Chief Navy Recruiting Process: A Case Study

Before new recruits officially swear into the Marines they will process in at one of the 65 MEPS (Military Entrance Processing Stations). MEPS is a Department of Defense joint-service organization staffed with military and civilian professionals. Here they will take the ASVAB (Armed Services Vocational Aptitude Battery) and receive a physical. If the recruit passes they will swear in. Some recruits may decide to go into the DEP (Delayed Entry Program),

Mature and motivated. Proven ability to assist providers and veterans on exam days in any manner needed. General problem solving in a solutions-oriented manner for both providers and veterans. Update case statuses as available. Accomplish ambition to assist wounded veterans with a caring, positive, and patriotic attitude. Organized, courteous, professional, capable of following instructions from all levels of staff and associates alike. Experience in applying, general rules and regulations of diverse settings and environments. Competent to obtain and enter data from various automated data systems to affect admission and disposition of patients. Interpersonal and communication skills frequently prove constructive to others and team members alike,

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

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.

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).

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.

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

Being able to be a United States navy Chief is on the most honorable professional achievement that an enlisted sailor could strive to accomplish. Being a navy chief is more than just changing from one uniform on September 15 to another on September 16. Being a Navy Chief carries tremendous responsibilities as now you are the person that junior sailor comes to for guidance and development. However, to me to fully explain why I deserve to be a navy chief it would be remissive of me if I did not give credit to those who have helped develop me over the years. Over the years I have had leaders who I worked for directly and some indirectly that have provided me key guidance to aid in my learning and growth a sailor. I believe that I should be a chief

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.

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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.

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).

At St. Francis, our employees are our greatest asset and recognize the challenge of recruiting and retaining talented staff members. Considering this challenge, during the past year we explored opportunities to improve the employee journey. For example, our recruitment process highlights our vision, mission and values and that we are a great place to work. We also underwent a major reorganization that will heighten the level of services to our guests and provide staff with opportunities for upward mobility. We also improved our benefits offerings by increasing the employer match to our 403B plan and expanding our Employee Assistance Program.

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.

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