The document provides information about Navy recruiting goals and performance. It discusses recruiting goals for active and reserve enlisted personnel as well as goals for active and reserve general and medical officers. It also summarizes categories of general and medical officer specialties being recruited and provides data on the number of sailors who failed to qualify for recruiting duty. The document outlines programs for recruiting duty screening and lists reasons for dropped students and fault/no fault transfers. It discusses the process for selecting sailors for the Career Recruiter Force and provides information on improving the Navy's public image and brand.
El color es la experiencia cromática que se produce en el cerebro al estimular la visión. Existen colores primarios que no pueden crearse mezclando otros, y de los cuales derivan el resto de colores. A lo largo de la historia diversos pensadores estudiaron el color y desarrollaron teorías sobre sus propiedades y la percepción humana.
Breve análisis de color de tres tipos de publicidadDaniel Toscano
Este documento analiza el uso del color en tres tipos de publicidad (institucional, detallista y de marca) a través de ejemplos. Resalta cómo el color rojo transmite energía e innovación, el amarillo estimula la atención y el blanco significa limpieza y optimismo. Explica que los colores pasteles en la publicidad institucional dan calma y responsabilidad, mientras que el azul oscuro en Lacoste representa seriedad y elegancia.
The document summarizes several notable events and changes that occurred within the US Navy during 1969, including:
1) A new cap device was authorized to distinguish senior chief and master chief petty officers; the first African American woman was promoted to Navy nurse commander; and a Navy chaplain was awarded the Medal of Honor for valor in Vietnam.
2) New awards and uniforms were announced, including the Combat Action Ribbon, a prototype uniform for first class petty officers, and the Polaris Breast Pin award.
3) Over 100 riverine craft were transferred to the South Vietnamese navy, and enlisted sailors were appointed to advise the Reserve Policy Board - both reflecting America's increasing involvement in Vietnam.
4
The Navy Recruiting Organization recruits from 50 US states, Europe, and Asia, with additional recruiting stations in Guam, Japan, Puerto Rico, London, Germany, and Italy. As of January 2010, the Navy had over 4,700 active and reserve enlisted recruiters and over 360 active and reserve officer recruiters. For fiscal year 2010, the Navy's goal was to recruit 36,200 active enlisted service members and 2,498 active officers, as well as 7,388 reserve enlisted and 1,600 reserve officers, for a total of 47,686 recruits. Recruiting remains challenging due to a decrease in qualified potential recruits, personal propensity to serve, the effects of combat operations, the immigration debate, and
This document provides an overview of Navy Recruiting Command. It discusses the command's mission to recruit the best men and women for the Navy. It introduces the commander, RDML Annie B. Andrews, and provides details on her background and experience. The document also outlines key aspects of Navy recruiting such as the command's organization, resources, and recruiting challenges. It emphasizes the importance of recruiting to ensure the Navy has the personnel it needs now and in the future.
The document summarizes the Coalition of Sailors Against Destructive Decisions (CSADD), a Navy peer mentoring program that aims to promote responsible decision making among Sailors. It details the origins of CSADD, inspired by organizations like Mothers Against Drunk Driving. The article highlights the innovative CSADD chapter aboard the USS San Jacinto that staged a dramatic reenactment of a drunk driving accident to raise awareness. It provides an overview of CSADD's structure, resources available, and goals of empowering young Sailors to positively influence their peers.
El color es la experiencia cromática que se produce en el cerebro al estimular la visión. Existen colores primarios que no pueden crearse mezclando otros, y de los cuales derivan el resto de colores. A lo largo de la historia diversos pensadores estudiaron el color y desarrollaron teorías sobre sus propiedades y la percepción humana.
Breve análisis de color de tres tipos de publicidadDaniel Toscano
Este documento analiza el uso del color en tres tipos de publicidad (institucional, detallista y de marca) a través de ejemplos. Resalta cómo el color rojo transmite energía e innovación, el amarillo estimula la atención y el blanco significa limpieza y optimismo. Explica que los colores pasteles en la publicidad institucional dan calma y responsabilidad, mientras que el azul oscuro en Lacoste representa seriedad y elegancia.
The document summarizes several notable events and changes that occurred within the US Navy during 1969, including:
1) A new cap device was authorized to distinguish senior chief and master chief petty officers; the first African American woman was promoted to Navy nurse commander; and a Navy chaplain was awarded the Medal of Honor for valor in Vietnam.
2) New awards and uniforms were announced, including the Combat Action Ribbon, a prototype uniform for first class petty officers, and the Polaris Breast Pin award.
3) Over 100 riverine craft were transferred to the South Vietnamese navy, and enlisted sailors were appointed to advise the Reserve Policy Board - both reflecting America's increasing involvement in Vietnam.
4
The Navy Recruiting Organization recruits from 50 US states, Europe, and Asia, with additional recruiting stations in Guam, Japan, Puerto Rico, London, Germany, and Italy. As of January 2010, the Navy had over 4,700 active and reserve enlisted recruiters and over 360 active and reserve officer recruiters. For fiscal year 2010, the Navy's goal was to recruit 36,200 active enlisted service members and 2,498 active officers, as well as 7,388 reserve enlisted and 1,600 reserve officers, for a total of 47,686 recruits. Recruiting remains challenging due to a decrease in qualified potential recruits, personal propensity to serve, the effects of combat operations, the immigration debate, and
This document provides an overview of Navy Recruiting Command. It discusses the command's mission to recruit the best men and women for the Navy. It introduces the commander, RDML Annie B. Andrews, and provides details on her background and experience. The document also outlines key aspects of Navy recruiting such as the command's organization, resources, and recruiting challenges. It emphasizes the importance of recruiting to ensure the Navy has the personnel it needs now and in the future.
The document summarizes the Coalition of Sailors Against Destructive Decisions (CSADD), a Navy peer mentoring program that aims to promote responsible decision making among Sailors. It details the origins of CSADD, inspired by organizations like Mothers Against Drunk Driving. The article highlights the innovative CSADD chapter aboard the USS San Jacinto that staged a dramatic reenactment of a drunk driving accident to raise awareness. It provides an overview of CSADD's structure, resources available, and goals of empowering young Sailors to positively influence their peers.
The document discusses the Navy Recruiting Command's mission to recruit qualified individuals for active and reserve service. It provides details on the types of recruiters and support staff, current manning numbers, and processes for screening and detailing sailors to recruiting duty. Statistics on recruiter performance, costs associated with improper screening and drops from training are also presented.
The document provides information on several Navy topics:
1) It warns sailors about the dangers of using "Spice" and other designer drugs, as NCIS is conducting undercover sting operations nationwide and users will be prosecuted.
2) It announces a new Navy and Marine Corps Public Health Center website with resources on designer drugs for commands to use for training.
3) It informs sailors about resources on a new Navy Personnel Command website regarding the Enlisted Retention Board, including guidance, quotas, timelines and FAQs to improve sailors' understanding and opportunities.
Those who complete this initial training go on to another 6 months of SEAL qualification training and 18 months of advanced specialty training, developing skills across sea, air, and land to operate in small tight-knit teams in any environment.
This document provides a summary of Navy career news from December 1-24, 2009. It includes information on leadership principles, an online naval leader planning guide, estimating disability retired pay, congratulations to various Navy units, a Navy women e-mentor program, pre-separation counseling classes, an opportunity to join the Blue Angels flight demonstration squadron, and military spouse scholarships. Career counseling events from a recent USS Nimitz deployment are also summarized, including a career fair where a video camera was raffled off.
Recent changes to VGLI policy now allow veterans to apply for coverage within 8 months of discharge without providing a health assessment, extended from 4 months. The Transition Assistance Program has been renamed Transition GPS to provide more support for skills translation and individual transition planning. Commands are reminded that ITEMPO tracking of sailor deployment days away from homeport is mandatory and helps determine assignments; accurate tracking assists several Navy organizations.
1) The Navy Personnel Command reiterated that Perform to Serve (PTS) remains a key force management tool and that leadership should ensure sailors apply on time and consider multiple ratings to increase chances of staying in the Navy.
2) The sponsor program was expanded to allow Command Sponsor Coordinators and Command Career Counselors to assign sponsors to officers ordered to their commands.
3) The Naval Standards were comprehensively updated for the first time in over 16 years, with nearly 70% of the standards changed to reflect higher expectations of sailors and focus on safety and responsible internet use.
4) Fleet and Family Support Centers were recognized for their efforts assisting sailors affected by the Enlisted Retention Board, though about 900
The NRD Denver Officer Programs department is poised to succeed in FY2011 through experienced recruiters and consistent processes. Potential weaknesses include turnover in key billets, but the experienced team will mitigate impacts. Increased focus on reserve medical programs is needed. Top opportunities include aggressive marketing at top universities and community colleges to access qualified candidates for officer programs.
A review of the Reuel Vaz (Annual Inspection) competition of the JCCF, from ...Wade Howell
This document review the performance of the JCCF as a whole and the various Battalions / units that are advanced to the final round of the Reuel Vaz competition
The review is bounded by 2008 on the lower level and 2017 on the upper level
Limited to the final score sheet published by HQ JCCF as the official results of the competition
The conclusions and recommendations contained within this review are the general informed opinion of the author.
Guide for Senior & Master Chief (NAVEDTRA 10049)Glenn Mallo
This document provides an overview of management fundamentals for senior and master chief petty officers. It discusses management principles such as planning, organizing, controlling, personnel management, administration, leadership, communication, and programs/policies. The document aims to help senior leaders use sound management practices to accomplish organizational goals and guide their teams effectively. It provides a foundation for applying modern management theories within a naval context.
This document summarizes a symposium given by RADM Cindy Covell on balancing naval personnel forces. The strategic landscape requires being warfighting first, forward deployed, and ready. To achieve readiness, the Navy must balance end strength, economic factors, fleet requirements, and career counseling. Rating advisors play key roles in advocacy, communication, and community health. One rating was presented as an example, showing inventory versus requirements and a plan to address undermanned zones. The importance of the human element in naval operations was emphasized.
Navy Recruiting Command seeks to increase the quality of the total naval force by aggressively recruiting qualified sailors for active and reserve duty. Management of recruits in the Delayed Entry Program is critical. Navy recruiters must meet mission requirements while supporting overseas contingency operations. Screening of recruits has improved, with 108 of 828 potential recruits deemed unsuitable in FY2010 due to factors like drug use or tattoos. Reasons recruiters have been removed from duty include fraternization, drug use, and driving under the influence.
The weekly report provides updates on the FORCM's speaking engagements to career counselors and senior enlisted leaders about changes happening in the Navy Reserve. It also discusses the MCPON holding a town hall meeting with 400 sailors at JRB Fort Worth. The report announces nominations being accepted for the FORCM Executive Assistant position and includes various policy updates and event announcements.
This document provides a summary of recent Navy policy changes and information. It discusses revised performance evaluation policies to better recognize sailors serving away from their parent command, as well as those who conduct physical fitness assessments. It also summarizes the new policy for handling rejected performance evaluations to ensure accurate records are maintained. Resources for suicide prevention and family readiness training are highlighted.
The weekly report discusses upcoming events to celebrate Independence Day and honor those who fought for freedom and democracy. It also provides an update on the delayed release of Navy Reserve advancement results on July 2nd due to retention numbers and planned force reductions. Navy leadership thanks sailors for their patience during this challenging cycle.
This weekly newsletter from the Navy Personnel Command Force Master Chief provides information on:
1) Training for the repeal of Don't Ask Don't Tell which is being conducted in tiers starting with legal and chaplain personnel.
2) An audit finding 250 sailors who lost bonuses due to losing qualifications and are subject to separation unless medically caused.
3) A reminder about operational stress control and maintaining sailor mental health and resilience.
4) A change to evaluation rules limiting early and must promote recommendations to 60% for E5 evaluations.
Three experts on Total Quality ManagementLena Argosino
This document provides a summary and comparison of the quality management approaches advocated by three experts: Philip Crosby, W. Edwards Deming, and Joseph Juran. It describes how each expert defines quality differently and emphasizes different aspects of quality management programs, such as the role of leadership, process improvement methods, and employee involvement. The document was written to help organizations understand the different approaches as the Navy adopted a quality management program based on Deming's philosophy. It aims to clarify what total quality leadership involves and how it can be applied within complex organizations like the Department of the Navy.
YN1(SW) Rachel Whitcomb's efforts as the CDF coordinator at NOSC Bangor led to the base being selected as the Navy Region Mid-Atlantic Campaign Drug Free Flagship Award recipient. Through her program since 2009, over 1000 students at 4 schools have received presentations providing tools for healthy, drug-free lifestyles. The newly established PRCO program will help ensure compliance and fairness in the Physical Readiness Program across the Navy. MCPON West reminds sailors to ACT (Ask, Care, Treat) if they notice warning signs in a shipmate in order to help prevent suicide and get sailors the treatment they need.
2012 Navy Region NW FCPO Symposium (BRILLIANT ON THE BASICS 3)A.J. Stone
The document provides guidance on conducting effective Career Development Boards (CDBs) as part of the Brilliant on the Basics program. It emphasizes that CDBs should be done within 30 days of a Sailor reporting, and again at 6 and 12 months, and should include the command senior enlisted leader, career counselors, department leaders, and the Sailor. An effective CDB takes 20-30 minutes and covers watch qualifications, education, advancement, finances, family readiness, health of the rating, and the Sailor's personal and professional goals. Commanding officers are instructed to ensure CDBs and quarterly career development team meetings are conducted to develop Sailors.
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.
The document discusses the Navy Recruiting Command's mission to recruit qualified individuals for active and reserve service. It provides details on the types of recruiters and support staff, current manning numbers, and processes for screening and detailing sailors to recruiting duty. Statistics on recruiter performance, costs associated with improper screening and drops from training are also presented.
The document provides information on several Navy topics:
1) It warns sailors about the dangers of using "Spice" and other designer drugs, as NCIS is conducting undercover sting operations nationwide and users will be prosecuted.
2) It announces a new Navy and Marine Corps Public Health Center website with resources on designer drugs for commands to use for training.
3) It informs sailors about resources on a new Navy Personnel Command website regarding the Enlisted Retention Board, including guidance, quotas, timelines and FAQs to improve sailors' understanding and opportunities.
Those who complete this initial training go on to another 6 months of SEAL qualification training and 18 months of advanced specialty training, developing skills across sea, air, and land to operate in small tight-knit teams in any environment.
This document provides a summary of Navy career news from December 1-24, 2009. It includes information on leadership principles, an online naval leader planning guide, estimating disability retired pay, congratulations to various Navy units, a Navy women e-mentor program, pre-separation counseling classes, an opportunity to join the Blue Angels flight demonstration squadron, and military spouse scholarships. Career counseling events from a recent USS Nimitz deployment are also summarized, including a career fair where a video camera was raffled off.
Recent changes to VGLI policy now allow veterans to apply for coverage within 8 months of discharge without providing a health assessment, extended from 4 months. The Transition Assistance Program has been renamed Transition GPS to provide more support for skills translation and individual transition planning. Commands are reminded that ITEMPO tracking of sailor deployment days away from homeport is mandatory and helps determine assignments; accurate tracking assists several Navy organizations.
1) The Navy Personnel Command reiterated that Perform to Serve (PTS) remains a key force management tool and that leadership should ensure sailors apply on time and consider multiple ratings to increase chances of staying in the Navy.
2) The sponsor program was expanded to allow Command Sponsor Coordinators and Command Career Counselors to assign sponsors to officers ordered to their commands.
3) The Naval Standards were comprehensively updated for the first time in over 16 years, with nearly 70% of the standards changed to reflect higher expectations of sailors and focus on safety and responsible internet use.
4) Fleet and Family Support Centers were recognized for their efforts assisting sailors affected by the Enlisted Retention Board, though about 900
The NRD Denver Officer Programs department is poised to succeed in FY2011 through experienced recruiters and consistent processes. Potential weaknesses include turnover in key billets, but the experienced team will mitigate impacts. Increased focus on reserve medical programs is needed. Top opportunities include aggressive marketing at top universities and community colleges to access qualified candidates for officer programs.
A review of the Reuel Vaz (Annual Inspection) competition of the JCCF, from ...Wade Howell
This document review the performance of the JCCF as a whole and the various Battalions / units that are advanced to the final round of the Reuel Vaz competition
The review is bounded by 2008 on the lower level and 2017 on the upper level
Limited to the final score sheet published by HQ JCCF as the official results of the competition
The conclusions and recommendations contained within this review are the general informed opinion of the author.
Guide for Senior & Master Chief (NAVEDTRA 10049)Glenn Mallo
This document provides an overview of management fundamentals for senior and master chief petty officers. It discusses management principles such as planning, organizing, controlling, personnel management, administration, leadership, communication, and programs/policies. The document aims to help senior leaders use sound management practices to accomplish organizational goals and guide their teams effectively. It provides a foundation for applying modern management theories within a naval context.
This document summarizes a symposium given by RADM Cindy Covell on balancing naval personnel forces. The strategic landscape requires being warfighting first, forward deployed, and ready. To achieve readiness, the Navy must balance end strength, economic factors, fleet requirements, and career counseling. Rating advisors play key roles in advocacy, communication, and community health. One rating was presented as an example, showing inventory versus requirements and a plan to address undermanned zones. The importance of the human element in naval operations was emphasized.
Navy Recruiting Command seeks to increase the quality of the total naval force by aggressively recruiting qualified sailors for active and reserve duty. Management of recruits in the Delayed Entry Program is critical. Navy recruiters must meet mission requirements while supporting overseas contingency operations. Screening of recruits has improved, with 108 of 828 potential recruits deemed unsuitable in FY2010 due to factors like drug use or tattoos. Reasons recruiters have been removed from duty include fraternization, drug use, and driving under the influence.
The weekly report provides updates on the FORCM's speaking engagements to career counselors and senior enlisted leaders about changes happening in the Navy Reserve. It also discusses the MCPON holding a town hall meeting with 400 sailors at JRB Fort Worth. The report announces nominations being accepted for the FORCM Executive Assistant position and includes various policy updates and event announcements.
This document provides a summary of recent Navy policy changes and information. It discusses revised performance evaluation policies to better recognize sailors serving away from their parent command, as well as those who conduct physical fitness assessments. It also summarizes the new policy for handling rejected performance evaluations to ensure accurate records are maintained. Resources for suicide prevention and family readiness training are highlighted.
The weekly report discusses upcoming events to celebrate Independence Day and honor those who fought for freedom and democracy. It also provides an update on the delayed release of Navy Reserve advancement results on July 2nd due to retention numbers and planned force reductions. Navy leadership thanks sailors for their patience during this challenging cycle.
This weekly newsletter from the Navy Personnel Command Force Master Chief provides information on:
1) Training for the repeal of Don't Ask Don't Tell which is being conducted in tiers starting with legal and chaplain personnel.
2) An audit finding 250 sailors who lost bonuses due to losing qualifications and are subject to separation unless medically caused.
3) A reminder about operational stress control and maintaining sailor mental health and resilience.
4) A change to evaluation rules limiting early and must promote recommendations to 60% for E5 evaluations.
Three experts on Total Quality ManagementLena Argosino
This document provides a summary and comparison of the quality management approaches advocated by three experts: Philip Crosby, W. Edwards Deming, and Joseph Juran. It describes how each expert defines quality differently and emphasizes different aspects of quality management programs, such as the role of leadership, process improvement methods, and employee involvement. The document was written to help organizations understand the different approaches as the Navy adopted a quality management program based on Deming's philosophy. It aims to clarify what total quality leadership involves and how it can be applied within complex organizations like the Department of the Navy.
YN1(SW) Rachel Whitcomb's efforts as the CDF coordinator at NOSC Bangor led to the base being selected as the Navy Region Mid-Atlantic Campaign Drug Free Flagship Award recipient. Through her program since 2009, over 1000 students at 4 schools have received presentations providing tools for healthy, drug-free lifestyles. The newly established PRCO program will help ensure compliance and fairness in the Physical Readiness Program across the Navy. MCPON West reminds sailors to ACT (Ask, Care, Treat) if they notice warning signs in a shipmate in order to help prevent suicide and get sailors the treatment they need.
2012 Navy Region NW FCPO Symposium (BRILLIANT ON THE BASICS 3)A.J. Stone
The document provides guidance on conducting effective Career Development Boards (CDBs) as part of the Brilliant on the Basics program. It emphasizes that CDBs should be done within 30 days of a Sailor reporting, and again at 6 and 12 months, and should include the command senior enlisted leader, career counselors, department leaders, and the Sailor. An effective CDB takes 20-30 minutes and covers watch qualifications, education, advancement, finances, family readiness, health of the rating, and the Sailor's personal and professional goals. Commanding officers are instructed to ensure CDBs and quarterly career development team meetings are conducted to develop Sailors.
Similar to Navy recruiting command by nccm holt (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)
1. 1
Navy Recruiting Command
NCCM (SS) Jimmie Holt
National Chief Recruiter
2. 2
Navy Recruiting Command
2 Regions
26 Districts
1,408 Stations
65 MEPS
1 Recruiting School house
1 Reserve Unit
3. 3
FY12 RECRUITING MISSION
Updated: 31AUG12
What do we do?
FY12 Accessions
FY11 Goal FY12 Goal As of 31AUG2012
Active Enlisted 33,400 36,275 32,622
Reserve Enlisted 8,344 8,255 7,471
AC General Officer 1,342 1,072 1,058
AC Medical Officer 831 782 777
RC General Officer 1,414 1,427 932
RC Medical Officer 395 406 288
Totals 45,726 48,217 43,148
Why is it important?
4. 4
General Officer Recruiting
Categories
Active and Reserve Component
Surface Warfare Officer INTEL
SUBS OCEANO
SEALS CHAPLAIN
EOD JAG
NFO CEC
PILOT Supply
AMDO Cyber Warfare
IP EDO
IW PAO
5. 5
Medical Officer Recruiting
Categories
Active Component Reserve Component
DENTAL DENTAL
DENTAL SCHOLORSHIP PROGRAMS MEDICAL
MEDICAL CORPS MEDICAL SERVICE CORPS
MEDICAL SCHOLORSHIP PROGRAMS NURSE
MEDICAL SERVICE CORPS
MEDICAL SERVICE CORPS SCHOLOSHIP
PROGRAMS
NURSE CORPS
NURSE CORPS SCHOLORSHIP PROGRAMS
6. 6
Recruiting Duty Screening
Recruiter Assessment Battery (RAB)
A non-cognitive screening tool to determine whether
members applying for Recruiting Duty are a good fit
based on their personality traits, i.e. introvert vs.
extrovert It can also determine of your likelihood of
success and enjoyment of the unique challenges of
recruiting.
https://militaps.nmci.navy.mil/rab
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Sailors who Failed-to-Screen for
Recruiting Duty
FY12, 1200 Sailors applied to Recruiting Duty
147 Sailors (12.3%) have failed to screen
These include but are not limited to in no particular order:
1) NEG Endorsement: 49 8) RAB: 3
2) Tat: 30 9) PTS: 2
3) SEP: 30 10) ERB: 2
4) Med: 10 11) DUI: 2
5) PRT/Body Fat: 7 12) HYT: 1
6) Sec Clear: 6 13) Perm No Shave: 1
7) NJP: 4
8. 8
Dropped students from Navy Recruiting
Orientation Unit (NORU)
FY-11 and FY-12(to date): 34
FY-11: 27 FY-12 (Drops to date): 6
Financial: 2
Alcohol related incident: 2 Alcohol related incident: 1
*Disciplinary Reasons: 2 *Disciplinary Reasons: 1
Academics: 1 Academics: 1
Body Fat: 13 Body Fat: 2
HUMS/Family Emergency: 1
9. 9
FAULT / NO FAULT TRANSFER
FISCAL YEAR 2011 AND 2012
FISCAL YEAR 2011:
FAULT PACKAGES (5)
• DUI – 2
• FRATERNIZATION – 1
• DERELICTION OF DUTY – 1
• UNAUTHORIZED USE OF GOVERNMENT VEHICLE – 1
NO FAULT PACKAGES; MEDICAL – 4
FISCAL YEAR 2012:
FAULT PACKAGES (8)
• FRATERNIZATION - 5
• INDECENT LANGUAGE – 1
• FALSIFYING OFFICIAL DOCUMENTS – 1
• TRAINING IRREGULARITIES – 1
NO FAULT PACKAGES; MEDICAL – 4
10. 10
Career Recruiter Force (CRF)
Conversion
BUPERSINST 1133.29
CRF Selection boards are held four times each year, February, May, August, and
November.
In selecting the best qualified applicant the whole Sailor is considered. For example:
- Recruiting duty qualifications (Station LPO, Officer Recruiter, Divisional LCPO and Fleet
qualifications)
- Commanding officer endorsement
- Leadership capabilities (fleet and recruiting duty)
- Off-duty education
- Community involvement
- Station LPO/LCPO experience (not an eligibility requirement)
- Sustained superior performance (fleet and recruiting duty)
- Break out among peers
- PFA failures
- NJPs
12. 12
Navy’s Public Image
N9 Updated:
Which military branch is most prestigious?* Which branch of the military is most important to national
defense? *
• Navy’s Public Image is consistently the lowest of all services
*Source: Gallup Consulting
13. 13
GFFG Brand Resonates Internally
88% of New Sailors Influenced by Navy Advertising Recognition of Navy’s Brand grew an additional 25% in FY12
FY10 FY11 FY12
America’s Navy: A Global Force For Good
2010, 2011, 2012 New Sailor Survey
More New Sailors “agree strongly” Navy’s “How relevant do you think the Navy
role in the world is effectively captured brand is to you and your role in the Navy?”
35% 43% 19% 2%
Agree Strongly
Agree
Neither agree or disagree
Disagree
2012 New Sailor Survey 2012 New Sailor Survey
14. 14
How You can help share our Navy
brand
Add Navy brand to existing products (briefs,
presentations, hand-outs, etc
Brand your command websites
Pitch Navy brand as part of other communication efforts
Add brand to social media updates
All brand products are available from our Navy Recruiting
Command website (www.cnrc.navy.mil).
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15. 15
Back Up Slides
Key Navy messages…
America’s Navy is a Global Force for Good and “good” can take many forms…
Bombs on a terrorist hide-out.
Bullets to protect innocent civilians against extremists.
Bottles of water to those in need after an earthquake.
Bachelor’s degrees (advanced training and education).
All good things take GREAT people!
Our Sailors serve from the sea on the land, in ships on the water, in submarines under the
water, and fly in planes and helicopters over the water.
Why what we do is important:
About 70 percent of the Earth’s surface is covered by water.
About 80 percent of the world’s people live near the ocean.
About 90 percent of all international trade travels by sea .
We protect and defend freedom around the world, and we also offer great opportunities for a
great career here at home.
Our mission is to meet America’s threats far away, so those threats cannot harm us here.
16. 16
Back Up Slides -
Historical Context
Four different slogans since inception of the all volunteer force
Targeted to prospects ages 18-24 and focused on their “what’s in it for
me” question
Be Someone Special – 1973- 1975
Navy. It’s not just a job, it’s an adventure – 1976-1996
Let the Journey Begin – 1996-2000
Accelerate Your Life – 2001-2009
In 2009, Navy adopted a “branding” strategy
Brand is a long-term strategy, not a slogan to change with the tide
Speaks to Sailors past, present, and future
Developed through Sailor & target market feedback and focus groups
Tied to Maritime Strategy
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