This NPC Force Weekly discusses Career Development Boards, Transferability of Post 9/11 G.I. Bill benefits, NPC Data cleansing, and Armory Technician Apprenticeship.
This document provides information about Army Community Service (ACS) programs and services available at Fort Drum, including mandatory training classes. It lists contact information and summaries of programs like Army Emergency Relief, Army Family Action Plan, Army Family Team Building, Army Volunteer Corps, and more. The last section provides an index of ACS services with brief descriptions of each program.
The document is a Verification of Military Experience and Training (VMET) form for Petty Officer Third Class Cody Taylor Abrams. The VMET lists military experience, training, and demographic information retrieved from various sources to help with employment in the private sector. It can support resumes and applications but is not an official transcript. Additional military transcripts are available. The data on the form is current as of the date listed and corrections must be made through military records.
The document provides information about the Physical Evaluation Board (PEB) process, including key websites, instructions, the mission of the PEB, common misconceptions, and an overview of the Medical Evaluation Board (MEB), Informal PEB, Formal PEB, options for members found fit or unfit, and the petition for relief process.
The document is a curriculum vitae that outlines the personal and professional details of Ilham Fauzi. It includes his education history, skills and strengths, job experience working as a medic and radio operator on offshore oil rigs since 2008, and qualifications. His experience includes providing medical assistance and communications support aboard jack-up barges in the United Arab Emirates and Qatar for Gulf Marine Services.
The newsletter provides information from the Personnel Support Detachment at Guantanamo Bay, including updates on pay, personnel, transportation. It lists important Navy websites and resources. It provides the contact information for the PSD leadership and sections. It also includes the latest NAVADMINs and PPIBs with guidance, as well as information on benefits, ID cards, and leave.
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
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.
The document provides information on a Returning Warrior Workshop (RWW) event hosted in Sedona, AZ. It summarizes that MCPON West provided an emotional speech to attendees and that each warrior and family member received a certificate of appreciation. It also encourages service members who have deployed to attend future RWW events. The document then provides several updates on Navy policies and programs, including details on Reserve component personnel management and CMS/ID scheduling changes due to flooding at Naval Support Activity Mid-South.
This document provides information about Army Community Service (ACS) programs and services available at Fort Drum, including mandatory training classes. It lists contact information and summaries of programs like Army Emergency Relief, Army Family Action Plan, Army Family Team Building, Army Volunteer Corps, and more. The last section provides an index of ACS services with brief descriptions of each program.
The document is a Verification of Military Experience and Training (VMET) form for Petty Officer Third Class Cody Taylor Abrams. The VMET lists military experience, training, and demographic information retrieved from various sources to help with employment in the private sector. It can support resumes and applications but is not an official transcript. Additional military transcripts are available. The data on the form is current as of the date listed and corrections must be made through military records.
The document provides information about the Physical Evaluation Board (PEB) process, including key websites, instructions, the mission of the PEB, common misconceptions, and an overview of the Medical Evaluation Board (MEB), Informal PEB, Formal PEB, options for members found fit or unfit, and the petition for relief process.
The document is a curriculum vitae that outlines the personal and professional details of Ilham Fauzi. It includes his education history, skills and strengths, job experience working as a medic and radio operator on offshore oil rigs since 2008, and qualifications. His experience includes providing medical assistance and communications support aboard jack-up barges in the United Arab Emirates and Qatar for Gulf Marine Services.
The newsletter provides information from the Personnel Support Detachment at Guantanamo Bay, including updates on pay, personnel, transportation. It lists important Navy websites and resources. It provides the contact information for the PSD leadership and sections. It also includes the latest NAVADMINs and PPIBs with guidance, as well as information on benefits, ID cards, and leave.
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
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.
The document provides information on a Returning Warrior Workshop (RWW) event hosted in Sedona, AZ. It summarizes that MCPON West provided an emotional speech to attendees and that each warrior and family member received a certificate of appreciation. It also encourages service members who have deployed to attend future RWW events. The document then provides several updates on Navy policies and programs, including details on Reserve component personnel management and CMS/ID scheduling changes due to flooding at Naval Support Activity Mid-South.
The document provides information about credentialing opportunities for sailors separating from the Navy through the Navy Credentialing Opportunities On-Line (COOL) program. It announces that approximately 3,000 sailors selected for separation in the FY-12 Enlisted Retention Board will be granted a waiver to earn industry-recognized credentials before leaving the Navy. It outlines the eligibility requirements and process for sailors to request funding for certification exams. It also provides information about COOL resources available to help transitioning sailors translate their military training and experience to civilian credentials.
Norfolk FET Visit (PERS40 Brief) JULY 2011Glenn Mallo
This document provides an overview of the enlisted distribution and detailing process in the Navy. It discusses the PERS-40 organization, timeline for sailor negotiations and assignments, changes to the CMS-ID system, challenges in detailing, the roles of detailers and sailors, special programs, and questions for additional support. The key points are that CMS-ID negotiations now occur from 9-7 months prior to a sailor's PRD, detailers aim to make career-enhancing assignments but have various constraints, and sailors should actively apply in CMS-ID to facilitate assignment to their preferred jobs and locations.
The ICAS Course is a tactical skills assessment and screening workshop run by Hostile Control Tactics LLC to evaluate candidates for protective security detail employment. It tests proficiency in tasks like weapons handling, patrols, convoys and close quarters combat. Candidates are scored on a pass/fail system and ranked into tiers based on experience and qualifications. Successful graduates receive a recommendation to employers, including documents verifying their training, medical status and background check. HCT has the resources to conduct regular assessment courses and train protective security specialists.
This document provides information on joining the Navy Reserve, including benefits such as health insurance, education assistance, retirement, and reemployment rights. It outlines the goals and services of the Career Transition Office, which assists with seamless transitions between active and reserve duty. Contact information is provided for the Career Transition Office to facilitate the affiliation process.
The document provides guidance for Navy reservists and active duty sailors transitioning to the Navy Reserve on the affiliation process. It outlines important timelines and actions to take from 12 months before ending active service through affiliation after separation. Key steps include attending transition assistance programs, updating duty preference locations, contacting career transition offices, coordinating with Navy operational support centers, and finalizing affiliation documents.
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.
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.
This document provides information on Navy advancement policies and procedures. It details requirements like time in rate (TIR) and forms used for qualifications and evaluations. It also specifies authorities for advancement at different pay grades and responsibilities for properly administering, securing, and submitting advancement exams. Advancement eligibility is dependent on factors such as a candidate's exam score, previous exam history, awards, and commanding officer's recommendation.
The weekly report provides updates on several changes and announcements within the Navy. It summarizes that the Full-Time Support ratings of Hull Technician, Machinery Repairman, and Interior Communications have been eliminated. Sailors in these ratings can convert to other ratings or remain in their current rating if allowed by active duty manning levels. It also provides information on upcoming selection boards, college degrees increasing advancement opportunities, and training regarding the repeal of Don't Ask Don't Tell.
This document provides policy and regulations for Ministry of Defence (MOD) sponsored cadet organisations in the UK, including the Combined Cadet Force (CCF), Sea Cadet Corps, Army Cadet Force, and Air Training Corps. It outlines the history, purpose, organisation and chain of command of the cadet forces. It also defines key terms, lists abbreviations, and references other publications relevant to cadet force policy and regulations.
The Central Service department at Jewish Hospital in Louisville, Kentucky has implemented a strong focus on certification and professional development for its technicians. As of now, 27 technicians hold the CRCST certification, 14 the CIS certification, and 9 the CHL certification. Impressively, 8 technicians have obtained all three certifications, known as the "Triple Crown". This focus on certification has led to improved quality, decreased errors, increased competency among staff, and opportunities for career advancement within the department. The department employs strategies like a certification training matrix and leadership program to continually promote education and professional growth among technicians.
The document outlines changes to the Overseas Contingency Operation Support Assignment (OSA) program that aim to preserve desirable elements and mitigate unintended consequences of the Global Sailor program. Key changes include enlisted sailors selecting OSA interest 2-3 months before detailing to be sourced in real-time by OSA detailers, eliminating PCS orders for OSA with sailors administratively attached to their parent command, and providing post-OSA choice of coast detailing while exempting sailors from involuntary assignment for 3 years. The changes reduce administrative burdens, increase flexibility, and provide stronger family and command support for sailors participating in OSA.
1) The document outlines the process for Sailors to volunteer for Overseas Contingency Operations Support Assignments (OSA), which involves deploying in support of overseas operations.
2) Eligible Sailors must indicate their interest in an OSA 9-12 months before their scheduled rotation date and meet screening requirements like security clearance and medical checks.
3) Sailors selected for an OSA will receive temporary additional duty orders and have their rotation date adjusted, then return to their parent command for 60 days before executing follow-on permanent change of station orders.
The document discusses the responsibilities of career counselors in advising sailors who are transitioning from individual augmentee (IA) assignments back to their parent commands or to new assignments. It notes that counselors in theater face challenges like lack of access to command reports, limited computer access, and time zone differences. Counselors are advised to conduct counseling, discuss exam requirements and quotas, and ensure sailors are qualified to return to fleet duty. Short notice mission cancellations are impacting sailors' transition plans. Counselors should properly complete checklists and maintain open communication with sailors.
VADM Debbink and the MCPON attended the CNO Shore Sailor of the Year ceremony where CE1 Leonardo Calderon was selected. They feel the Navy is in good hands with Sailors like these leading. FORCM(SS) Johnny Walker retired after 30 years of service. The MCPON guidance on CPO-365 and Brilliant on the Basics should be distributed to all Sailors and discussed. The Navy Performance Evaluation Instruction was updated with changes to things like promotion recommendations, PFA documentation, and new billet subcategories.
his Power Point is part of an Enlisted Advancement Program training series for US Navy Corpsman rating provided by Naval Medical Center Portsmouth Virginia
Naval Medical Center Portsmouth is a military treatment facility serving active duty service members, their dependents and retirees in the Hampton Roads community of southeastern Virginia and northeastern North Carolina.
The document provides updates on several Navy Reserve programs and personnel. It announces that AWF1 James Henson has been selected as the 2010 Navy Reserve Sailor of the Year. It also recognizes PS1 Lynne Lutz for receiving the 2010 GEICO Military Service Award and provides information on sexual assault awareness resources and Transition Assistance Program virtual learning opportunities.
This document summarizes the responsibilities and guidelines for Navy medical personnel readiness and deployment. It outlines that BUMED provides command and control of Navy medical forces prior to obligating personnel to operating forces. It also describes the different readiness categories for Expeditionary Medical Facilities and Hospital Ships in the Medical Fleet Response Plan.
ITIJ review: interview of Cai Glushak, international medical director of AXA ...AXA Partners
The document discusses the importance of accurate planning and coordination between medical assistance companies and air ambulance providers when arranging medical evacuations. It describes a scenario where a lack of proper communication between the organizations led to delays in transporting a critically ill patient, and ultimately his death. Effective partnerships require air ambulance providers to carefully vet their capabilities and limitations to avoid giving unrealistic estimates of availability and ability to transport patients. Miscommunication of restrictions or scheduling issues can have serious clinical and legal consequences.
The document provides information about credentialing opportunities for sailors separating from the Navy through the Navy Credentialing Opportunities On-Line (COOL) program. It announces that approximately 3,000 sailors selected for separation in the FY-12 Enlisted Retention Board will be granted a waiver to earn industry-recognized credentials before leaving the Navy. It outlines the eligibility requirements and process for sailors to request funding for certification exams. It also provides information about COOL resources available to help transitioning sailors translate their military training and experience to civilian credentials.
Norfolk FET Visit (PERS40 Brief) JULY 2011Glenn Mallo
This document provides an overview of the enlisted distribution and detailing process in the Navy. It discusses the PERS-40 organization, timeline for sailor negotiations and assignments, changes to the CMS-ID system, challenges in detailing, the roles of detailers and sailors, special programs, and questions for additional support. The key points are that CMS-ID negotiations now occur from 9-7 months prior to a sailor's PRD, detailers aim to make career-enhancing assignments but have various constraints, and sailors should actively apply in CMS-ID to facilitate assignment to their preferred jobs and locations.
The ICAS Course is a tactical skills assessment and screening workshop run by Hostile Control Tactics LLC to evaluate candidates for protective security detail employment. It tests proficiency in tasks like weapons handling, patrols, convoys and close quarters combat. Candidates are scored on a pass/fail system and ranked into tiers based on experience and qualifications. Successful graduates receive a recommendation to employers, including documents verifying their training, medical status and background check. HCT has the resources to conduct regular assessment courses and train protective security specialists.
This document provides information on joining the Navy Reserve, including benefits such as health insurance, education assistance, retirement, and reemployment rights. It outlines the goals and services of the Career Transition Office, which assists with seamless transitions between active and reserve duty. Contact information is provided for the Career Transition Office to facilitate the affiliation process.
The document provides guidance for Navy reservists and active duty sailors transitioning to the Navy Reserve on the affiliation process. It outlines important timelines and actions to take from 12 months before ending active service through affiliation after separation. Key steps include attending transition assistance programs, updating duty preference locations, contacting career transition offices, coordinating with Navy operational support centers, and finalizing affiliation documents.
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.
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.
This document provides information on Navy advancement policies and procedures. It details requirements like time in rate (TIR) and forms used for qualifications and evaluations. It also specifies authorities for advancement at different pay grades and responsibilities for properly administering, securing, and submitting advancement exams. Advancement eligibility is dependent on factors such as a candidate's exam score, previous exam history, awards, and commanding officer's recommendation.
The weekly report provides updates on several changes and announcements within the Navy. It summarizes that the Full-Time Support ratings of Hull Technician, Machinery Repairman, and Interior Communications have been eliminated. Sailors in these ratings can convert to other ratings or remain in their current rating if allowed by active duty manning levels. It also provides information on upcoming selection boards, college degrees increasing advancement opportunities, and training regarding the repeal of Don't Ask Don't Tell.
This document provides policy and regulations for Ministry of Defence (MOD) sponsored cadet organisations in the UK, including the Combined Cadet Force (CCF), Sea Cadet Corps, Army Cadet Force, and Air Training Corps. It outlines the history, purpose, organisation and chain of command of the cadet forces. It also defines key terms, lists abbreviations, and references other publications relevant to cadet force policy and regulations.
The Central Service department at Jewish Hospital in Louisville, Kentucky has implemented a strong focus on certification and professional development for its technicians. As of now, 27 technicians hold the CRCST certification, 14 the CIS certification, and 9 the CHL certification. Impressively, 8 technicians have obtained all three certifications, known as the "Triple Crown". This focus on certification has led to improved quality, decreased errors, increased competency among staff, and opportunities for career advancement within the department. The department employs strategies like a certification training matrix and leadership program to continually promote education and professional growth among technicians.
The document outlines changes to the Overseas Contingency Operation Support Assignment (OSA) program that aim to preserve desirable elements and mitigate unintended consequences of the Global Sailor program. Key changes include enlisted sailors selecting OSA interest 2-3 months before detailing to be sourced in real-time by OSA detailers, eliminating PCS orders for OSA with sailors administratively attached to their parent command, and providing post-OSA choice of coast detailing while exempting sailors from involuntary assignment for 3 years. The changes reduce administrative burdens, increase flexibility, and provide stronger family and command support for sailors participating in OSA.
1) The document outlines the process for Sailors to volunteer for Overseas Contingency Operations Support Assignments (OSA), which involves deploying in support of overseas operations.
2) Eligible Sailors must indicate their interest in an OSA 9-12 months before their scheduled rotation date and meet screening requirements like security clearance and medical checks.
3) Sailors selected for an OSA will receive temporary additional duty orders and have their rotation date adjusted, then return to their parent command for 60 days before executing follow-on permanent change of station orders.
The document discusses the responsibilities of career counselors in advising sailors who are transitioning from individual augmentee (IA) assignments back to their parent commands or to new assignments. It notes that counselors in theater face challenges like lack of access to command reports, limited computer access, and time zone differences. Counselors are advised to conduct counseling, discuss exam requirements and quotas, and ensure sailors are qualified to return to fleet duty. Short notice mission cancellations are impacting sailors' transition plans. Counselors should properly complete checklists and maintain open communication with sailors.
VADM Debbink and the MCPON attended the CNO Shore Sailor of the Year ceremony where CE1 Leonardo Calderon was selected. They feel the Navy is in good hands with Sailors like these leading. FORCM(SS) Johnny Walker retired after 30 years of service. The MCPON guidance on CPO-365 and Brilliant on the Basics should be distributed to all Sailors and discussed. The Navy Performance Evaluation Instruction was updated with changes to things like promotion recommendations, PFA documentation, and new billet subcategories.
his Power Point is part of an Enlisted Advancement Program training series for US Navy Corpsman rating provided by Naval Medical Center Portsmouth Virginia
Naval Medical Center Portsmouth is a military treatment facility serving active duty service members, their dependents and retirees in the Hampton Roads community of southeastern Virginia and northeastern North Carolina.
The document provides updates on several Navy Reserve programs and personnel. It announces that AWF1 James Henson has been selected as the 2010 Navy Reserve Sailor of the Year. It also recognizes PS1 Lynne Lutz for receiving the 2010 GEICO Military Service Award and provides information on sexual assault awareness resources and Transition Assistance Program virtual learning opportunities.
This document summarizes the responsibilities and guidelines for Navy medical personnel readiness and deployment. It outlines that BUMED provides command and control of Navy medical forces prior to obligating personnel to operating forces. It also describes the different readiness categories for Expeditionary Medical Facilities and Hospital Ships in the Medical Fleet Response Plan.
ITIJ review: interview of Cai Glushak, international medical director of AXA ...AXA Partners
The document discusses the importance of accurate planning and coordination between medical assistance companies and air ambulance providers when arranging medical evacuations. It describes a scenario where a lack of proper communication between the organizations led to delays in transporting a critically ill patient, and ultimately his death. Effective partnerships require air ambulance providers to carefully vet their capabilities and limitations to avoid giving unrealistic estimates of availability and ability to transport patients. Miscommunication of restrictions or scheduling issues can have serious clinical and legal consequences.
Este documento discute las teorías implícitas de los docentes sobre el aprendizaje. Identifica cuatro teorías principales - directa, interpretativa, constructivista y posmoderna - con características diferentes sobre cómo ocurre el aprendizaje. Las teorías implícitas influyen en la práctica docente y predominan la teoría directa, interpretativa y constructivista en docentes en formación y servicio. Es importante promover un cambio conceptual hacia teorías que consideren al aprendiz como activo y al aprendizaje como un proceso de transform
Amber Dupree is seeking a position in the legal field with her criminal justice degree. She has 10 years of customer service experience as a waitress, hostess, and manager at Cheeburger Cheeburger. More recently, she worked as a dental technician using 3D imaging and scanning. Dupree has classroom experience analyzing crime scenes and fingerprint evidence through college, along with honors including being on the President's List at Virginia College where she earned her criminal justice associates degree.
Remineralização a partir de dessensibilizantes Bioativos dentinários experime...Gabriel Abuná
Este documento agradece a contribuição de vários pesquisadores de diferentes instituições para um estudo. Ele lista os termos e abreviações usados no estudo, como TA para tubulos abertos e MR para matriz resínosa. Ele também lista duas referências bibliográficas relevantes para o tema.
Este documento proporciona instrucciones sobre cómo formatar un documento de Microsoft Word, incluyendo cómo aplicar negrita, cursiva o subrayado a texto, agregar bordes de página, encabezados y pies de página, cambiar la orientación de la página, seleccionar tipos y tamaños de letra, y deshacer cambios.
This document is a membership application form for the Broadway-Flushing Homeowners Association. It requests the applicant's contact information, whether they are a new or renewing member, and payment of $10 annual dues. It also has a section for applicants to list any special skills or qualifications they have that could help promote the association's work.
La loa era una introducción común en el teatro antiguo que usaba instrumentación musical al principio y final para ambientar la obra. A lo largo de los siglos XV y XVII, la loa evolucionó y se usó cada vez más en presentaciones musicalizadas como las de compañías palaciegas, sacramentadas y zarzuelizadas. Un ejemplo muestra una loa humilde que pretende alabar algo pequeño como un arroyo en el mar.
8th icccia artquest bethlehem steel proposalHolly Kelly
The document provides information about a proposed conference titled "Foundry +, Investigations in Contemporary Art" to be held at the Bethlehem Steel site in Bethlehem, Pennsylvania. The conference would explore collaboration and experimentation in metal casting processes and create opportunities for artists to collaborate. It details conference leadership, themes, potential workshops on glassworking and an introduction to casting for students. It also provides information on the conference location at the historic Bethlehem Steel site, now a cultural center, as well as nearby exhibition spaces, colleges, hotels, and points of interest.
Mike is a results-oriented client executive with expertise in strategic direction, client advocacy, and managing complex client relationships. He ensures open communication and analyzes upcoming changes to keep clients informed. Under Mike's leadership, two major stakeholders successfully migrated platforms. He also seamlessly managed a corporate merger transition ahead of schedule and under budget without client loss. Mike is solution-oriented and respected by customers for his insights, organization, and ability to communicate at all levels.
El documento describe la clasificación de los seres vivos en cinco reinos propuesta por Margulis y Schwartz en 1985. Los cinco reinos son: Monera (bacterias y cianobacterias), Protista (protozoos y algas unicelulares), Fungi (hongos), Plantae (plantas) y Animalia (animales). Cada reino se define según el tipo de células, agrupación celular y forma de alimentación.
Enciclopedia Nivel Primaria 3º y 4º Grado
¿Qué es el producto?: Paquete multimedia con 10 CD ROM
¿A quién va dirigido? Maestros y alumnos de 3º y 4º de primaria.
¿Qué actividades contiene? Videos, actividades interactivas, relaciones, cuestionarios
¿Qué requiere? Computadora con Windows XP, 7 y 8 de 32 y 64 bits, resolución de 800 * 600, CD-ROM y bocinas
¿Cómo se usa?: El producto está diseñado para ser utilizado con una computadora con Sistema Operativo Windows, puede ser proyectado con cañón o pizarrón interactivo.
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.
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.
The document summarizes several changes and updates from the Navy Personnel Command. The Perform to Serve system for reenlistment will now consider additional factors like PRIMS data, warfare qualifications, and misconduct history. Sailors are encouraged to ensure their eligibility data is correct and to list secondary rating options to improve their chances of retaining. Service members are also reminded to keep their DEERS and Page 2 beneficiary information updated after life changes to maintain benefits. Leave accrual limits were extended until 2013 and selective reenlistment bonus approvals must match exactly to date and term to receive full entitlement.
The document summarizes several changes and updates from the Navy Personnel Command. The Perform to Serve system for reenlistment will now consider additional factors like PRIMS data, warfare qualifications, and misconduct history. Sailors are encouraged to ensure their eligibility data is correct and to list secondary rating options to improve their chances of retaining. Additionally, not updating life events in DEERS can cause benefits issues, and temporary leave accrual and carryover limits have been extended through 2013. Commands must also ensure Sailors reenlist on the exact approved date and term for any Selective Reenlistment Bonus to be paid correctly.
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.
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.
The document provides updates on several Navy personnel matters. It announces that the deadline to submit letters to the board for E7 selection has been moved to April 25th for reserve boards and May 31st for active boards. It also notes that Navy personnel records now allow sailors to designate death benefit recipients in 10% increments to multiple beneficiaries. Sailors are instructed to verify their beneficiary designations are correct. Additionally, the document outlines a new Early Career Transition Program that allows active or full-time support sailors to transition to reserve status up to 15 months before their end of contract date.
This weekly report from the FORCM provides Navy reservists with updates on policies and resources. It informs that inactive reservists may be eligible for involuntary separation pay to assist with their transition to civilian life. It also highlights an online veterans job bank that connects separating sailors with employers seeking candidates with military experience. The report provides information on training opportunities through the Center for Personal and Professional Development for reservists.
This document provides a summary of various Navy personnel issues and policy changes in 3 sentences or less:
The document summarizes issues affecting Sailors such as the implementation of the repeal of Don't Ask Don't Tell and the effects of the continuing resolution on PCS orders. It encourages Sailors to stay informed by visiting the NPC website for the latest information. Sailors are also reminded to ensure their security clearances and important paperwork like beneficiaries are up to date, as these can impact career opportunities and protections for families.
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.
The document provides updates on various Navy programs and policies in a 3 page newsletter format. Key updates include the launch of a new Navy installations command website, reminders about validating PRIMS data and transferring Post-9/11 GI Bill benefits, the upcoming implementation of E-Leave to streamline leave requests, the importance of safeguarding personally identifiable information, and new general military training policies. Sailors are encouraged to get sponsorships arranged for permanent change of station moves and provide feedback on programs like United Through Reading.
This document provides updates on various Navy policies and programs. It begins by congratulating newly selected Master Chief Petty Officers and discussing the Chief Petty Officer anniversary celebration. It then provides brief highlights on topics such as validating PRIMS data, Post-9/11 GI Bill transferability, the new E-Leave system, safeguarding personally identifiable information, close proximity move policy, general military training requirements, and the importance of command sponsorship and indoctrination programs during PCS season. Links are provided for additional details on many of these topics.
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.
Norfolk FET Visit (PERS4013 Brief) JULY 2011Glenn Mallo
- PERS-4013 manages enlisted distribution and placement to ensure personnel readiness for the Navy. It was previously known as EPMAC and merged with NPC Pers-40 in 2006.
- PERS-4013 loads priority requisitions from Manning Control Authorities onto the CMS/ID system to match Sailors with billet requirements while considering Sailor preferences.
- CMS/ID aims to give Sailors visibility and involvement in their career assignments while supporting personnel readiness through a monthly matching cycle between available Sailors and high priority billets.
1) Sailors will not receive back pay for Special Duty Assignment Pay (SDAP) or other pay entitlements unless a formal complaint was made at the time of improper payment.
2) Transition assistance resources are available for Sailors separating from the Navy, including those not retained by the FY12 Enlisted Retention Board.
3) January 13th is the deadline for commands to submit operational waiver requests for Sailors not retained but whose separation would harm mission readiness.
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.
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.
The NPC FORCM weekly provides information on orders, overseas contingency operations assignments, changes to E5 promotion recommendations, detailer roles, and opportunities at the Naval Consolidated Brig in Miramar. It announces that orders are being released through March but may come 30-60 days prior to scheduled moves. It outlines application processes for overseas contingency operation assignments. It details recent changes to E5 promotion recommendation limits. It explains what detailers can and cannot do in assigning Sailors, such as coordinating spouse collocations or changing manning requirements. It promotes openings at the brig in Miramar, California.
The NPC FORCM weekly provides information on orders, overseas contingency operations assignments, changes to E5 promotion recommendations, detailer roles, and a call for sailors to join the Naval Consolidated Brig in San Diego. NPC is releasing orders through March but there may be delays. Sailors can apply for overseas contingency operation assignments 9-12 months before their PRD. The rules for E5 promotion recommendations have changed to keep early promotion limits at 20% but increase the combined early and must promote limits to 60%. The weekly outlines what detailers can and cannot do in their role of advising sailors. It encourages sailors to consider joining the brig in San Diego for a unique shore tour.
The document provides instructions for requesting a retirement letter from the Master Chief Petty Officer of the Navy (MCPON). It notes to allow 8 weeks for processing and delivery and to ensure all submitted information such as the retiree's name, rank, retirement date and requestor's contact details are correct and in the specified format.
This NPC Force weekly discusses:
- NPC's New "How Do I" Link
- Reserve To Active Component
- BOL Has Added More Links
- Review Records With New Personnel
This NPC Force Weekly discusses cyber security upgrades, critical paperwork, the availability of the Kuder journey on Navy college site, and a quality of life in port quick poll.
The summary provides updates on pay and bonuses, advancements, and education following the government shutdown:
1) Pay, bonuses, and other payments owed will be paid soon now that a bill has passed to fund the military. Sailors should check for direct deposits and contact officials if owed payments are not received.
2) Submission of reenlistment bonus requests can continue but requests in October will be moved to November, except for sailors meeting certain exceptions.
3) Navy advancement results are not expected to be delayed and the Navy College Office and Virtual Education Center remain open, but tuition assistance and testing are on hold until the budget passes.
This NPC Force Weekly discusses an update to the Career Waypoint user guide, eval changes, NFAAS update deadline fast approaching, PRT policy changes, and BOL Access will be CAC only starting 21 September.
This NPC Force Weekly discusses the SDAP deadline, changes to the Petty Officer Selectee Leadership Course, provides an update on PASS Transfer, and provides the PACT Quotas for August.
This document outlines the 18 month detailing countdown process for Navy sailors, providing guidance on tasks to complete each month leading up to their Projected Rotation Date (PRD). Sailors are instructed to update their profile, verify personnel information, submit duty preferences and special requests, and apply for jobs on the Career Management System-Interactive Detailing (CMS-ID) platform. If required, sailors also initiate the reenlistment approval process through the Career Waypoints system. The goal is for sailors to have orders negotiated by 6 months prior to their PRD.
The Reserve FORCE Master Chief discusses transitioning between active and reserve duty components being made easier due to the work of Reserve Sailors and Leaders. Two Reserve Sailors, PSSN Abel O Mboo and EN3 Dina A. Ibarra, are highlighted for their work and invited to attend a luncheon with the Redskins football team. Important dates are provided, including the Force Master Chief change of office on October 18, 2013 at the Navy Memorial in Washington D.C.
This NPC Force weekly discusses how Fleet Engagement Teams are set to hit the fleet and makes a call to support the Coalition of Sailors Against Destructive Decisions (CSADD).
This document summarizes the challenges facing first class petty officers who are awaiting the results to see if they will be selected as chief petty officers. It discusses how both those selected and not selected will face challenges, but should maintain a positive attitude. It also provides brief updates on activities of Navy reserve sailors and announces the upcoming change of office for the Force Master Chief of the Navy Reserve.
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.
This NPC Force Weekly discusses the posting of the FY-14 active duty Senior Chief results, the changing of NPC customer service center e-mail addresses, the release of Chief quotas, and an update to the CMS/ID application phase.
The weekly newsletter from the Navy Personnel Command Force Master Chief provides information on career progression, community management, personnel matters, and general updates. It includes highlights of important dates in naval history for the week, a quote, instructions on entering awards into personnel records, information on a mandatory sexual assault prevention training, and a retirement request checklist for command career counselors.
Secretary of the Navy Mabus and Chief of Naval Operations Greenert visited with Sailors and Marines in Afghanistan and aboard ships to discuss security efforts and thank them for their service. The Peleliu Amphibious Ready Group completed an eight-month deployment visiting ports in several countries. The USS Kearsarge arrived in Israel for a port visit while embarked Marines from the 26th MEU. The Military Sealift Command received the first Mobile Landing Platform, USNS Montford Point.
The MCPON asks Chief Petty Officers to help prevent sexual assault in the Navy by talking to at least one sailor per week about prevention. He wants each sailor to then commit to discussing prevention with one of their shipmates, to spread the message throughout the fleet. The excerpt is included to get the word out that sexual assault will not be tolerated. It asks everyone to work together to stamp out this issue.
1. NPC FORCM WEEKLY
18 - 22 March 2013
Career progression, community management, personnel matters, and general information from the desk of
the Navy Personnel Command Force Master Chief, FORCM(SW/AW/EXW) Leland E. Moore
CAREER DEVELOPMENT BOARDS ARE CRITICAL TO SUCCESS
Along with honest performance documentation in evals, the CDB is key in two-way communication with
Sailors. A CDB provides Sailors the opportunity to discuss their career progression, the health of their
rating, and their short and long-term goals for the future. When CDBs are properly conducted, they are
documented in the Career Information Management System on NSIPS and stays with the Sailor even when
they go from one command to a new one. CDBs provide enlisted Sailors the opportunity for optimal
development of their professional skills, both military and technical, This is a key tool in unit readiness, job
satisfaction and ultimately the retention and advancement of our Sailors.
TRANSFERABILITY OF POST 9/11 GI BILL-WHAT SAILORS NEED TO KNOW
We have seen an increase in questions regarding the transferability of Post 9/11 GI bill to dependents.
Transferring benefits to your dependents may incur additional service obligation. Members who enlisted
before 8/1/89 require no extra obligation. Those who enlisted between 8/2/89 and 8/1/90 owe a 1 year
obligation. Those who enlisted between 8/2/90 and 8/1/91 owe a 2 year obligation. Those enlisted
between 8/2/91 and 8/1/92 owe a 3 year obligation. Anyone that enlisted after 8/2/92 owes a 4 year
obligation. Effective 1 Aug 13, EVERYONE is going to have to commit to the additional four years. Sailor's
obligation requirement must be reflected in their (ESR) or the request will be rejected until corrected. If
they reenlist, they have a 30 day grace period to get their requests submitted. There are no extensions
granted for the purpose of transferability, so it's imperative that they submit their request in a timely
fashion. Before they can apply they must have at least 6 years of active duty and be able to commit to an
additional 4 years. If a member falls in the date categories above, they must still obligate for the specific
amount of time. Requests submitted by members with an approved fleet reserve/retirement date will be
rejected if they cannot complete the required obligation. More information can be found at:
http://www.public.navy.mil/bupers-npc/career/education/GIBill/Pages/default.aspx
NPC DATA CLEANSING TEAM STEPPING UP EFFORTS
The PERS-33 Data Cleansing Team will be contacting Sailors with discrepant information in OPINS, NES, or
their OMPF, and advise them to provide specific documentation necessary to make required corrections to
their records and their data. As a member of your command's leadership, you may become aware of the
Data Cleansing Team or you may receive emails from members of the Data Cleansing Team as they
attempt to contact Sailors. Sailors are being directed to use their Administrative or Personnel Offices to
create "certified to be true copy" copies (Admin/Pers must sight original documents) and scan and email
those documents to the Data Cleansing Team. The Date of Initial Entry into Military Service (DIEMS) is one
of the data elements the Data Cleansing Team is currently pursuing a 100% validation of. DIEMS is the
date a member was first enlisted, appointed, or inducted into the Armed Forces. This applies to cadets at
Service Academies, students participating in ROTC scholarship programs, students in the Uniformed
Services University of the Health Sciences program, participants in the Armed Forces Health Professions
Scholarship program, officer candidates attending Officer Training School, and members in the Delayed
Entry Program (DEP). The member's DIEMS and applicable retirement plan is recorded on the LES;
members with discrepant DIEMS info on their LES should contact their Personnel Office. Specific
information on how DIEMS applies to retirement pay can be found at
http://militarypay.defense.gov/retirement/ or
http://www.public.navy.mil/bupers-npc/career/payandbenefits/Documents/NAVYPAYANDBENEFITSGUID
EFINAL01JUL10.pdf
ARMORY TECHNICIAN APPRENTICESHIP TRADE ADDED TO USMAP
NAVADMIN 064/13 announced the availability of an Armory Technician Apprenticeship trade offered
through USMAP. Sailors responsible for the safety and security of weapons, ammunition and explosives in
addition to basic maintenance, storage, inventory, issue, receive and maintenance records on assigned
arms, can earn a certification as an armory technician upon completion of the armory technician
apprenticeship trade.