Erb navadmin update talking points (8 jun)
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The Navy will conduct an Enlisted Retention Board in August 2011 to meet end strength targets and allow high performing sailors to reenlist and advance. The board will accept conversion requests until August 15th to accommodate deployed sailors. Conversion requests will be reviewed after the board selects sailors for retention, with only those not selected considered for conversion to allow ratings to keep their best candidates. The board eligibility was clarified to include E-4 to E-8 sailors not subject to Perform to Serve adjudication, regardless of their extended end of active obligated service date. Sailors in commissioning programs will also be exempt.
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The document answers frequently asked questions about changes to the deadline for sailors to submit conversion requests to the Enlisted Retention Board. The new deadline is August 15, 2011 to allow more time for sailors to complete necessary tests and submit full applications. Sailors eligible for conversion review include those not subject to separation under Perform to Serve rules, regardless of end of service date. Conversion requests will now be reviewed after the retention board chooses sailors for separation or retention in their current roles.
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The document announces an Enlisted Retention Board for FY-2012 due to high retention, noting eligibility criteria and timelines for Sailors to view profiles, quotas, and apply for conversion to undermanned ratings by June 15th; it provides details on the review process, maintaining GI Bill benefits if not retained, and eligibility for Involuntary Separation Pay if separated but joining the Ready Reserve; finally, it offers additional information on conversion requirements and status updates.
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. Sailors have 6 opportunities every month to be reviewed if they are eligible to stay Navy or transition to the Reserve.
2. If Sailors opted not to convert - they have less chance of being selected if rating is overmanned.
3. Those that were "denied" will have another chance to apply now until end of the month - please conduct CDBs now especially if there are ANY changes on their application (i.e. member decided to convert or new FITREP, clearance, new NEC, etc) that may affect next month's screening.
4. Remember that the following algorithm priority affects the member's selection every month:
- Highest Pay Grade
- Selected-Not Yet Advanced - Frocked Sailors rank higher than those not yet picked for advancement.
- Average Ranking of Five Most Recent Evaluations
- Critical Navy Enlisted Classification (NEC)
- Fleet RIDE/Rank Score - Largely based on a Sailor's ASVAB score - provides an indicator of potential success in the rating requested. (Applies to a Conversion algorithm only.)
- Physical Fitness Assessment (PFA) Results
- Proximity to Soft End of Obligated Service (SEAOS).
5. If member is on "Denied" PTS status for the 3rd time (i.e. 9 months prior to EAOS- Sailors have 6 looks or Denial before being told to separate)
- They must attend the TAP-GPS to get them prepared for the worst.
- Another CDB to review further options (conversion, retaking an ASVAB test, reviewing PTS package)
- Apply for conversion option
6. If member is finally PTS approved:
- Submit a reenlistment request within 6 months (maximize to 6 years to cover next Zone if SRB is not affected)
- Contact detailer to negotiate for orders if on PRD window.
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. Sailors have 6 opportunities every month to be reviewed if they are eligible to stay Navy or transition to the Reserve.
2. If Sailors opted not to convert - they have less chance of being selected if rating is overmanned.
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4. Remember that the following algorithm priority affects the member's selection every month:
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- Physical Fitness Assessment (PFA) Results
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The document provides information from the Navy Personnel Command Force Master Chief regarding career progression opportunities, personnel matters, and general updates. Sailors are encouraged to provide feedback on reducing administrative requirements by July 31st through the RAD website. The summary also includes information on career waypoints and conversions, today in Naval history briefs, an update on the Reducing Administrative Distractions initiative, progress made in reducing synthetic drug use in the Navy, and details on the annual Special Duty Assignment Pay recertification process.
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Rhumb lines ERB
The Navy is conducting an Enlisted Retention Board to balance the force and retain Sailors in the right mix of ratings and paygrades. Approximately 16,000 Sailors in 31 overmanned ratings between E4-E8 with 7-15 years of service will have their records reviewed, with around 13,000 retained and 3,000 separated. The board will consider performance and quotas and provide transition services to help affected Sailors succeed after the Navy.
CDTC Topic 14
The document outlines the Transition Assistance Program (TAP) which includes pre-separation counseling, the Transition GPS workshop, and the Individual Transition Plan (ITP) that career counselors help separating service members develop. It details requirements like completing the DD Form 2648 (Service Member Pre-Separation/Transition Counseling) no later than 90 days before separation and attending the Capstone event within 90 days of separation. The DD Form 2586 (Verification of Military Experience and Training) provides a listing of a service member's job skills, training, and experience acquired during service.
Eaws power point show
This document summarizes the changes made in COMNAVAIRFORINST 1414.2B, which overhauls the Enlisted Aviation Warfare Specialist (EAWS) qualification program. Key changes include replacing the PQS system with a controlled Qualification Card and Study Guide produced by each platform's Master Lead, requiring annual updates to materials, and establishing new timelines for qualification ranging from 4 to 30 months depending on status. The new program consists of 4 phases covering orientation, departmental qualifications, aircraft systems, and a final exam requiring a walkthrough and oral board to qualify.
Npc force weekly 4 oct - 8 oct 2010
The document provides updates from the Navy Personnel Command on several topics:
1) Sailors affected by the one-time Targeted Clothing Replacement Allowance should refer to guidance and approximately 45,000 Sailors will receive payments in October and November.
2) The Perform to Serve program can help Sailors in overmanned ratings convert to needed specialties and remain employed.
3) Advancement increments for Sailors selected for advancement will now be 3% per month to better align with officer phasing plans.
TRP Overview Brief
The Targeted Reentry Program (TRP) allows commanding officers to recommend sailors for an expedited return to active duty within one or two years of separation. There are two options: 1) Golden Tickets guarantee return within one year, while Silver Tickets allow for return within two years subject to needs of the Navy. 2) Sailors must have applied to separate from the start with no Navy Reserve affiliation and have under 14 years of service. 3) The Bureau of Naval Personnel approves applications. Sailors approved will transfer to inactive ready reserve for two years with no drilling obligations.
Erb timeline
The document outlines the timeline and process for the Enlisted Retention Board and conversion opportunities for sailors with 7-15 years of service. Key dates include initial quotas being published on May 16, 2011, packages being accepted until August 26, 2011, the Phase I ERB convening on August 22, 2011 and the Phase II ERB convening on November 2011. Sailors eligible for conversion should qualify in requisite ratings by re-taking the ASVAB by June 30, 2012.
OMPF (aka WERR or Web Enabled Record) & ESR (Electronic Service Record)
OMPF (aka WERR or Web Enabled Record) & ESR (Electronic Service Record)Tony Astro - Veteran Counselor & Entrepreneur
The document summarizes the Navy's transition from paper service records to electronic records stored in the Official Military Personnel File (OMPF) and Electronic Service Record (ESR). It provides details on the status of closing out paper Field Service Records and migrating documents to the ESR. Sailors are responsible for establishing ESR Self-Service accounts to access and update their personnel records, while commands use the ESR for record entries and verifying information. Over 87% of Sailors have established ESR accounts as of June 2010.Fleet engagement brief NPC (15 aug 2013)
This document summarizes a Navy fleet engagement meeting that discussed community management. It provided an overview of community management perspectives and objectives from BUPERS, including providing sustainable inventories with requisite skills versus unit-level manning needs. It discussed changing end strengths and tools to stabilize force levels. Specific community management roles and tools were outlined, including accession planning, training, incentive programs, and metrics analysis. Advancement statistics and resources on the NPC webpage were also summarized. Finally, the Career Navigator program was introduced as a new initiative to provide more career transparency and choices for Sailors.
Neocs Update20 Jul09
The document discusses several Navy Enlisted Classification (NEC) mergers and reviews:
1. The ITS rating proposal combines submarine network and computer administrators.
2. The AW rating consolidation merged seven maintenance ratings into five new ratings which were further consolidated at E-9.
3. The PC/SK to LS merger outlines conversion timelines and training for postal clerks transitioning to the new logistics specialist rating.
4. Periodic reviews of previous mergers are scheduled between 2009-2011 for ratings like YN/CTA and AW.
Adv manual ch 1 and 2
This document summarizes the policies and procedures for enlisted advancement in the US Navy as outlined in the BUPERSINST 1430.16F manual. It details the requirements for advancement from E1 to E9 including time-in-rate, evaluations, exam scores, community involvement, and CO recommendation. It also outlines the responsibilities of commanding officers, NETPDTC, and TYCOMs in administering the Navy Enlisted Advancement System. Non-exam advancement programs are also briefly mentioned.
Npc force weekly 9 13 may 2011
This weekly newsletter from the Navy Personnel Command provides information on career progression opportunities, personnel matters, and Navy history. Specifically:
1) It announces a program allowing sailors to apply for conversion to overmanned ratings by June 15th, waiving some standard requirements like years of service and obligated service.
2) It congratulates sailors on properly implementing the new E-5 forced ranking rules, noting few evaluation rejects.
3) It provides an update on the FR-PTS database and status codes, reminding commands to check multiple systems for approval status before executing changes requiring FR-PTS approval.
4) It warns that advancement exams will continue to be invalidated for candidates lacking required
Npc force weekly 8-12 nov 2010
The document summarizes changes to the Navy's VOLED program requiring sailors to serve one year before applying for tuition assistance and have an education plan on file. It also provides information on corrections to evaluations/fitreps to avoid penalizing sailors, online career tools, and a reminder about a one-time clothing replacement allowance according to NAVADMIN 358/10.
Nc detailer, NAVY COUNSELOR DETAILER
The document discusses changes to the CMS-ID detailing system that aim to improve Navy readiness. Key changes include reducing the sailor negotiation window from 5 to 3 months, establishing a "Needs of the Navy" window at 6 months out, and prioritizing filling the highest priority requisitions each cycle. This encourages sailors to apply earlier and gives more consideration to Navy needs. The benefits are improved readiness, a more understandable system, and increased sailor choice and planning time.
Pers 40 brief-june_2011
This document provides an overview of the enlisted distribution system and detailing process. It discusses the PERS-40 organization chart, detailing timeline, what detailers can and cannot do, spouse collocation, failure to obligate service, the sailor's role, and special programs. It also summarizes incentive pays, overseas tour extensions, senior enlisted academies, and the role of PERS-4013 in monitoring personnel readiness.
Npc force weekly 26 30 dec 2011
This week in NPC Force Weekly, special selection boards, credentialing opportunities for ERB sailors, involuntary separation pay, and NPC customer service center.
Npc force weekly jan 30 feb 3 2012
The document summarizes several topics from the weekly newsletter of the Navy Personnel Command Force Master Chief:
1) It announces a new Voluntary Sea Duty Program that allows sailors to extend their sea duty assignments or terminate shore duty early to extend their sea duty.
2) It discusses changes to the Process for Selection for Training quotas that will no longer provide automatic quotas to sailors who score high on advancement exams.
3) It provides information to first class petty officers on preparing their records for the upcoming Chief Petty Officer promotion board, including reviewing their official military file and submitting additional documents.
Luis A. Beltran Assitant Logistics Manager Resume
Luis Beltran is seeking a position as an Associate Specialist in Customer Supply Chain at Altria Group. He has over 20 years of experience in logistics management in the US Army, including experience supervising petroleum distribution and acquisition. He holds a Bachelor's degree in Business Administration and certifications in logistics. His background demonstrates strong leadership, problem-solving, and communication skills.
Cmsid mu1b4
The document provides an overview of changes and enhancements made in the Career Management System/Interactive Detailing MU1B-4 release delivered in April 2010. Key updates include masking sailors' social security numbers, adding special program flags, modifying physical fitness assessment flags, and including gender specific gates. Help resources and relevant NAVADMIN messages are also outlined.
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OMPF (aka WERR or Web Enabled Record) & ESR (Electronic Service Record)
OMPF (aka WERR or Web Enabled Record) & ESR (Electronic Service Record)
Similar to Erb navadmin update talking points (8 jun)
Force weekly 7 january 11
The weekly report provides updates on Navy Reserve Force matters including:
- The selection of Command Master Chief Chris Wheeler as the 14th Navy Reserve Force Master Chief.
- Encouragement for Sailors to reflect on short and long term goals and complete annual checkups.
- Information on publications, Sailor of the Year packages, and administrative procedures.
- Reminders about upcoming boards and conferences.
- Statistics on operational support, mobilizations, medical readiness, and flu vaccinations.
Botton Line: Up Front
This document provides a summary of various Navy personnel issues and policy changes. It discusses changes to the TA policy including quarterly allocation limits. It also discusses guidelines for transferring Post-9/11 GI Bill benefits and ensuring proper obligated service is documented. Additionally, it reminds sailors to keep their Exceptional Family Member Program enrollment updated prior to their rotation date.
05 10
This document provides a summary of various Navy personnel issues and policy changes. It discusses changes to the TA policy including quarterly allocation of funds. It also discusses guidelines for transferring Post 9/11 GI Bill benefits and ensuring proper documentation of obligated service. Additionally, it reminds sailors to keep their Exceptional Family Member Program enrollment updated before their detailing window.
Reserve force weekly 14 january 11
The weekly report provides updates on Navy Reserve news and events, including information on health care enrollment opportunities for veterans, nominating outstanding military fathers for an award, the Blue to Green program allowing sailors to transition to the Army, upcoming selection boards, and flu vaccination rates within the Navy Reserve. The report was distributed on behalf of Force Master Chief Wright while he is traveling.
Topic 1.15 Reenlistment & Extensions
This document provides an overview of reenlistments and extensions in the Navy, including eligibility factors, requirements, and definitions of key terms. It discusses reenlistment quality control programs and outlines the process for extensions, including types of extensions, eligibility windows, and reasons extensions may be cancelled. Key dates in the extension process are defined. Requirements for reenlistment, leave sell-back, discharge types, and the importance of the DD-214 are also covered.
Balancing the force
The Navy is experiencing high retention rates which has led to an imbalance in certain job specializations (ratings). To address this, the Navy has implemented several force management policies to balance the number of personnel across different ratings and specialties. These policies include programs that allow sailors to change their rating if their current one is overmanned, or to transition to the Reserves. Commanders and career counselors play a key role in ensuring sailors understand these options and are able to effectively manage their careers.
Rhumblines august 2011 balancing the force
The Navy is experiencing high retention rates which has led to an imbalance in certain job specializations (ratings). To address this, the Navy has implemented several force management policies to balance the number of personnel across different ratings and specialties. These policies include programs that allow sailors to change their rating if their current one is overmanned, or to transition to the Reserves. Commanders and career counselors play a key role in ensuring sailors understand these options and are able to effectively manage their careers.
Fy 12 quota-based enlisted retention board (4)
The document summarizes a FY-12 quota-based enlisted retention board that will examine approximately 16,000 sailors in 31 overmanned ratings to retain the most qualified for further service. About 3,000 sailors are expected not to be retained on active duty. Sailors meeting eligibility criteria between E4-E8 with 7-15 years of service will be reviewed unless they qualify for exemptions. The board will take place in two phases in August and September 2011 to review records and allow sailors to submit additional information for consideration. Sailors not retained must separate by June 2012 unless granted an extension.
Reserve Force weekly 11 july 2011
The weekly report provides updates on Navy Reserve matters such as congratulating new chief selects, noting opportunities to thank employers for supporting Reserve service, announcing a selection process for an executive assistant position to the Force Master Chief, and recapping deployment activities for the aircraft carrier USS Enterprise. The report also includes policy guidance, upcoming events, and medical and operational readiness statistics for the Navy Reserve force.
Npc force weekly 8 12 august 2011
The document provides updates on several Navy personnel matters. It summarizes that:
1) Enlisted Retention Board quotas for E4-E8 were updated and Phase I begins on August 22nd for E4-E5 personnel. Final quotas will be released September 1st.
2) The Early Career Transition Program allows active duty and full-time support sailors to pursue reserve options up to 15 months or 3 months prior to desired transition date.
3) Minimalist footwear is now authorized for wear with the physical training uniform for physical training and fitness assessments.
Npc force weekly 8 12 august 2011
The document provides updates on several Navy personnel matters. It summarizes that:
1) Enlisted Retention Board quotas for E4-E8 were updated and Phase I begins on August 22nd for E4-E5 personnel. Final quotas will be released September 1st.
2) The Early Career Transition Program allows active duty and full-time support sailors to pursue reserve options up to 15 months or 3 months prior to desired transition date.
3) Minimalist footwear is now authorized for wear with the physical training uniform for physical training and fitness assessments.
Npc force weekly 8 12 august 2011
The document provides updates on several Navy personnel matters. It summarizes that:
1) Enlisted Retention Board quotas for E4-E8 were updated and Phase I begins on August 22nd for E4-E5 personnel. Final quotas will be released September 1st.
2) The Early Career Transition Program allows active duty and full-time support sailors to pursue reserve options up to 15 months or 3 months prior to desired transition date.
3) Minimalist footwear is now authorized for wear with the physical training uniform for physical training and fitness assessments.
Reserve Force weekly 18 july 2011
This weekly report from the Pentagon provides updates on initiatives to honor wounded warriors, encourage taking time to appreciate sailors, announce revisions to the Physical Readiness Program to improve sailor health and fitness, and changes to sea/shore rotation policies to increase time sailors spend at sea. It also provides information on nominating sailors for the Reserve Force Master Chief Executive Assistant position and invites submissions of issues to the Navy Reserve Policy Board.
Fleet ride systems pts rega training brief (updated 31 jan 12)
Fleet ride systems pts rega training brief (updated 31 jan 12)Tony Astro - Veteran Counselor & Entrepreneur
This document provides information about the Fleet RIDE system for Rating Entry and General Apprenticeship (REGA) designation. It discusses REGA policy and eligibility requirements. It also describes the Fleet RIDE application process for undesignated sailors to apply for ratings, including viewing quotas, filling out applications, and receiving approval or denial decisions. Statistics on REGA results from October to December 2011 are also presented.En mm realignment questions
The EN/MM ratings were realigned to improve engineering proficiency and enhance ship readiness. Some EN sailors with diesel experience will remain EN, while those with auxiliary backgrounds will likely convert to MM. Sailors have input into the process and commands will provide feedback, but final decisions will be made by ECMs based on community health. The goal is to minimize impacts to sailors and not lose manning at commands due to the realignment.
Force Weekly 26 Mar 10
VADM Debbink and the author visited over 900 sailors in 43 engagements in Kuwait, Bahrain, and Djibouti. They saw improvements in efficiency and morale. Sailors asked questions about pay, benefits, uniforms, and future manning. Leadership is focused on issues like pay problems and communicating with sailors. The report provides updates on topics like general military training, CAC cards, PRIMS data validation, and physical fitness assessments.
CDTC Topic 12
The document provides information about the Navy Reserve Force, including its purpose to augment active duty Navy forces, categories such as the Selected Reserve and Individual Ready Reserve, and benefits of affiliation such as pay, TRICARE health coverage, and education assistance. Career counselors are expected to inform sailors of Navy Reserve options during separation to support total force retention.
04 10-final
This document provides updates on various Navy programs and policies, including:
1) Changes to the Perform to Serve policy that require commands to submit applications for all E3-E6 sailors regardless of career intentions.
2) Emphasis on the importance of conducting Career Development Boards and submitting PTS applications on time.
3) Reminder that PRIMS data will be reviewed for promotion boards and sailors must meet physical fitness standards.
4) Recognition of the Navy being ranked #17 on Training Magazine's top 125 list for employer excellence.
04 10-final
This document summarizes changes to the Navy's Perform to Serve (PTS) policy and physical fitness requirements. Key points include:
1) Commands must now submit PTS applications for all E3-E6 sailors regardless of career intentions to better manage quotas and orders.
2) PRIMS data on physical fitness will be reviewed for promotion boards starting in FY2010. Sailors must meet fitness standards to advance.
3) Over half of sailors who had advancements withheld due to missing PRIMS data have now corrected their records and been approved. Commands should ensure sailors' records are complete.
Mcpon bluf june 2010
This document provides updates on various Navy programs and policies, including:
1) Changes to the Perform to Serve policy that require commands to submit applications for all E3-E6 sailors regardless of career intentions.
2) Emphasis on the importance of conducting Career Development Boards and submitting PTS applications on time.
3) Reminder that PRIMS data will be reviewed for promotion boards and sailors must meet physical fitness standards.
4) Announcement of the new Overseas Contingency Operations Support Assignments program to preserve volunteerism for IA assignments.
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Fleet ride systems pts rega training brief (updated 31 jan 12)
Fleet ride systems pts rega training brief (updated 31 jan 12)
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CareerWise: Why A Company Needs a Career Service Program
CareerWise: Why A Company Needs a Career Service ProgramTony Astro - Veteran Counselor & Entrepreneur
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.Prime Safe: A FusionTalk on Personal Wellness by Dr. Astro
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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.CQ Myth: Age and Identifying your Cultural Intelligence (Version 2)
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ABAHR Fusion Meet September 6 KickOff
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.
Mvoss presentation 1
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.
Chiefpreneur's Role on Military and veteran career issues
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What challenges and issues do I foresee facing the veteran and military affiliated student population? What role would CHIEFPRENEUR play as the coordinator?
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RC Ldo cwo application brief - apr 2015a
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
Ldo and cwo recruit your relief brief (3)
*** 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%…
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The document discusses eligibility requirements and benefits of the Post-9/11 GI Bill. Key points include:
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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.
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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.
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- 2. NAVADMIN 160/11 established the process for those Sailors eligible for the quota-based ERB to seek a rating conversion prior to the board. Those selected for conversion were to be exempt from consideration.
- 3. Responding to requests made to the chief of naval personnel during his visit to the operating forces in Fifth Fleet, the Navy announced changes and clarification to the Enlisted Retention Board.
- 4. Based on the difficulties described by deployed Sailors in meeting previously announced conversion application deadlines, the ERB will accept all submissions received prior to the board’s convening date of August 15, 2011. This will allow Sailors to obtain the results of certain tests, such as the ASVAB, to be included in conversion applications.
- 5. Conversion requests will now be reviewed after the ERB has selected Sailors for retention, and only those Sailors who were not selected for retention within their rate will be considered for conversion. In doing so, ratings will be able to keep their most qualified candidates, while still providing Sailors an additional opportunity for continued service in another rate.
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