360 Peer Review

In September, I had the opportunity to visit the Naval Academy for a “Candidate Visit Weekend.” During my two-night visit, I was paired with a current midshipman, whom I accompanied to classes, meals, and a sports practice. Personally experiencing daily life at the Academy and meeting current midshipmen has reinforced my desire to join their ranks. The most inspiring thing about the midshipmen I met was the effort that they put into succeeding. Being a part of this culture, even for two days, has shown me that I can work just a little harder, and that I can push myself just a little further. Since returning home, I have done just that in numerous ways.

As my knowledge grew it came with reasonability and promotions. But, I still got in trouble but each time I learned from it. I’m 19 now and I’m in charge of a 20 million dollar jet aircraft. The Navy made me see that attention to detail should be your priority just behind safety. I learned that slow is fast on some jobs. You don’t always have time to do rework on something you rushed to get done. So taking your time could mean your life or your shipmates.

Petty Officer Williams (supervisor) “I feel extremely confident as a supervisor in the RAN, I have an excellent framework and access to resources to to deliver a mentoring program within the Boatswains faculty” (Petty Officer Williams, Personal Communication, Sep 04, 2016). The Boatswains Faculty contribution to the ongoing support of the document titled Defence Instruction (NAVY) Leadership, Management and Professional Development in the Royal Australian Navy. Mentoring is a fundamental concept behind reinvigorating the Leadership, Management and Professional Development framework within the RAN.

7. One may argue that new enlistees in the Coast Guard have a purpose and know what they want to do, but the facts that are presented are the Coast Guard is 3500 people short at the non-rate level. We are accepting everyone who walks through our recruiting doors, and still can fill our personnel gap. The US economy is struggling so new recruits’ do not have the exposure required to make an educated decision on a career path. The Coast Guard will make more efficient Petty Officers as long as future goals of its service align with the future goals of the

The story of Captain D. Michael Abrashoff and his command of USS Benfold has now become legendary inside and outside the Navy. Captain Abrashoff offers this tale of top-down change for anyone trying to navigate today’s uncertain seas. When Captain Abrashoff took over as the commander of USS Benfold, which is a ship that is completely armed with every cutting-edge system available, but unfortunately, the ship was like a business that has all the latest technology but it lacked in productivity and teamwork. Knowing that that the responsibility for improving performance rested with him as the new USS Benfold’s Captain, Abrashoff realized that he had to improve his own leadership skills before he could improve the crew aboard the ship. Within months, Abrashoff created a crew of confident and inspired problem solvers eager to take initiative and responsibility for their actions. The slogan on board became “It’s your ship,” and the USS Benfold was soon recognized far and wide as a model of naval efficiency. (Abrashoff, 2002) From achieving amazing cost savings to winning the highest gunnery score in the Pacific Fleet, Captain Abrashoff’s extraordinary campaign sent shock waves throughout the entire U.S. Navy fleet. By reading this book, it can really help you change the course of your leadership skills, no matter where your battles are fought. As a society, we continue to invest in the latest

I did not know much about the military, but I knew that the Marine Corps was the most difficult and within it, Reconnaissance was the most demanding. I also knew that the harder the job the more rewarding it would be, my desire to seek the toughest challenges always paid off in the end. With the work ethic my parents instilled in me, I knew I would succeed. In my 24-year Marines Corps career as a Recon Marine, I have had the opportunity to learn, lead, and teach Marines of various caliber and rank. As a senior Staff Non-Commissioned Officer my days of performing at the team level are behind me, but I am always learning. I now rely on the young professionals I work with to teach me the latest technical and tactical procedures; this further allows me to establish confidence with our senior Commanders. My introduction to the highly educated Marine Officers in the Amphibious Reconnaissance profession has been an eye opening experience. By working with them on a daily basis, these extremely smart and academically proficient professional men and women have shown me that I too have what it takes to achieve success at an institution of higher learning. My experiences teaching and mentoring young Marines, my work developing a non-profit organization targeted at providing financial and moral support to veterans during their most critically vulnerable point:

My warrior mentality has been challenged more than once during my time at Marine Raider Training center and many times I have failed allowing my leadership to reflect poor judgement and decision making. With Sergeants course and a few attitude changes I have been able to bounce back and see the Marine Corps for what it is: a great organization that has enabled me to be a better person. However we still have a long way to go as a community in order to perform at the highest level possible. I am grateful for the good things my unit does such as promotion panels. However I am not blind that we as a unit have room for improvement, with me taking control of building the welcome aboard brief I believe we can be on step closer to sustaining the

What is powerfully attractive about this path to the officer corp is a service academy education prepares cadets and midshipmen to lead and follow in every environment

On May 27, 2011, I sat in the crowd of thousands of people waiting to see the cheer from the football field. No, this wasn’t a professional football game, or even a college game. This was the graduation and commissioning of 1000 men and women from the United States Naval Academy. As the covers of all the former midshipmen went into the air, and the crowd went wild, I stood in awe, speechless. Even as an 11 year old boy, I knew that I wanted to be that young man standing on the ten yard line, in an immaculate white uniform, jumping up and down and hugging his buddy next to him. As I read stories and biographies of men like Marcus Luttrell and Chris Kyle, some of the most courageous men in the world, I realized my calling in life. I was to be an officer in the United States Navy.

Five weeks at the U.S. Coast Guard (CG) Chief Petty Officer Academy (CPOA) has inspired my spirit, strengthened my body, and encouraged my heart. Week-by-week, the CPOA has been one of the most influential periods of my life. Through guided self-introspection, a safe and positive environment, establishment of goals, insightful challenges, and rigorous physical activity, increased blood flow has flooded my stagnant cellar, cleansing the dust and cobwebs that lay dormant. With 12 years active duty, I am a Boatswain’s Mate (BM) by trade and Executive Petty Officer by title. My career-long goal has recently been realized, for I am the Prospective Officer in Charge of USCG Station Apra Harbor in Guam. I have an amazing 2.75-year-old

From the day I met my recruiter, I took the first steps into the transformation all young men and women must undergo as they start their journey to become a United States Marine. This process cannot be achieved in one day and must be continuously reinforced. From the unit leaders to the newest Marine in the unit, all Marines have a role to play in sustaining the transformation. Throughout this paper I will go into further detail on the different ways of how my unit fails and succeeds at sustaining the transformation, and what I can do to guide my subordinate Marines to success. To be able to successfully sustain the transformation you must instill the unit’s history and sense of mission, practice drill, be a family oriented unit, have a good sponsorship program, assist in cohesion and unit obstacles, and finally instill discipline.

In my peer review process I saw a lot of different ways I could edit my own paper just by looking at my peers papers. In the letter to my friend Sara brought up that maybe I should bring up a few more examples on other clean transportation ways to further back up my thesis. Jordan pointed out in my letter to Times magazine I should be more specific on where the 5% of the federal budget comes from, like where we could cut back at. An effective way that I will keep in my paper is the way I’m trying to convince my audience. I’m using facts to sway them to my side, you cant really argue with facts. One thing that I will revise in my paper is my thesis in my letter to my friend, my main topic will stay the same its just that I will revise my writing

As time went on we had learned the entire Chain of Command, proper Navy rules and how to properly wear all the uniforms and the seasonal changes for whites and blues. As the 8th week came we got ready for graduation. Everyone was ready to show their parents how much they had grown up in the last two months. Part of growing up was proper grooming, making our beds and being responsible and accountable for each other.

I am always happy to try to help someone with their writing. I enjoy experiencing the peer review activity because I can take my time and give suggestions to one of my classmates. I understand that my writing is not perfect, but I am happy to help a classmate with what I know about narrative writing. Everyone can always improve their writing; nobody is perfect. Peer review is a great way to learn how to evaluate, and revise your own writing. In my opinion, it's common sense to be honest when students fill out the rubric. If you’re not honest, then what is the point in doing the activity? It's important to be honest so the student can improve their writing. I believe the peer review activity helps both of us become better writers. Before I

A 360-degree feedback system is also known by a number of other names such as a multi-rater feedback, multisource feedback, or multisource assessment. Using this model involves providing feedback from a number of sources and directions on the hierarchical organization chart such as including superiors, sub-ordinates, customers and peers. Therefore this model is able to collect a variety of different perceptions about an individual's performance. A literature review was conducted that examined the 360-system from different perspectives of the evaluation sources and finds that though the system can provide more comprehensive sets of data that sometimes the complexity of which serves to provide no value. However, in many cases, if administered properly the 360-degree evaluation system can be a valuable tool used for professional development in an organizational setting.