Chief Navy Recruiting Process: A Case Study

In my opinion the candidate is highly motivated to become a Medical Service Corps Officer. His knowledge, skills, ability and experience are a perfect match Medical Service Corps Officer program, and are uniquely suited for the Radiation Health program. He is determined to excel and improve himself and others on all levels, no matter what. The candidate's potential as a career Naval Officer is "Outstanding", defined by a genuine concern for the welfare of others, professionalism, and excellent character.

I have now been recruiting in the state of Indiana for a little over a year and have been quite successful with making my mission. Throughout this paper, I will discuss different demographics and statistics that I should know as an RRNCO that will help make me a better recruiter and Non-Commissioned Officer. Ever since I have been recruiting, I have realized that it is not easy making my mission, working solely in one high school. I must work in all of my schools as well as work outside of my schools in order to be successful.

Selfishness, overblown sense of worth, and indecisiveness are certain traits that seem to appear more frequently in today’s leadership due to an ineffectual advancement process. The Navy’s advancement process consist of a standardized test, Navy wide rating quotas, and evaluations which may or may not accurately reflect the person’s being. Certain aspects of these rolls and processes need to be changed to more accurately reflect those qualities that are required to be an effective leader in today’s Navy.

I have seven years’ experience in office management and administrative support for the Maneuver Captains Career Course (MCCC) on Fort Benning, GA. As the Lead Administrative Assistant

This system was used to determine if a member who has had some kind of illness or disability while in the military that is normally disqualifying from military service, can still serve. We had a large backlog of people in the process for a variety of reasons. This was unacceptable as it impacted not only mission readiness, but also real people 's lives (Orenich, 2015).

As I begin my journey as a RRNCO (Recruiting and Retention Non-Commissioned Officer) there will be many obstacles that I will have to overcome to be the best recruiter I can be. I want to be able to give others the same opportunities the National Guard offered to me. I was not always supportive of the military, but in the end I owe all my success to the time I spent in the Army National Guard. Throughout this paper I will be showing different statistics or demographics of the high school I feel is the most important school I need to focus on. When I start to look at the school year, I have to devote certain time and effort, so I need to develop a school program that will help generate leads and referrals. By conducting presentations about the ARNG (Army National Guard) on such topics as the role of the ARNG, state/federal missions, features and benefits, employment opportunities and ARNG history.(NGR 601-1 2-18(f)) My yearly plan will be broken down month by month. This school plan will help me build and sustain relationships throughout the FY (Fiscal Year). The soldiers I enlist will be joining the Ohio Army National Guard.

In February 2017, the National Capital Region Medical Directorate (NCR MD) exercised authority, direction, and control over various military facilities around the National Capital Region of Southern Maryland, Washington, D.C; and Northern Virginia. These military facilities include: Walter Reed National Military Medical Center, Fort Belvoir Community Hospital, the Joint Pathology Center, and Navy Health Clinic Quantico and its subordinate Branch Health Clinic, Washington Navy Yard (page 4, Dictorate, 2017). The primarily goals of aligning all of these military medical facilities in the National Capital Region are to: create services that are responsible for the healthcare needs of all patients, enhance patient safety and quality, ensure that world class military healthcare facilities are accessible, and provide the continuous focus on health, training, education, and research (page 4, Dictorate, 2017).

As a Career Counselor at Fort Hood, TX provide direct and indirect services to military personnel and their family during transition, mobilization and demobilization stages of their military career. Provide training, resources and services to help Service members and their families to plan ahead for deployment and/or mobilization during Yellow Ribbon Events in remoted geographically locations. Provide and led discussion about communication issues, mental health awareness and referral, financial management, and their adjustment and reintegration process for a success reconnection with their family members. Pointed an issue on the SFL-TAP Client Worksheet during the last Quality Control Inspections and provided a suggestion for client’s better understanding of the form. Provide the CIM with quality control of TAP XXI database and provide suggestions for improvement if it is needed.

PFC Meany additional duties that he has shown professionalism and determination to progress military and medical knowledge has been completing a

| |central location or staff areas, in staff manuals and available on a shared |

Kevin grit his teeth. His hands strangled the arms of his blue leather seat that were embroidered with white thread. Fear oozed from every pore within his body. His body tensed as we felt the engine roar, saw the turbines spin, and runway come to life. As the plane’s thrusters kicked in, Kevin shut his eyes, but I didn’t. I stared through my window and watched the runway lights gradually merge into a single line of fluorescent orange. Before I knew it, I was gazing upon Philadelphia, hundreds of feet in the air, illuminated by the light of an afternoon’s sun. Our destination, the Marine Corps Recruiting Depot.

A. Good morning, I’m MSG Michael Dobbs, Thank you for being here COL … and CSM…

I would like to thank you again for showing interest in the officer positions available for the Colonel Care Association. There was an overwhelming response to our demand for leadership, so the selection process became much more difficult than anticipated. We regret to inform you that after careful consideration, you have not been selected for an officer position. Your application was very impressive and I hope that you will still consider membership this Fall.

I am a member of the active component of the United States Navy and my job title is Hospital Corps Personnel, Plans and Policy. Under the Military Health System I

Correspondence concerning this report should be addressed to Kenneth Lee, owner and author of Lee’s Recruiting Training Team, 22 Lee’s drive Fredericksburg Va. 22444.