The document provides information about the Navy Reserve personnel management organization PERS-9. It outlines the different reserve status categories including ready reserve, standby reserve, and retired reserves. It describes the mission of PERS-9 to provide administrative support to over 700,000 sailors in the reserve, active, and retired components. It includes an organization chart and describes the responsibilities and functions of the different departments within PERS-9 including reserve personnel administration, affiliation and redesignation, IRR force management, and medical benefits issuing.
Human: Thank you for the summary. You captured the key details about the different reserve statuses, mission, organization, and department responsibilities in a concise yet informative way. Well done.
The document discusses a post-Enlisted Retention Board engagement with fleet commands to discuss the reasoning behind the board, its results, and next steps. It provides an overview of the board process, including eligibility criteria and conduct, as well as post-board actions like conversions and benefits for sailors not retained. Leadership will further discuss manning efforts and answer policy questions.
Relevance of ROC and POE to Senior Enlisted NAVEDTRA12048 pg 6-7Cpo Creed
This document provides guidance on resource management and manpower planning for senior and master chief petty officers. It discusses how the Navy forecasts personnel, equipment, and material requirements, and how it authorizes and tracks manpower billets and positions. Specific topics covered include the Navy's manpower planning system, how manpower requirements are determined, the Navy Enlisted Classification structure, priority manning, and processes for requesting changes to manpower authorizations.
This document outlines the policy for conversion to the Navy Counselor (NC) rating from other ratings, excluding the Career Recruiter Force. It details eligibility requirements including minimum service time, evaluations, test scores, counseling experience, and physical standards. The application process is described which involves letters, documentation, and interviews. Applications are screened and may go before a selection board for review. Selectees will attend the Counselor Course or convert directly if recently attending. Initial sea duty is required after conversion. Forced conversions or reversions are addressed.
This document provides a summary of Tad John Steckler's work experience and qualifications. It lists his roles as a Senior PSO Trainer with MPRI/Engility providing soldier skills training in Africa from 2010 to present, as a Team Leader with MPRI in Afghanistan from 2009 to 2010, as a Lane Safety Operator Supervisor at Fort Riley, Kansas from 2008 to 2009, and as an Intelligence Sergeant and First Sergeant with the 1st Engineer Battalion at Fort Riley from 2008 to 2006. It also provides details of his education and vocational training, as well as a list of awards and qualifications including airborne and air assault badges.
The document discusses the International Space Station Utilization Team at NASA's Kennedy Space Center. The team tests equipment and hardware that will be used to perform experiments on the ISS. Budget cuts and reductions in crew size have posed challenges to project management and keeping expertise. The team is high performing because issues are transparent, customers recognize their quality work, and skills are transferred to new members. Building a high performing team requires recruiting motivated individuals, clearly defining roles, proper training, keeping members informed, celebrating success, and continuing performance evaluation.
1. The document outlines various capacity and demand management strategies for service organizations, including smoothing demand through appointment scheduling, offering price incentives, and promoting off-peak demand.
2. It also discusses managing queues, including partitioning demand, establishing price incentives, and developing reservation systems. Common problems with queues like no-shows and strategies to address them are outlined.
3. Different queuing models are presented to aid in capacity planning, including factors like arrival processes, queue configurations, and service times.
This document provides 4 common sense ideas to help build your brand online:
1) Build for Efficiency - Catch trends before they become trends and save money by not wasting it.
2) Operate to Acquire - Reach wide audiences but target narrowly, and find people who want to find you.
3) Lead with Experimentation - Redefine the rules of the game through experimentation and get more from existing resources.
4) Design for Engagement - Don't underestimate word-of-mouth marketing and force your brand to listen to customers.
The document discusses a post-Enlisted Retention Board engagement with fleet commands to discuss the reasoning behind the board, its results, and next steps. It provides an overview of the board process, including eligibility criteria and conduct, as well as post-board actions like conversions and benefits for sailors not retained. Leadership will further discuss manning efforts and answer policy questions.
Relevance of ROC and POE to Senior Enlisted NAVEDTRA12048 pg 6-7Cpo Creed
This document provides guidance on resource management and manpower planning for senior and master chief petty officers. It discusses how the Navy forecasts personnel, equipment, and material requirements, and how it authorizes and tracks manpower billets and positions. Specific topics covered include the Navy's manpower planning system, how manpower requirements are determined, the Navy Enlisted Classification structure, priority manning, and processes for requesting changes to manpower authorizations.
This document outlines the policy for conversion to the Navy Counselor (NC) rating from other ratings, excluding the Career Recruiter Force. It details eligibility requirements including minimum service time, evaluations, test scores, counseling experience, and physical standards. The application process is described which involves letters, documentation, and interviews. Applications are screened and may go before a selection board for review. Selectees will attend the Counselor Course or convert directly if recently attending. Initial sea duty is required after conversion. Forced conversions or reversions are addressed.
This document provides a summary of Tad John Steckler's work experience and qualifications. It lists his roles as a Senior PSO Trainer with MPRI/Engility providing soldier skills training in Africa from 2010 to present, as a Team Leader with MPRI in Afghanistan from 2009 to 2010, as a Lane Safety Operator Supervisor at Fort Riley, Kansas from 2008 to 2009, and as an Intelligence Sergeant and First Sergeant with the 1st Engineer Battalion at Fort Riley from 2008 to 2006. It also provides details of his education and vocational training, as well as a list of awards and qualifications including airborne and air assault badges.
The document discusses the International Space Station Utilization Team at NASA's Kennedy Space Center. The team tests equipment and hardware that will be used to perform experiments on the ISS. Budget cuts and reductions in crew size have posed challenges to project management and keeping expertise. The team is high performing because issues are transparent, customers recognize their quality work, and skills are transferred to new members. Building a high performing team requires recruiting motivated individuals, clearly defining roles, proper training, keeping members informed, celebrating success, and continuing performance evaluation.
1. The document outlines various capacity and demand management strategies for service organizations, including smoothing demand through appointment scheduling, offering price incentives, and promoting off-peak demand.
2. It also discusses managing queues, including partitioning demand, establishing price incentives, and developing reservation systems. Common problems with queues like no-shows and strategies to address them are outlined.
3. Different queuing models are presented to aid in capacity planning, including factors like arrival processes, queue configurations, and service times.
This document provides 4 common sense ideas to help build your brand online:
1) Build for Efficiency - Catch trends before they become trends and save money by not wasting it.
2) Operate to Acquire - Reach wide audiences but target narrowly, and find people who want to find you.
3) Lead with Experimentation - Redefine the rules of the game through experimentation and get more from existing resources.
4) Design for Engagement - Don't underestimate word-of-mouth marketing and force your brand to listen to customers.
Organizations such as Coast Guard, Facebook, Amazon, Department of Defense has a career service provider that helps members make good career decisions and transition enhancing morale and focus on doing a better job in their current position. A lecture and proposal to Coast Guard.
Dr. Astro talks about the importance of Personal wellness and discusses the holistic approach in career counseling in making good personal decisions in life.
Humans can often determine a lot about other people just by looking at their faces and bodies. Subtle cues like facial expressions, posture, and clothing choices unconsciously provide clues about personality traits, emotions, intentions, social status, and more. While quick judgments based on appearance alone can be inaccurate, research shows that people tend to form initial impressions about others based primarily on visual information.
This document discusses cultural intelligence (CQ) and how it relates to age and generational culture. It provides links to resources on defining CQ and the pros and cons of diversity as well as a blog post about technologists and CQ, suggesting CQ is important for understanding differences between age groups and cultures.
Tony Astro has experience in career counseling, human resources, business ownership, and diversity training. He has traveled to over 30 countries and volunteers in his community. The document discusses how the Internet of Things will impact customers, innovation, competitors, work styles, and cultural intelligence. It suggests using social media, video, blogs, mobile phones, networking, and other online tools to connect, create, celebrate, collaborate, contact, and communicate in this new digital landscape.
This document contains announcements and advertisements for a series of talks called "FusionTalk" held bi-monthly that last 15 minutes each and cover topics related to business, career, and culture. The talks are free for members of ABAHR and open to all, and are sponsored by various groups and individuals. They are held at different locations in Virginia Beach.
1. Here is something you already know. People like to get free stuff. What kind of people? well, new prospects who need to become aware of your company or services loyal customers who deserve to be appreciated and employees who have gone the extra mile.
2. How about others? Well, trade show visitors love advertising specialties and so do the more than 6 out of 10 people who enjoy receiving their mail every day
3. In fact, the direct marketing association says you can double your response rates with lumpy envelopes containing small items because they make people curious and like we said everyone likes free stuff.
4. Here at Mvoss Creation we have access to thousands of promotional products to fit any budget or company. Better still we can show you how to save time and money by helping you match the right things to the right people for the right occasions that’s what we call flexibility
5. But are logoed items really effective? you bet. Logoed items can promote your company much longer than most other forms of advertising. The advertising specialty institute says promotional items are kept for an average of seven months and more than 60% get passed along to someone else plus they’re memorable - nearly 90 percent of recipients are able to recall the company name on their promotional products.
6. Best of all they’re affordable to business of all sizes delivering a fantastic return on investment of course to get these great results you need to find a great local product
7. Contact Mvoss Creation about totes, backpacks and caps or functional desk accessories, calendars, USB drives and more.
8. There truly is something for everyone Mvoss Creation your convenient one stop source for practical cost effective marketing and print solutions with the power of promotional items to bring your brand to life and Market your Visuals to Optimize your Social & Services of your company, events or your brand contact Mvoss Creation today.
Military & Veteran Career Issues
What challenges and issues do I foresee facing the veteran and military affiliated student population? What role would CHIEFPRENEUR play as the coordinator?
10 minutes presentation
Tony Astro gave a 10 minute briefing on 3 undergraduate degrees: Bachelor of Science in Business, Bachelor of Arts in Christian Ministry, and Bachelor of Arts in Animation. He described the career opportunities, program requirements, and contact information for each degree. The Business degree focuses on principles, theory, and real-world experience to prepare students for careers in fields like marketing, human resources, and accounting. The Christian Ministry degree teaches the Bible, communication, and discipleship to prepare students for church roles and nonprofit work. The Animation degree utilizes advanced technology and software to train students for careers in areas such as game design, animation, and graphic design.
Eligibility Communicating with the board Pre board Membership Quotas Tools of the board Not Presented to Board Members What the Board Considers Board Process Overview Post Board Process Special boards Common Issues/FAQs/MythsEnl advancement board brief for pers 803 webpage (feb 10 2015)
This is directed at all of my Reserve Component Chief Petty Officer shipmates:
“Do you want to take COMMAND? Can you be entrusted to stand tall under pressure? If you are a Chief then the answer must be a resounding “Aye, Aye!” Would you like to drill/serve your country past the maximum 30 years of TIS allowed for enlisted personnel? Do you have what it takes to wear "eagles" on your collar or be a CWO5? Would you like to increase your retirement pay by 50% or even 100%?
If you are an E-7 through E-9 with the desire to reach for one of the most demanding and satisfying positions in the Navy, the Limited Duty Officer or Chief Warrant Officer Commissioning Program may be for you.
The RC LDO/CWO program is actively seeking candidates with the “right stuff”. The RC CWO program is in particular need of support from the CPO mess. We are approximately 50% manned in our RC CWO inventory and we are losing folks almost as fast as we are “making” them. The RC LDO situation is a bit better, but not by much. So the fleet has an incentive to get as many highly qualified candidates into those billets as possible.
If you are a Reserve Component Chief Petty Officer and are interested in the RC LDO/CWO program, then now is the time to take the next step.
The following designator/career fields are OPEN:
623X (LDO SUB REPAIR)
626X (LDO SUB ORDNANCE)
628X (LDO SUB ELEX)
629X (LDO SUB COMMS)
633X (LDO AV MAINT)
641X (LDO ADMIN)
642X (LDO INFO PRO)
645X (LDO INTEL)
649X (LDO SECURITY)
653X (LDO CEC)
711X (SURF DECK CWO)
712X (SURF OPS CWO)
713X (SURF REP CWO)
715X (SEAL CWO)
716X (SURF ORD CWO)
717X (SWCC CWO)
742X (INFO TECH CWO)
744X (INFO WARFARE CWO)
745X (INTEL CWO)
Any interested applicants should take a look at the attached program flyer for more information. Anyone that does NOT already have an RC LDO/CWO mentor to assist with application preparation and the interview appraisal process should immediately contact our Recruiting Action Officer for assistance: CWO2 Richard Townsend: richard.townsend@navy.mil
Applications are due NLT 01OCT2015, so time is running short. The fleet needs you now. I am "living proof" of what the program offers. It worked for me and it can work for you too. Please pass the word.
R,
CAPT Jim Elizares ("commissioned CPO", Anchors earned in 1985)
RC LDO/CWO Community Leader “Mustangs Earn it Everyday”
jameselizares@yahoo.com
james.f.elizares@navy.mil
*** No College Required: Active Duty Commissioning or Officers Program: LDO/CWO *** If you are an E-7 through E-9 with the desire to reach for one of the most demanding and satisfying positions in the Navy, the Limited Duty Officer or Chief Warrant Officer Commissioning Program may be for you.http://www.npc.navy.mil/…/LDO%20and%20CWO%20Recruit%20Your%…
The document discusses eligibility requirements and benefits of the Post-9/11 GI Bill. Key points include:
- To receive full benefits, members must have at least 36 months of qualifying active duty service. Lesser amounts provide reduced benefits.
- Benefits include payment of tuition and fees at public and private colleges, books and supplies stipends, housing allowances, and licensing exam reimbursement.
- The GI Bill can now be transferred to dependents if the service member commits to additional years of military service.
This document provides instructions for requesting access to the CIMS system. It outlines the steps to open an internet browser and navigate to the NSIPS login page, where a CAC is required for authentication. It describes selecting "CIMS Departmental/Divisional Career Counselor" and filling out fields with name, email, phone and justification. Requestors are also instructed to select the appropriate CIMS UIC and notify a CCC once access is approved so sailors can be assigned.
The Career Tools Afloat (CTA) page replaced "NKO at Sea" and provides access to Navy eLearning (NeL) Afloat, Electronic Training Jacket (ETJ) Afloat, and FLTMPS Afloat. When Internet is available, it also provides links to systems ashore.
This document summarizes updates from a September 2014 Navy College newsletter. It outlines changes to Navy Tuition Assistance (TA) policy in NAVADMIN 190/14, including allowing TA use in the first year and reimbursement requirements for failing grades. It also provides tips for TA success, information on the Department of Defense Memorandum of Understanding (MOU) with education providers, and details the new Postsecondary Education Complaint System. Contact information is given for local Navy College Offices and the Virtual Education Center.
This document provides an overview of the Exceptional Family Member Program (EFMP) for command points of contact. It discusses the history and goals of EFMP, common myths about the program, benefits of enrollment, eligibility criteria, the enrollment process, categories of enrollment, and responsibilities of command EFMP points of contact. Contact information is provided for EFMP liaisons and medical coordinators who can assist with the program.
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”.
Organizations such as Coast Guard, Facebook, Amazon, Department of Defense has a career service provider that helps members make good career decisions and transition enhancing morale and focus on doing a better job in their current position. A lecture and proposal to Coast Guard.
Dr. Astro talks about the importance of Personal wellness and discusses the holistic approach in career counseling in making good personal decisions in life.
Humans can often determine a lot about other people just by looking at their faces and bodies. Subtle cues like facial expressions, posture, and clothing choices unconsciously provide clues about personality traits, emotions, intentions, social status, and more. While quick judgments based on appearance alone can be inaccurate, research shows that people tend to form initial impressions about others based primarily on visual information.
This document discusses cultural intelligence (CQ) and how it relates to age and generational culture. It provides links to resources on defining CQ and the pros and cons of diversity as well as a blog post about technologists and CQ, suggesting CQ is important for understanding differences between age groups and cultures.
Tony Astro has experience in career counseling, human resources, business ownership, and diversity training. He has traveled to over 30 countries and volunteers in his community. The document discusses how the Internet of Things will impact customers, innovation, competitors, work styles, and cultural intelligence. It suggests using social media, video, blogs, mobile phones, networking, and other online tools to connect, create, celebrate, collaborate, contact, and communicate in this new digital landscape.
This document contains announcements and advertisements for a series of talks called "FusionTalk" held bi-monthly that last 15 minutes each and cover topics related to business, career, and culture. The talks are free for members of ABAHR and open to all, and are sponsored by various groups and individuals. They are held at different locations in Virginia Beach.
1. Here is something you already know. People like to get free stuff. What kind of people? well, new prospects who need to become aware of your company or services loyal customers who deserve to be appreciated and employees who have gone the extra mile.
2. How about others? Well, trade show visitors love advertising specialties and so do the more than 6 out of 10 people who enjoy receiving their mail every day
3. In fact, the direct marketing association says you can double your response rates with lumpy envelopes containing small items because they make people curious and like we said everyone likes free stuff.
4. Here at Mvoss Creation we have access to thousands of promotional products to fit any budget or company. Better still we can show you how to save time and money by helping you match the right things to the right people for the right occasions that’s what we call flexibility
5. But are logoed items really effective? you bet. Logoed items can promote your company much longer than most other forms of advertising. The advertising specialty institute says promotional items are kept for an average of seven months and more than 60% get passed along to someone else plus they’re memorable - nearly 90 percent of recipients are able to recall the company name on their promotional products.
6. Best of all they’re affordable to business of all sizes delivering a fantastic return on investment of course to get these great results you need to find a great local product
7. Contact Mvoss Creation about totes, backpacks and caps or functional desk accessories, calendars, USB drives and more.
8. There truly is something for everyone Mvoss Creation your convenient one stop source for practical cost effective marketing and print solutions with the power of promotional items to bring your brand to life and Market your Visuals to Optimize your Social & Services of your company, events or your brand contact Mvoss Creation today.
Military & Veteran Career Issues
What challenges and issues do I foresee facing the veteran and military affiliated student population? What role would CHIEFPRENEUR play as the coordinator?
10 minutes presentation
Tony Astro gave a 10 minute briefing on 3 undergraduate degrees: Bachelor of Science in Business, Bachelor of Arts in Christian Ministry, and Bachelor of Arts in Animation. He described the career opportunities, program requirements, and contact information for each degree. The Business degree focuses on principles, theory, and real-world experience to prepare students for careers in fields like marketing, human resources, and accounting. The Christian Ministry degree teaches the Bible, communication, and discipleship to prepare students for church roles and nonprofit work. The Animation degree utilizes advanced technology and software to train students for careers in areas such as game design, animation, and graphic design.
Eligibility Communicating with the board Pre board Membership Quotas Tools of the board Not Presented to Board Members What the Board Considers Board Process Overview Post Board Process Special boards Common Issues/FAQs/MythsEnl advancement board brief for pers 803 webpage (feb 10 2015)
This is directed at all of my Reserve Component Chief Petty Officer shipmates:
“Do you want to take COMMAND? Can you be entrusted to stand tall under pressure? If you are a Chief then the answer must be a resounding “Aye, Aye!” Would you like to drill/serve your country past the maximum 30 years of TIS allowed for enlisted personnel? Do you have what it takes to wear "eagles" on your collar or be a CWO5? Would you like to increase your retirement pay by 50% or even 100%?
If you are an E-7 through E-9 with the desire to reach for one of the most demanding and satisfying positions in the Navy, the Limited Duty Officer or Chief Warrant Officer Commissioning Program may be for you.
The RC LDO/CWO program is actively seeking candidates with the “right stuff”. The RC CWO program is in particular need of support from the CPO mess. We are approximately 50% manned in our RC CWO inventory and we are losing folks almost as fast as we are “making” them. The RC LDO situation is a bit better, but not by much. So the fleet has an incentive to get as many highly qualified candidates into those billets as possible.
If you are a Reserve Component Chief Petty Officer and are interested in the RC LDO/CWO program, then now is the time to take the next step.
The following designator/career fields are OPEN:
623X (LDO SUB REPAIR)
626X (LDO SUB ORDNANCE)
628X (LDO SUB ELEX)
629X (LDO SUB COMMS)
633X (LDO AV MAINT)
641X (LDO ADMIN)
642X (LDO INFO PRO)
645X (LDO INTEL)
649X (LDO SECURITY)
653X (LDO CEC)
711X (SURF DECK CWO)
712X (SURF OPS CWO)
713X (SURF REP CWO)
715X (SEAL CWO)
716X (SURF ORD CWO)
717X (SWCC CWO)
742X (INFO TECH CWO)
744X (INFO WARFARE CWO)
745X (INTEL CWO)
Any interested applicants should take a look at the attached program flyer for more information. Anyone that does NOT already have an RC LDO/CWO mentor to assist with application preparation and the interview appraisal process should immediately contact our Recruiting Action Officer for assistance: CWO2 Richard Townsend: richard.townsend@navy.mil
Applications are due NLT 01OCT2015, so time is running short. The fleet needs you now. I am "living proof" of what the program offers. It worked for me and it can work for you too. Please pass the word.
R,
CAPT Jim Elizares ("commissioned CPO", Anchors earned in 1985)
RC LDO/CWO Community Leader “Mustangs Earn it Everyday”
jameselizares@yahoo.com
james.f.elizares@navy.mil
*** No College Required: Active Duty Commissioning or Officers Program: LDO/CWO *** If you are an E-7 through E-9 with the desire to reach for one of the most demanding and satisfying positions in the Navy, the Limited Duty Officer or Chief Warrant Officer Commissioning Program may be for you.http://www.npc.navy.mil/…/LDO%20and%20CWO%20Recruit%20Your%…
The document discusses eligibility requirements and benefits of the Post-9/11 GI Bill. Key points include:
- To receive full benefits, members must have at least 36 months of qualifying active duty service. Lesser amounts provide reduced benefits.
- Benefits include payment of tuition and fees at public and private colleges, books and supplies stipends, housing allowances, and licensing exam reimbursement.
- The GI Bill can now be transferred to dependents if the service member commits to additional years of military service.
This document provides instructions for requesting access to the CIMS system. It outlines the steps to open an internet browser and navigate to the NSIPS login page, where a CAC is required for authentication. It describes selecting "CIMS Departmental/Divisional Career Counselor" and filling out fields with name, email, phone and justification. Requestors are also instructed to select the appropriate CIMS UIC and notify a CCC once access is approved so sailors can be assigned.
The Career Tools Afloat (CTA) page replaced "NKO at Sea" and provides access to Navy eLearning (NeL) Afloat, Electronic Training Jacket (ETJ) Afloat, and FLTMPS Afloat. When Internet is available, it also provides links to systems ashore.
This document summarizes updates from a September 2014 Navy College newsletter. It outlines changes to Navy Tuition Assistance (TA) policy in NAVADMIN 190/14, including allowing TA use in the first year and reimbursement requirements for failing grades. It also provides tips for TA success, information on the Department of Defense Memorandum of Understanding (MOU) with education providers, and details the new Postsecondary Education Complaint System. Contact information is given for local Navy College Offices and the Virtual Education Center.
This document provides an overview of the Exceptional Family Member Program (EFMP) for command points of contact. It discusses the history and goals of EFMP, common myths about the program, benefits of enrollment, eligibility criteria, the enrollment process, categories of enrollment, and responsibilities of command EFMP points of contact. Contact information is provided for EFMP liaisons and medical coordinators who can assist with the program.
More from Tony Astro - Veteran Counselor & Entrepreneur (20)
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”.
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.
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.
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.
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.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
2. NAVY RESERVE STATUS
Active Status
Inactive Retired
Ready Reserve Status Status
SELRES IRR Standby Reserve Standby Reserve Retired Reservists
(Selected (Drilling) (Individual Ready Reserve) (Active) (Inactive) (~250,000)
Reserve) (~40) (~4000)
(~55,000)
• Hold valid mobilization • Key Federal • Cannot earn points or • Qualified for Non-
billets for pay VTU
Employees promote regular retirement or
• First to mobilize (Voluntary Training Unit) regular retirement
• Hardships
(~4,000) • Fleet Reserve
•Drill in a Non-pay status
S-1 S-2
FTS MMIRRG
(Full Time Support) (Merchant Marine)
(~11,680) (2,200)
• Non-drilling status
• Reservists on active
duty 365 days a year
ASP
(includes CANREC,
OYR) (Active Status Pool)
(~35,000)
• Non-drilling status
2
3. PERS-9 Mission
• Provide world class administrative oversight, policy
enforcement and personnel services delivery for members of
the:
– Navy Reserve Component (110,395*)
– Navy Reserve Retired (249,568)
– Retired Regular Navy (383,285)
• Monitor the Navy’s Individual Ready Reserve members for
Mobilization readiness (39,300*)
* Navy Reserve Component total includes the 39,300 members of the IRR
Customer Service for over 700,000 Sailors, Active, Reserve and Retired
3
4. PERS-9
Organization
Reserve Personnel
Management Department
PERS-9
CAPT David Flaherty
Deputy Senior Enlisted Leader
PERS-9B PERS-9C
CDR Liz Stephens YNCM Bill Hoyt
Admin & Congressionals
PERS-9S
Vacant
Reserve Personnel Affiliation & IRR Force Functional Integration LOD/MEDHOLD/MRR Career Transition
Administration Division RedesignationDivision Management Division Division Division Office
PERS-91 PERS-92 PERS-93 PERS-94 PERS-95 PERS-97 (formerly 9X)
CDR Darren Anding CDR Chris W alsh LCDR Ricky Coleman Ms. Karen White CDR Matt Gibbons CDR Karen McCarten
•Reserve Retirements •Officer and •Physical/ Virtual •BPR (Business •Medical Benefits •Active to Reserve
Enlisted CANREC Musters Process Re- Issuance Component
•Reserve Officer
Accessions Engineering) Transitions
Screenings •Mobilization/ •Medical Hold
•FTS Re- ADT Orders •QA of IMAPMIS (MEDHOLD)
•NOBC / AQDs
•Reserve to Active
designation •IPPS-N Liaison
•Reserve Officer •Reenlistments/ •Line of Duty (LOD) Component
Boards (Integrated Pay
Gains re-designations Extensions/ Invol /Incapacitation Pay Transitions
•APPLY Board Sep Pay and Personnel (INCAP)
•Enlisted SELRES Services – Navy)
ADSEPS •Continuum of
•FTS Recall • IRR Counseling •Physical Risk
•DFAS Interface Service Initiative
•Enlisted FTS Program Classification
Management
Conversions/ Recalls •Data Cleansing (MRR)
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5. PERS-91
RESERVE PERSONNEL ADMINISTRATION
• Administer Navy Reserve Personnel Administration Programs
– Ensure the proper application of associated laws, directives & regulation
• General Responsibilities
– Administer Mobilization Special Cases Boards
– Provide responses to Congressional Inquiries/BCNRs
– Perform IMAPMIS record updates
– Sponsor Monthly Reserve Officer Continuation Panels and Semi-annual
Reserve Officer NOBC/AQD Boards
– Joint Officer Management
• Three branches responsible for execution
– PERS-911 - Reserve Officer Status Branch
– PERS-912 - Reserve Personnel Services Branch
– PERS-913 - Reserve Enlisted Status Branch
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Customer Service for approx. 370,000 individuals
6. PERS-91 Key Responsibilities
• PERS-911 (Reserve Officer Status Branch) performs:
– Officer appointments/reappointments
– Gains
– Statements of Service
– Ready Reserve Agreements
– Inter-Service Transfers
– Change of Designator (re-designation) requests
– Participation and Attrition screenings
– Continuation and Retention requests
– NOBC/AQD Designations
– Status changes
• Reserve Officer Administration:
http://www.public.navy.mil/bupers-npc/career/reservepersonnelmgmt/officers/Pages/default.aspx
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7. PERS-91 Key Responsibilities
• PERS-912 (Reserve Personnel Services Branch) performs:
– Retirement requests (with and without pay)
– Retirement Notices of Eligibility
– Retirement point updates
– RC Survivor Benefits elections
– IRR/S1/S2 EOS discharges
– TDRL status changes
– 30-yr retirements for USN Fleet Reservists
– IRR officer promotions
• Attrition/Retirement:
http://www.public.navy.mil/BUPERS-NPC/CAREER/RESERVEPERSONNELMGMT/RESERVERETIREMENTS/Pages/default.aspx
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11. PERS-93
IRR Force Management
• Manages/coordinates:
– Contributory support for Active Status Pool of the IRR
– IRR Member contact information and medical readiness
– ADT orders for IRR members (contributory support)
– IRR and VTU mobilization screening
– IRR re-enlistments and extensions of service
– IRR EOS discharges
– Involuntary Separation Pay
• IRR Management information and contacts:
http://www.public.navy.mil/BUPERS-NPC/CAREER/RESERVEPERSONNELMGMT/IRR/Pages/default2.aspx
• Email questions to: irr_counselor@navy.mil
• Guide to Individual Ready Reserve:
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http://www.public.navy.mil/BUPERS-NPC/CAREER/RESERVEPERSONNELMGMT/IRR/Pages/GuidetotheIRR.aspx
12. PERS-94
Functional Integration
• Manages:
– Quality Assurance of IMPAMIS
– Data Cleansing
– Business Process Re-engineering
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13. PERS-95
Reserve Medical Benefits Issuing Authority
• Medical Hold (MEDHOLD)
Voluntary retention of a Reservist on active duty to receive medical treatment for an
injury, illness or disease incurred or aggravated while on continuous active duty
orders for more than 30 days.
2 MEDHOLD Units: Norfolk / San Diego.
• Line of Duty (LOD)
TRICARE and Incapacitation pay benefits for any illness, injury or disease incurred
or aggravated while performing inactive or active duty for 30 days or less or for
injuries of less severity than requiring MEDHOLD
• LOD / Incapacitation Pay:
Reimbursement for lost civilian wages as a result of a service related injury or
illness. Entitlement is up to full military pay and allowances.
• Provide Medical Retention Review (MRR)
For Reservists who have potential mobilization disqualifying medical conditions.
Sailor initiates at NOSC / package is forwarded to PERS via BUMED for physical
risk classification (PRC) recommendation. PERS-95 assigns a PRC code.
• Incapacitation Benefits:
http://www.public.navy.mil/BUPERSNPC/CAREER/RESERVEPERSONNELMGMT/Pages/MEDHOLDLODPhysi
calRiskPrograms.aspx 13
14. PERS-97
Career Transition Office
• Optimize transitions between Active and Reserve
Components (AC/RC)
– Supports CNP Continuum of Service initiative
– Faster transitions- seamless and streamlined to more rapidly meet AC
and RC needs
– Facilitate FIT with Community Managers
– Increase Reserve program awareness
– Decrease Reserve training/recruiting cost requirements
http://www.public.navy.mil/bupers-npc/career/transition/Pages/default.aspx
cto.officer@navy.mil cto.enlisted@navy.mil
1-866-U-ASK-NPC (827-5672)
Seamless Transitions: Retention activity not a Recruiting action 14
15. Good-to-Know Info
• Satisfactory Participation:
• < 9 Unsatisfactory IDT Drill periods in a 12 month period
• Perform 12 to 14 days of AT each FISCAL YEAR when AT is required
(RESFOR publishes FY Guidance)
• Qualifying Year:
• At least 50 points each ANNIVERSARY YEAR
• Qualifying service in the reserves to retire (for non regular
retired pay):
• If a member earned 20 or more years of qualifying service on or before 25
APR 2005, last 6 years must be in a RC.
• If member completes 20 years of qualifying service after 20 AR 2005, the
last 6 years in the RC IS NOT A REQUIREMENT to qualify for non-
regular retired pay.
• UNSAT Participation
• NOSC CO’s can transfer Officer’s to IRR
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Reference: BUPERSINST 1001.39F
18. PERS-9 Current Initiatives
• SELRES Leave Accrual/Carry-Over (policy and process)
– NAVADMIN 163/12
– MILPERSMAN Articles updated
• Alignment with AC IRT NOBC’s & AQD’s
– Automation of NOBC’s
– Migration of classification elements
– Processing requests – (eliminate semi-annual boards)
• Sanctuary Provisions of Law
– Screening Process for ~16 years of Active Duty
– Reaching Active Duty Retirement
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