career Info > Records Management > Awards/Decorations/Medals. present.
Conduct Unit Awards Query to identify unit awards you may
Find Assistance or Help have received.
Contact command Personnel Officer or Command PASS Take all necessary actions to ensure U.S. Navy Awards
Coordinator (CPC). information is current, accurate and complete.
Contact Awards Office. Use correction procedures provided. Go to U.S. Navy Awards.
Click Personal Awards > (REFERENCES) Updating Personal
email navyawards@navy.mil. Awards.
Navy
Career
Tools
Sailor Career Toolbox
12. Career Management System/Interactive Detailing (CMS/ID)
Description
CMS/ID provides you the ability to explore Navy job opportunities,
identify career-enhancing jobs that meet your professional and
personal goals, identify the specific skills and abilities required
to perform the jobs you desire, and submit job applications when
ready.
CAC and CAC-enabled computer required.
Log in to CMS/ID at https://www.cmsid.navy.mil.
Alternately, go to NKO (https://www.nko.navy.mil). On the CAREER
MANAGEMENT tab, click CMS - Interactive Detailing.
Find Supporting Information Online
Go to CMS/ID at https://www.cmsid.navy.mil. Use resources
provided on the Help tab, including FAQs.
Go to NKO at https://www.nko.navy.mil. On the CAREER Required Actions
MANAGEMENT tab, click Navy Career Tools.
Review personnel data. 18 months prior to your Projected
Download the following user aids: Rotation Date (PRD), review information displayed on the
CMS/ID Essentials CMS/ID Sailor Info tab. (Prospective commands will see this
information when reviewing your job application, and Detailers
Countdown - Sailor Detailing Timeline
will use this information to determine whether or not you are
Launch “Navy Career Tools Assistant” (also available from the CMS/ID Help detailed to the job you desire.) Take all necessary actions to
tab). Complete the CMS/ID modules for Enlisted Sailor. ensure your personnel and career data is current, accurate and
Go to NPC at http://www.npc.navy.mil. Click Career Info > Perform complete.
to Serve. Review and update your Duty Preferences.
Use your CCC, chain of command, and mentors for career
advice prior to submitting job applications.
Find Assistance or Help
Submit PTS applications 15 months prior to PRD and/or EAOS
Contact Command Career Counselor (CCC) and/or Chain of
to receive first look at 12 months. Active Component Sailors
Command.
in Zones A, B and C must submit a PTS request, regardless
Contact your Mentor. of reenlistment intentions. Your CCC will provide career
Navy Contact the Global Distance Support Center. information and counseling, then submit your application.
Career 877-418-6824 (CONUS), Option 3; DSN 510-422-6824 (OCONUS); Option 3
email anchordesk@navy.mil
Tools
Sailor Career Toolbox