A. Post 9-11 GI Bill Transferability:
1. You CANNOT TRANSFER unless you REENLIST another 4 years and have minimum of 6 years. This does not exempt anyone who already on their 14 years - they also must reenlist until their RETIREMENT eligible (i.e. 20) 2. Yellow Ribbon is not available to active duty & spouse.
3. Your MGIB $600 Kicker is NOT transferable.
4. You MUST apply to TRANSFER your P911-GIB while on ACTIVE DUTY.
5. You must meet all the OBLISERVE requirements by 1 August.
6. Your Transfer application will be DENIED if Reenlistment requirement is not posted. No more page 13.
7. Dependents must be on DEERS.
8. Remember: Post 911 GI Bill is a RETENTION TOOL (Must Reenlist or OBLIGATE to TRANSFER).
9. Remember, before you RETIRE, APPLY to TRANSFER while on Active Duty.
10. Go to https://www.dmdc.osd.mil/milconnect/ to transfer your benefits.
*** BEFORE you ask more questions PLEASE read this NPC Link on Post 911 GI Bill: http://www.public.navy.mil/bupers-npc/career/education/gibill/Pages/default.aspx **** Read the FAQ & other information at least to clarify.
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.
Planning Your Dreams: Financial Planning to Secure Your Career and Retirement...ERAUWebinars
This is from a webinar presented by Embry-Riddle Aeronautical University-Worldwide called “Planning Your Dreams: Financial Planning to Secure Your Career and Retirement Goals." The presenters are Dr. Mark Bellnap and members of the ERAU-Worldwide Student Services staff.
St Louis University-GI Bill Basic TrainingSLATEMCC-Vets
The document provides an overview of the major GI Bill education programs, including the Post-9/11 GI Bill. It discusses eligibility requirements, benefit amounts, and expiration dates for each program. It also outlines Saint Louis University's procedures for certifying student enrollment and receiving payments from the VA under different GI Bill chapters, with a focus on the Post-9/11 GI Bill and Vocational Rehabilitation programs.
The document summarizes recent changes and policies regarding the Post-9/11 GI Bill. Key points include:
- Eligibility is now based on aggregate active duty service time of 90 days or more beginning after 9/11. Benefits scale based on time served.
- Tuition and fees are now covered in full for public schools or capped at $17,500/year for private schools. Housing allowances also provided.
- Benefits can now be transferred to dependents if the service member commits to further service time, ranging from 4-10 years depending on time already served. Dependents have 15 years to use benefits.
- The Navy has additional policies for transferability, including requiring reenlistment
The document summarizes recent changes and lessons learned regarding the Post-9/11 GI Bill transferability policy. Key points include:
- Service members must now serve at least 6 years to transfer benefits and agree to 4 additional years of service. Interim provisions apply for retirement-eligible members.
- Dependents can use transferred benefits only after the service member has completed 10 years of service. There is a 15-year limitation and age restrictions for dependents.
- The Navy's transferability policy specifies additional requirements for enlisted members, officers, and reservists. Waivers require CNO approval.
- Common mistakes include failing to verify applications and not understanding that the service obligation starts when transferability is approved, not
The document provides information about the timeline and process for implementing the Post-9/11 GI Bill education benefits program after its introduction in August 2009. It discusses how the VA began by processing applications and certifications in May 2009, then started accepting enrollment information from schools in July 2009 and making its first tuition and fee payments to schools and benefits payments to students in August 2009. It also provides an overview of the eligibility requirements and types of benefits available under the Post-9/11 GI Bill.
1. The Legalman rating now requires associates degrees in paralegal studies, with courses taken during normal work hours and funded outside the TA program.
2. The Navy TA funding has been reduced by 20% for FY11, and there will be a focus on education plans, course completions, and funding courses toward degree requirements.
3. The Post-9/11 GI Bill provides education benefits to veterans and service members, including tuition, fees, books, housing allowance, and more. Eligibility is based on aggregate active duty service time.
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.
Planning Your Dreams: Financial Planning to Secure Your Career and Retirement...ERAUWebinars
This is from a webinar presented by Embry-Riddle Aeronautical University-Worldwide called “Planning Your Dreams: Financial Planning to Secure Your Career and Retirement Goals." The presenters are Dr. Mark Bellnap and members of the ERAU-Worldwide Student Services staff.
St Louis University-GI Bill Basic TrainingSLATEMCC-Vets
The document provides an overview of the major GI Bill education programs, including the Post-9/11 GI Bill. It discusses eligibility requirements, benefit amounts, and expiration dates for each program. It also outlines Saint Louis University's procedures for certifying student enrollment and receiving payments from the VA under different GI Bill chapters, with a focus on the Post-9/11 GI Bill and Vocational Rehabilitation programs.
The document summarizes recent changes and policies regarding the Post-9/11 GI Bill. Key points include:
- Eligibility is now based on aggregate active duty service time of 90 days or more beginning after 9/11. Benefits scale based on time served.
- Tuition and fees are now covered in full for public schools or capped at $17,500/year for private schools. Housing allowances also provided.
- Benefits can now be transferred to dependents if the service member commits to further service time, ranging from 4-10 years depending on time already served. Dependents have 15 years to use benefits.
- The Navy has additional policies for transferability, including requiring reenlistment
The document summarizes recent changes and lessons learned regarding the Post-9/11 GI Bill transferability policy. Key points include:
- Service members must now serve at least 6 years to transfer benefits and agree to 4 additional years of service. Interim provisions apply for retirement-eligible members.
- Dependents can use transferred benefits only after the service member has completed 10 years of service. There is a 15-year limitation and age restrictions for dependents.
- The Navy's transferability policy specifies additional requirements for enlisted members, officers, and reservists. Waivers require CNO approval.
- Common mistakes include failing to verify applications and not understanding that the service obligation starts when transferability is approved, not
The document provides information about the timeline and process for implementing the Post-9/11 GI Bill education benefits program after its introduction in August 2009. It discusses how the VA began by processing applications and certifications in May 2009, then started accepting enrollment information from schools in July 2009 and making its first tuition and fee payments to schools and benefits payments to students in August 2009. It also provides an overview of the eligibility requirements and types of benefits available under the Post-9/11 GI Bill.
1. The Legalman rating now requires associates degrees in paralegal studies, with courses taken during normal work hours and funded outside the TA program.
2. The Navy TA funding has been reduced by 20% for FY11, and there will be a focus on education plans, course completions, and funding courses toward degree requirements.
3. The Post-9/11 GI Bill provides education benefits to veterans and service members, including tuition, fees, books, housing allowance, and more. Eligibility is based on aggregate active duty service time.
The document provides an overview of financial aid at Columbus Technical College, including the types of aid available, requirements for aid programs, and policies regarding satisfactory academic progress. It discusses grants like Pell, HOPE, and Zell Miller as well as loans, work study, and how to check aid status online. It emphasizes that students must maintain a 2.0 GPA, 66.67% completion rate, and not exceed 150% of the normal time to complete their program in order to remain eligible for aid. Students who do not meet progress standards will be placed on warning or probation and risk losing future aid eligibility.
VET FEE-HELP is a Commonwealth Government loan program that assists eligible students pay for higher-level VET qualifications like diplomas and advanced diplomas. Students can use the loan to pay all, some, or none of their tuition fees. To qualify, students must be an Australian citizen or permanent resident, not have exceeded the lifetime loan limit of $97,728, and have a valid tax file number. There is a 20% loan fee applied on top of tuition fees. Repayments are made through taxes once income reaches $53,345 and are calculated at a rate between 4-8% of income. Census dates are important deadlines to withdraw without incurring debt.
VET FEE-HELP is a Commonwealth Government loan program that assists eligible students pay for higher-level VET qualifications like diplomas and advanced diplomas. Students can use the loan to pay all, some, or none of their tuition fees. To qualify, students must be an Australian citizen or permanent resident, not have exceeded the lifetime loan limit of $97,728, and have a valid tax file number. Loans are repaid through the tax system once a student's income reaches $53,345 per year. Census dates determine the last day students can withdraw without incurring a loan debt.
The document provides an overview of education and incentive programs available to National Guard members, including the ARNG Tuition Assistance program, Montgomery GI Bill, and MGIB Kicker incentive program. It describes eligibility requirements and benefits for each program, such as tuition and fee coverage, monthly payment rates, and usage restrictions. Requirements for the higher MGIB Kicker rate for officer candidates and SMP cadets are also outlined.
This document provides information about salary deductions and monetary benefits for public school teachers in the Philippines. It discusses mandatory salary deductions including GSIS, HDMF, PhilHealth, and tax withholdings. It also outlines several monetary benefits teachers receive such as uniforms/clothing allowance, mid-year bonus, year-end bonus and cash gift, and productivity incentive. Sample computations are provided to demonstrate how deductions are calculated from a teacher's monthly and annual salary.
This document summarizes the key details about education loans provided by banks in India. It covers topics like expenses covered by education loans, eligible loan amounts, repayment terms, interest rates and concessions, tax benefits, required documents, consequences of defaulting, advantages and disadvantages of education loans, and how loan terms differ between banks. The document provides information to help students understand and apply for education loans to fund their higher education goals.
The document provides information about US military education benefits, including the Montgomery GI Bill (MGIB), Post-9/11 GI Bill, and transferring education benefits to dependents. It summarizes eligibility requirements, monthly payment rates, and application processes for each program. Contact information is also included for inquires about Navy and Marine Corps education benefit programs.
The document provides an overview of the Post-9/11 GI Bill (Chapter 33) benefits program. It outlines eligibility requirements, types of benefits available including tuition and fees, housing allowances, and stipends. It describes how benefits are calculated based on rate of pursuit and covers application procedures. Key aspects of the program addressed are elections between education programs, yellow ribbon agreements, and transfer of entitlement options.
The document summarizes the Post-9/11 Veterans Educational Assistance Act of 2008 (Post-9/11 GI Bill). It outlines the eligibility criteria, benefit payments including tuition/fees, housing allowance and book stipend, and the Yellow Ribbon Program for additional tuition assistance. It also discusses VA's strategy to implement the act through term hiring and IT modifications, as well as approaches for overpayment collection and claims processing.
The document provides an overview of financial aid at Embry-Riddle Aeronautical University Worldwide, including the different types of aid available, how to apply, maintaining satisfactory academic progress, accepting and declining awards, refund processes, and enrollment status requirements. Key details covered include the application process, forms required, citizenship documentation accepted, how awards are calculated and disbursed, and contact information.
The Next Generation ACO Model team hosted an open door forum on Tuesday, February 28, 2017. During this open door forum Model team members provided a deep dive presentation examining details of financial aspects relating to the model.
- - -
CMS Innovation Center
http://innovation.cms.gov
We accept comments in the spirit of our comment policy:
http://newmedia.hhs.gov/standards/comment_policy.html
CMS Privacy Policy
http://cms.gov/About-CMS/Agency-Information/Aboutwebsite/Privacy-Policy.html
This document provides information about an education loan offered by SBI. It details the eligibility requirements, courses covered, expenses covered, loan amounts, interest rates and required documents. Students pursuing higher education in India or abroad can receive loans up to Rs. 10 lacs or Rs. 30 lacs respectively. Interest rates start from 8.45% and loan repayment begins 1 year after course completion over 15 years. Documentation includes proof of identity, residence, income, admission and academic records.
CalPERS Payroll and Membership Trainingcelinstitute
This document provides an overview of CalPERS payroll and membership training for public agencies. It discusses CalPERS membership qualifications including time base, current membership status, and excluded positions. It covers enrollment timelines, reciprocal membership, and the definition of new versus classic members. The document also reviews the importance of correct and timely payroll reporting for calculating service credit and benefits. It discusses compensation earnable, special compensation, pensionable compensation, and reporting overtime pay correctly. Finally, it notes payroll deadlines, fees for late or inaccurate reporting, and resources for additional information.
Satisfactory Academic Progress presentation provided to students to help them understand the entire process, pass an 8-question quiz, and gain access to the SAP Appeal form to be able to continue with their educational goals and taken more classes at Victor Valley College!
This document outlines various benefits, privileges, and policies for public school teachers in the Philippines. It discusses vacation leave credits that teachers can earn for work performed during holidays and summer breaks. It defines terms like "teacher" and explains what activities are eligible and not eligible for earning these credits. The document also outlines other leaves like maternity leave, guidelines for study leave, and retirement benefits such as a salary increase. It provides details on allowances, bonuses, healthcare benefits and incentives that teachers receive.
The 2016 audit guide introduces new requirements for audits of schools that participate in federal student aid programs. It requires auditors to sample a minimum of 60 student files for schools with over 250 students, increases the detail required for examining administrative capabilities, and strengthens the assessment of gainful employment compliance. The guide is over 50% larger than the previous 2000 version. Auditors must submit reports through the eZ-Audit system and retain documentation for a minimum of five years.
1) Students receiving financial aid must meet Satisfactory Academic Progress (SAP) standards including maintaining a minimum GPA, completing a certain percentage of attempted units, and completing their educational program within a maximum time frame.
2) Students who fail to meet SAP standards will be placed on a warning status for one term, and if standards are still not met will be disqualified from financial aid.
3) Students may appeal disqualification due to an extenuating circumstance beyond their control by submitting a typed appeal form, documentation of the circumstance, educational plan, and transcripts.
Satisfactory Academic Progress presentation provided to students to help them understand the entire process, pass an 8-question quiz, and gain access to the SAP Appeal form to be able to continue with their educational goals and taken more classes at Victor Valley College!
The document provides information about the National Board of Accreditation (NBA) and its process for outcome-based accreditation of engineering programs in India. Some key points:
- NBA was established in 1994 and became autonomous in 2010 to independently accredit engineering programs.
- It is committed to providing a credible and transparent accreditation system. The accreditation process focuses on student learning outcomes and evaluates programs based on criteria like curriculum, faculty, facilities, and continuous improvement.
- There is a two-tier system for accreditation - Tier I for autonomous institutions and Tier II for affiliated colleges. Programs are awarded full accreditation for 6 years or provisional for 3 years based
It provides details on tax deductions available for individuals for investments/payments made towards life insurance, provident funds, pension schemes, tuition fees, senior citizen savings schemes, Sukanya Samridhi accounts and medical insurance/expenditure. The maximum deduction allowed under section 80C is Rs. 1,50,000. Eligible investments/payments, applicable conditions and limits are specified for each deduction.
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 provides an overview of financial aid at Columbus Technical College, including the types of aid available, requirements for aid programs, and policies regarding satisfactory academic progress. It discusses grants like Pell, HOPE, and Zell Miller as well as loans, work study, and how to check aid status online. It emphasizes that students must maintain a 2.0 GPA, 66.67% completion rate, and not exceed 150% of the normal time to complete their program in order to remain eligible for aid. Students who do not meet progress standards will be placed on warning or probation and risk losing future aid eligibility.
VET FEE-HELP is a Commonwealth Government loan program that assists eligible students pay for higher-level VET qualifications like diplomas and advanced diplomas. Students can use the loan to pay all, some, or none of their tuition fees. To qualify, students must be an Australian citizen or permanent resident, not have exceeded the lifetime loan limit of $97,728, and have a valid tax file number. There is a 20% loan fee applied on top of tuition fees. Repayments are made through taxes once income reaches $53,345 and are calculated at a rate between 4-8% of income. Census dates are important deadlines to withdraw without incurring debt.
VET FEE-HELP is a Commonwealth Government loan program that assists eligible students pay for higher-level VET qualifications like diplomas and advanced diplomas. Students can use the loan to pay all, some, or none of their tuition fees. To qualify, students must be an Australian citizen or permanent resident, not have exceeded the lifetime loan limit of $97,728, and have a valid tax file number. Loans are repaid through the tax system once a student's income reaches $53,345 per year. Census dates determine the last day students can withdraw without incurring a loan debt.
The document provides an overview of education and incentive programs available to National Guard members, including the ARNG Tuition Assistance program, Montgomery GI Bill, and MGIB Kicker incentive program. It describes eligibility requirements and benefits for each program, such as tuition and fee coverage, monthly payment rates, and usage restrictions. Requirements for the higher MGIB Kicker rate for officer candidates and SMP cadets are also outlined.
This document provides information about salary deductions and monetary benefits for public school teachers in the Philippines. It discusses mandatory salary deductions including GSIS, HDMF, PhilHealth, and tax withholdings. It also outlines several monetary benefits teachers receive such as uniforms/clothing allowance, mid-year bonus, year-end bonus and cash gift, and productivity incentive. Sample computations are provided to demonstrate how deductions are calculated from a teacher's monthly and annual salary.
This document summarizes the key details about education loans provided by banks in India. It covers topics like expenses covered by education loans, eligible loan amounts, repayment terms, interest rates and concessions, tax benefits, required documents, consequences of defaulting, advantages and disadvantages of education loans, and how loan terms differ between banks. The document provides information to help students understand and apply for education loans to fund their higher education goals.
The document provides information about US military education benefits, including the Montgomery GI Bill (MGIB), Post-9/11 GI Bill, and transferring education benefits to dependents. It summarizes eligibility requirements, monthly payment rates, and application processes for each program. Contact information is also included for inquires about Navy and Marine Corps education benefit programs.
The document provides an overview of the Post-9/11 GI Bill (Chapter 33) benefits program. It outlines eligibility requirements, types of benefits available including tuition and fees, housing allowances, and stipends. It describes how benefits are calculated based on rate of pursuit and covers application procedures. Key aspects of the program addressed are elections between education programs, yellow ribbon agreements, and transfer of entitlement options.
The document summarizes the Post-9/11 Veterans Educational Assistance Act of 2008 (Post-9/11 GI Bill). It outlines the eligibility criteria, benefit payments including tuition/fees, housing allowance and book stipend, and the Yellow Ribbon Program for additional tuition assistance. It also discusses VA's strategy to implement the act through term hiring and IT modifications, as well as approaches for overpayment collection and claims processing.
The document provides an overview of financial aid at Embry-Riddle Aeronautical University Worldwide, including the different types of aid available, how to apply, maintaining satisfactory academic progress, accepting and declining awards, refund processes, and enrollment status requirements. Key details covered include the application process, forms required, citizenship documentation accepted, how awards are calculated and disbursed, and contact information.
The Next Generation ACO Model team hosted an open door forum on Tuesday, February 28, 2017. During this open door forum Model team members provided a deep dive presentation examining details of financial aspects relating to the model.
- - -
CMS Innovation Center
http://innovation.cms.gov
We accept comments in the spirit of our comment policy:
http://newmedia.hhs.gov/standards/comment_policy.html
CMS Privacy Policy
http://cms.gov/About-CMS/Agency-Information/Aboutwebsite/Privacy-Policy.html
This document provides information about an education loan offered by SBI. It details the eligibility requirements, courses covered, expenses covered, loan amounts, interest rates and required documents. Students pursuing higher education in India or abroad can receive loans up to Rs. 10 lacs or Rs. 30 lacs respectively. Interest rates start from 8.45% and loan repayment begins 1 year after course completion over 15 years. Documentation includes proof of identity, residence, income, admission and academic records.
CalPERS Payroll and Membership Trainingcelinstitute
This document provides an overview of CalPERS payroll and membership training for public agencies. It discusses CalPERS membership qualifications including time base, current membership status, and excluded positions. It covers enrollment timelines, reciprocal membership, and the definition of new versus classic members. The document also reviews the importance of correct and timely payroll reporting for calculating service credit and benefits. It discusses compensation earnable, special compensation, pensionable compensation, and reporting overtime pay correctly. Finally, it notes payroll deadlines, fees for late or inaccurate reporting, and resources for additional information.
Satisfactory Academic Progress presentation provided to students to help them understand the entire process, pass an 8-question quiz, and gain access to the SAP Appeal form to be able to continue with their educational goals and taken more classes at Victor Valley College!
This document outlines various benefits, privileges, and policies for public school teachers in the Philippines. It discusses vacation leave credits that teachers can earn for work performed during holidays and summer breaks. It defines terms like "teacher" and explains what activities are eligible and not eligible for earning these credits. The document also outlines other leaves like maternity leave, guidelines for study leave, and retirement benefits such as a salary increase. It provides details on allowances, bonuses, healthcare benefits and incentives that teachers receive.
The 2016 audit guide introduces new requirements for audits of schools that participate in federal student aid programs. It requires auditors to sample a minimum of 60 student files for schools with over 250 students, increases the detail required for examining administrative capabilities, and strengthens the assessment of gainful employment compliance. The guide is over 50% larger than the previous 2000 version. Auditors must submit reports through the eZ-Audit system and retain documentation for a minimum of five years.
1) Students receiving financial aid must meet Satisfactory Academic Progress (SAP) standards including maintaining a minimum GPA, completing a certain percentage of attempted units, and completing their educational program within a maximum time frame.
2) Students who fail to meet SAP standards will be placed on a warning status for one term, and if standards are still not met will be disqualified from financial aid.
3) Students may appeal disqualification due to an extenuating circumstance beyond their control by submitting a typed appeal form, documentation of the circumstance, educational plan, and transcripts.
Satisfactory Academic Progress presentation provided to students to help them understand the entire process, pass an 8-question quiz, and gain access to the SAP Appeal form to be able to continue with their educational goals and taken more classes at Victor Valley College!
The document provides information about the National Board of Accreditation (NBA) and its process for outcome-based accreditation of engineering programs in India. Some key points:
- NBA was established in 1994 and became autonomous in 2010 to independently accredit engineering programs.
- It is committed to providing a credible and transparent accreditation system. The accreditation process focuses on student learning outcomes and evaluates programs based on criteria like curriculum, faculty, facilities, and continuous improvement.
- There is a two-tier system for accreditation - Tier I for autonomous institutions and Tier II for affiliated colleges. Programs are awarded full accreditation for 6 years or provisional for 3 years based
It provides details on tax deductions available for individuals for investments/payments made towards life insurance, provident funds, pension schemes, tuition fees, senior citizen savings schemes, Sukanya Samridhi accounts and medical insurance/expenditure. The maximum deduction allowed under section 80C is Rs. 1,50,000. Eligible investments/payments, applicable conditions and limits are specified for each deduction.
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%…
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.
The document provides information about the Survivor Benefit Plan (SBP) for military service members. The SBP allows retirees to provide an annuity to eligible beneficiaries after their death, continuing a portion of their retired pay. Key details include eligibility requirements, coverage categories and benefits, premium calculation methods, and tax implications. The SBP election process involves completing form DD 2656 prior to retirement.
More from Tony Astro - Veteran Counselor & Entrepreneur (20)
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
1. Unclassified
Post-9/11 GI Bill
Latest Changes Funding Levels
Transferability Policy and Lessons Learned
February 2013
Unclassified
2. Unclassified
Post-9/11 GI Bill Eligibility
• Revisions to Post 9/11 GI Bill were announced in Jan 2011 all of these new
provision have been implemented
• To be eligible, members must have at least 90 aggregate days or more active
duty
• Full benefits available after 36 months of qualifying service
– Pro-rated benefits are available based upon qualified time in service (next slide)
• SELRES qualifying time includes: both voluntary and non-voluntary periods of
mobilization, ADSW, ADOS and ADT. It does not include AT
• Members of the National Guard are eligible for benefits but have
restrictions to their qualifying active duty time
• Exceptions to qualifying service
– Academy / NROTC graduate qualifying start date follows completion of
commissioning source statutory service obligation (AC, RC & Veterans)
– College Loan Repayment Program qualifying start date follows completion of
service obligation (AC, RC and Veterans) (Medical Officers Heath professionals
Loan Repayment Program, If service obligation is met prior not applicable)
– Boot Camp and “A” school training are excluded for service less than 24 months
(Veterans and RC with fewer than 36 months on active duty)
Eligibility based on Qualifying Active Duty Service as Determined by VA
Unclassified
2
3. Unclassified
Overview of Post-9/11 GI Bill
Qualifying Service
% of
Includes Entry Level
Aggregate Service Requirements Maximum
and Skill Training
Benefit
(1) At least 36 months 100 %
(2) At least 30 consecutive days, discharged
Includes 100%
or released for a service-connected disability
Entry Level/Skill
Training
(3) At least 30 months, but less than 36 months 90%
(4) At least 24 months, but less than 30 months 80%
(5) At least 18 months, but less than 24 months 70%
Excludes
(6) At least 12 months, but less than 18 months 60%
Entry Level/Skill
Training
(7) At least 6 months, but less than 12 months 50%
(8) At least 90 days, but less than 6 months 40%
Sailors only need one creditable service enlistment to earn their benefit 3
Unclassified
4. Unclassified
Overview of Post-9/11 GI Bill
Benefits
• Tuition & Fees when pursing a college degree (VA is now last payer)
• Allows NET payment of all in-state tuition and fees at public institutions, including
graduate and professional degrees AND
• Caps private & foreign school tuition and fees at $18,077.50/year
• Tuition and fees are paid to institution
– After all other payment/scholarships are applied toward TA have been used.
• Yellow Ribbon
• Available for veterans and family members who are 100% eligible for benefits
• May be used to cover out-of-state charges & charges above the $18,077.50/year cap
• Not available for active duty and their spouses
Tuition & fees when pursing a non-college degree
• Net payment for in-state tuition or fees for public institutions
• Net payment for actual costs not to exceed $18,077.50/year for foreign & private
schools
• OJT pays prorated on time in the program
• Flight training pays the actual net costs not to exceed $10,330.00/year
• Correspondence courses pays actual net costs not to exceed $8,780.50 /year
4
Unclassified
5. Unclassified
Overview of Post-9/11 GI Bill
Benefits
• Books and Supplies
• Up to $1,000 annually for books and supplies when pursing a degree
• $83 per month for books and supplies when attending non-degree programs and
on-the-job training
• Active duty members and spouses may receive the book stipend
• $1,000/24credits = $41.66 per credit taken paid to the student
• Top-up pays book stipend based on course load (Using only TA may receive the
book stipend but their benefits will be charged at a very high rate)
• Examinations:
• May be reimbursed for more than one licensing or certification test
• May be reimbursed for National Exams such as SAT, ACT, GMAT, GRE
• For each of the above categories of exams your entitlement will be charged at the
following rate:
1 month of benefit for each exam that costs between $1 - $1,460,
2 months of benefit for each exam that costs between $1,461 - $2,920, ETC
• VA can pay MGIB kickers as part of the monthly stipend as opposed
to a lump sum
• You will only see this money if you are eligible for BAH stipend, (active duty and
spouse while on active duty will not get this kicker)
• MGIB $600 buy-up is not transferred into the Post 9/11 GI Bill 5
Unclassified
6. Unclassified
Overview of Post-9/11 GI Bill
Benefits
• Housing Allowance:
• The monthly housing allowance for non-distance learning programs (degree
and nondegree) will be prorated based on rate of pursuit, rounded to the
nearest multiple of 10, for example:
• A student enrolled in 9 credits when 12 credits is full time. The rate of pursuit is
75% and the student will receive 80% of the applicable BAH rate
• A student who enrolled in 10 credits when 12 credits is full time, the rate of pursuit
is 83% and the student will also receive 80% of the applicable BAH rates
• Must be attending full time to receive full applicable BAH rates
• If attending less than half time, the BAH will not be paid
• Monthly housing allowance may be payable to students enrolled solely in
distance learning programs
• Limits to a max of 50% of the national BAH average
• Distance learning monthly allowance for students attending full-time in 2011 is
$673.50
• Prorated based on rate of pursuit, for example;
• A student whose rate of pursuit is 75% would receive 80% $673.50 or $538.80
a month
• BAH payments vary for OJT training, contact the VA for their current payment
rate, (Flight training does not receive a BAH payment)
• BAH will not be paid during breaks or between terms 6
Unclassified
7. Unclassified
Transferability and the Law
• Transferability is a retention tool, not a benefit
• Based on time in the Armed Forces, NOT active duty
time
• The election to transfer benefits to family members must be
entered into while the member is in the Armed Forces
• Member must first be eligible for the Post-9/11 GI Bill
• Member to have served at least 6 years in the Armed
Forces
• Member to agree to serve at least another 4 years AC or
RC
7
Unclassified
8. Unclassified
Transferability Policy
• Member who has served at least 10 years and either standard policy
(Service or DoD) or statute preclude them from committing to four
additional years, may still transfer benefits but must commit for the
maximum amount of time allowed by such policy or statute
• Interim provisions for retirement eligible Service members
– Eligible for retirement (20 years or more) on or before August 1, 2009, no additional
service required
– Eligible for retirement on or after August 1, 2009, and before 1 August 2010, one
year service required
– Eligible for retirement on or after August 1, 2010, and before 1 August 2011, two
years service required
– Eligible for retirement on or after August 1, 2011, and before 1 August 2012, three
years service required
– Eligible for retirement on or after August 1, 2012, four years service required
• Service obligation begins when member elects transferability
Interim provisions expire beginning 1 Aug 2013
Unclassified
EVERYONE will have a 4 year service obligation 8
9. Unclassified
Criteria For Transferability to Family
Members
• To be eligible, family member must be enrolled in DEERS at the time
of transfer but do not have to be in DEERS when used.
• Children over the age of 21 must be enrolled full-time in college to remain in
DEERS.
• Once children reach the age of 23, they are no longer eligible for transferability
• Dual Military non benefit designated service member must go to their PSD ID Card
section so they can have their dependents added to their DEERS
• Service member may transfer all or a portion to dependents
• Modification or revocation
– May add, modify or revoke entitlement while serving in the Armed Forces
– May modify or revoke entitlement after separating from the Armed Forces
– Recommend that you transfer at least 1 month to all your dependents
• Spouse of Active Duty Member
– May use once the sponsor has served 6 years of service and agrees to 4
additional years
– May receive book stipend if enrolled after 1 Oct 2011
– Benefit prorated based on sponsor’s eligibility tier
– 15-year limitation on benefit use from sponsors last Honorable Discharge 9
Unclassified
10. Unclassified
Other Transferability Criteria
• Spouse of Selected Reserve or Veteran is eligible for all benefits
• Dependent child, regardless of sponsor status (AC, RC, Veteran)
– May use after sponsor has completed 10 years of service
– Is authorized both the monthly and books/supplies stipends
– Must meet the requirements of secondary school diploma or 18 years of
age
– May not use after reaching the age of 26
• Dual military that have a combined 72 months of benefit can transfer a
combined amount of 72 months to one dependent
• Funds are not taxable & are not considered in any property settlement
• Failure to complete Service agreement
– Subject to collection of used benefits by VA and may result in loss of
transferability option as determined by Navy policy
– Exceptions: Discharge for a non service connected medical condition, for
hardship or for a physical or mental condition (not a disability) that
interferes with performance of duty
10
Unclassified
11. Unclassified
Navy Transferability Policy
• Enlisted Members
• If not sufficient time on EAOS to meet the required service obligation, member
must wait until reenlistment eligible (one year prior to current EAOS)
• Page 13s and short term extensions are no longer allowed for active duty enlisted
members for the purpose of transferability
• SELRES enlisted members must sign a page 13 in addition to reenlisting
• If cannot commit due to high year tenure (HYT), then EAOS must match HYT
• Members whose HYT date is too far out to extend, must wait until they are
approved for the Fleet Reserve, extend and then apply for transferability
• Senior enlisted who have not applied for transferability, may have to serve beyond
20 years in order to transfer benefits
• Performance Based Continuation Board
E7-E9 retirement eligible members who have already been approved to transfer
benefits, and are identified for retirement before fulfilling transferability service
obligation end date will not lose transferability
(Verify that the correct code(s) are on your DD 214) prior to signing your DD 214
11
Unclassified
12. Unclassified
Navy Transferability Policy
• Enlisted Members
• Enlisted Retention Board (ERB)
E4-E8 members in designated ratings, who have already been approved for transfer
of benefits, and who are identified for early separation before completing their
service obligation may retain transferability
Members who have not been approved to transfer benefits before they are
identified for early separation, will not normally be allowed to transfer education
benefits unless they are accepted for affiliation with the Selected Reserves
(SELRES) and serve the required obligation as a drilling reservist
SPD code for these members is JCC or LCC (Verify this code is on your DD 214)
• Members approved for Enlisted Early Career Transition and have transferred
benefits can fulfill obligated service if they remain in SELRES drill pay status
until the service obligation end date
• Members who voluntarily retire before serving the obligation, will forfeit
transferability and any funds expended are subject to recoupment by the VA
12
Unclassified
13. Unclassified
Navy Transferability Policy
• Officers
• Active Duty Officers who have a four year service obligation must sign a page 13
and have it entered into their Electronic Service Record
• SELRES Officers who have a 1-4 year service obligation must sign a page 13 and
have it entered into their Electronic Service Record
• The service obligation begins when the officer applies, and is approved for
transferability, NOT THE DATE OF THE PAGE 13
• If the officer is required to retire due to statute and cannot commit to the additional
service obligation, requests for transferability will be approved
The obligation date will match the retirement date
• Eligible officers who submit a voluntary retirement request in order to be
exempted from consideration by the Selective Early Retirement (SER) board,
will retain transferability if the voluntary retirement request is approved.
SPD code RCC, Service member initiated retirement- reduction in force, will be
used (Verify via the VA that the correct code(s) are/is on your DD 214)
13
Unclassified
14. Unclassified
Navy Transferability Policy
• Selected Reserves
• Members of the Individual Ready Reserve (IRR), including the Voluntary Training
Unit (VTU) and active status pool, must meet all the following criteria to be eligible
for transferability
Must have entered the IRR after 1 August 2009
Must have completed 20 years of active federal service or 20 qualifying years
for reserve retirement as of 1 August 2009 AND
Must be on active duty orders of 90 days or greater
• SELRES officers with a Post 9/11 service obligation who request and do not
receive an over grade waiver must participate in the annual apply board IAW
COMNAVRESFORNOTE 5400, Navy Reserve Annual National Command and
Senior Officer (O5/O6) Non-Command Billet Screening and Assignment
Procedures, to retain or qualify for transferability
• SELRES officers who are not selected for a billet via the annual apply board will not
lose transferability if, as directed by the CNRFC, they transfer to, the VTU prior to
reaching their service obligation end date.
14
Unclassified
15. Unclassified
Navy Transferability Policy
• Limited Duty Personnel
• Members in limited duty status who are eligible to transfer their benefit, must
wait until a determination of medical status has been made before applying
for transferability
• If a member is cleared for duty and determined to be eligible for continued
service, the member will follow the normal policy for transferability
• If the member is designated for a medical discharge, and has ten years of
service in the Armed Forces, the member may be approved for transferability
with no additional service obligation
• A member with less than ten years of service is not able to transfer the
benefit
• The election must be made prior to separation and the Sailor must be
awarded an honorable discharge
15
Unclassified
16. Unclassified
Post 9/11 or MGIB & Tuition Assistance
Active duty members may use TA and either Post 9/11 GI Bill or
MGIB to pay tuition costs…….referred to as Top-Up
If using Post 9/11, the member’s benefits will be charged based on
rate of pursuit
• For example, if the member is taking 3 credits and full time is 12 credits,
the rate of pursuit is 25%. If the semester is 90 days long, the member is
charged 25% of 90 days or 22 days
If using MGIB, the member’s benefits will be charged based on
amount spent
• For example, if TA covers all but $100 of the tuition, then the member
would use $100 of the $1473 which is ~7%. 7% of 90 days is 6 days
Top-up bottom line POST 9/11=22 Days MGIB=6 Days
Post 9/11 GI Bill benefits would be charged the same whether the
member used Top-Up or used Post 9/11 to cover all the costs
Members using Top-Up or Post 9/11 will receive a stipend for books
with no additional charge against their benefits
Members who are using only TA may receive the book stipend but
their benefits will be charged
Unclassified
16
17. Unclassified
MGIB
• The law will have to be changed and for now, Sailors will automatically
be enrolled in MGIB unless they opt out during boot camp
• To stop the $100 monthly deduction
• Complete VA form 22-1990 & elect Post 9/11
• Once the member receives a Certificate of Eligibility, it should be faxed to PERS
314 and PERS 314 will have the payment stopped through DFAS
• Member will be reimbursed while in the Service for deductions taken after the
conversion was completed
• Converting from MGIB to Post 9/11
• Members can convert to Post 9/11 using the VA form 22-1990 both on active duty or
after they leave the service
• Post 9/11 benefits are based on unused portion of MGIB benefits, OR
• If 100% of MGIB is exhausted, member has 12 months under Post 9/11
• Refund of $1,200 MGIB contribution, or a prorated amount if some of the benefits
were used, will only take place if the Servicemember uses that last month (36 th
Month) of benefit
• $600 buy up contribution is not refundable
17
Unclassified
18. Unclassified
Lessons Learned
Failure to verify the application was submitted correctly before
retirement
• Don’t let this happen to you…Unless you have exact records there is nothing that
can be done in this situation
Failure to verify the application was approved for members still in
the Armed Forces
• Backdating of TEBs is not authorized when the member fails to go back and
verify approval
• Members will have to resubmit and agree to a revised service obligation
• Enlisted members who fail to complete the TEB within 30 days after reenlistment
must wait until they are eligible for reenlistment
18
Unclassified
19. Unclassified
Lessons Learned
Confusion with Service Obligation Requirement
• Don’t wait to transfer do it as soon as you are eligible. (One month grace period)
• The service obligation is based on TIS on 1 August 2009
• Senior enlisted members SHOULD NOT wait until they are close to the 20 year
mark to apply, thinking all they need to do is 20 years
• The service obligation begins when the member applies for and is subsequently
approved for transferability
• Service obligation DOES NOT start when…
The officer signs the page 13 OR
When the enlisted member reenlists
Waivers
• Waivers must be sent to Chief of Naval Operations, Director of Education and
Training (N15), but please keep in mind that waivers are normally disapproved,
unless the member can prove there was a system error or it was no fault of the
member
• Forgetting to check back on the status of the application or the Page 13 is NOT
grounds for approval of a waiver
• Retirees or members who have separated send a letter to their congressman
19
Unclassified
20. Unclassified
Transfer of Education Benefits
http://milconnect.dmdc.mil/
Click here to proceed using CAC or create an account
20
Unclassified
21. Unclassified
Transfer of Education Benefits
http://milconnect.dmdc.mil/
21
Unclassified
22. Unclassified
Transfer of Education Benefits
http://milconnect.dmdc.mil/
Click here to proceed
22
Unclassified
23. Unclassified
Transfer of Education Benefits
23
Unclassified
24. Unclassified
Transfer of Education Benefits
24
Unclassified
25. Unclassified
Transfer of Education Benefits is
complete when you have this form
Click on this Form
25
Unclassified
26. Unclassified
FY12 MGIB Monthly Benefit Rate
Montgomery GI Bill Institutional Training Rate Payment
Training Time Monthly rate + $600 buy-up
Full time $1,564.00 + $150.00
¾ time $1,173 + $112.50
½ time $782.00 + $75.00
less than ½ time more than ¼ time $782.00** + $75.00
¼ time or less $391.00 ** + $37.50
** Tuition and Fees ONLY. Payment cannot exceed the listed amount.
26
Unclassified
27. Unclassified
QUESTIONS?
www.gibill.va.gov
Tom Smith, NETC N525 850-452-7271 or
thomas.a.smith4@navy.mil
NPC Website
NKO
27
Unclassified
Editor's Notes
Service used to fulfill the obligation associated with commissioned health profession officers who are authorized Health Professions Loan Repayment Program is calculated based on a year for year of the loan repayment with a minimum obligation of two years. So if the loan gets them one or two years of college repayment, the obligation is 2 years. If it pays for a 4 year degree then the payback is 4 years, etc.
Banner Note: If a Sailor has completed at least one 36 month or more honorable enlistment and then reenlist and has a major flaw that causes them to be discharges with a less than honorable service discharge they still retain Post 9/11 benefits. However it will negatively effect transferability if this flaw happens during the four years required to transfer the benefit to their dependent(s) and they were discharged before they were able to complete the four years of service .
1. Will the VA rescind transferability for the Enlisted Retention Board ( ERB) Sailor under 10 years Time in Service (TIS)? Scenario #1. DoD policy states that a member who has been approved for transferability but the Navy separates them honorably before they serve their commitment, that that member can retain transfer of benefits without serving the complete obligation. For example, if the member had six years of service, agreed to serve 4 more and was approved to transfer benefits, but before the 4 years were complete, the member was impacted by the ERB, then that member would keep transfer of benefits. 2. Is it possible for a just-notified service member to initiate transferability now, or must it have been done prior to notification? Scenario #2. DoD policy states that a member who has ten years of service and is separated due to a Navy, DoD policy or statute, then that member can still transfer benefits provided the member serves to the maximum the policy or statute will allow. For example, the member is hit with HYT and has not yet been approved to transfer benefits. Then that member can still transfer benefits when the HYT date and the EAOS match. If the member had already been approved for benefits and is being impacted by a standard policy such as HYT, then they serve as long as the policy will allow. 3. Does Time in Service (TIS) impact the answer to question #2? Scenario #3. DoD policy states that the ten year exception only applies when the policy is standard, meaning everyone that falls within the criteria is treated the same. ERB is a force shaping tool and is not applied equally across the board. Therefore the ten year rule does not apply. For example, the ERB impacted member, regardless of their time in service, who has not been approved for transfer of benefits before they are identified by the ERB, are not eligible to transfer their benefits unless they affiliate with the Reserves.