High Year Tenure Essay

Recent changes to the High Year Tenure (HYT) waiver process timeline at the E6-E8 level for fiscal year 2016 are too short. This change has caused extremely compressed timelines for members to make the necessary preparations after they have been identified for mandatory retirement. It has also led to uncertainty months into the assignment year for units with HYT candidates. The Coast Guard needs to expand the E6-E8 HYT waiver timeline to align with the E3-E5 HYT waiver timeline.

I was tasked with menial assignments and was dissatisfied with my professional standing. Once again, the thoughts of Dive School crept into my mind again and I thought I was being punished for my failure. At a pivotal moment, I decided that rather than accept my current cirumcstance as an inevitability, I opted to strive for greatness and work my way to greater opportunities. I volunteered for the jobs that no one else wanted and excelled at them to the point that I was recognized for my contributions and awarded the Army Achievement Medal within a few weeks. This enabled me to pursue a reassignment to a infantry brigade that had a CBRN Recon Platoon Position. A platoon position for a CBRN officer is few and far to come by. With 8 CBRN officers for every 1 CBRN unit leadership position, often a CBRN officer will progress throughout their career without being assigned a leadership role, spending their entire career on staff. Through my hard work and tenacity, I was selected to be one of these few lucky

One of the most important things that is preparing me for success at the Academy is the transition from civilian to military life. Being an active member of the United States Coast Guard while being a student is showcasing the importance of how I hold myself. Not only am I a CGAS student, but I also wear the Coast Guard uniform. Being active duty means that I represent the entire service and must be responsible for my actions:

Every Navy leader should understand the importance of selecting appropriate sailors for MAP advancement, because it diminishes the value of the semi-annual advancement exam due to a decrease in advancement opportunities. This paper will cover the problem of this policy, a discussion of its impacts to the fleet, and finally a recommendation to correct deficiencies.

Richard explored the duty of a Coast Guardsmen and he stated that it can range, from one extreme to another and vary far and few between. Each day has a different struggle, a different mission and concludes with a different outcome.

The purpose of this document is show how hard Financial Management training is in the United States Coast Guard. It goes to say how they have program called the DHS program that is put into place to help the people get all of the necessary training (Spadafora,2015). It goes to show that purpose is to help the people in the Coast Guard to be able to get the proper training to be in Financial Management. It also goes

The goals for modernizing the enlisted career development program – rating modernization – are to provide greater choices and flexibility for Sailors with respect to detailing and training, provide flexibility for the Navy in assigning trained personnel, and to increase professional alignment with civilian employees.

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

When the Great War ended, the Navy returned to its dual officer training programs – the Naval College and the limited Special Entry Program. Given the reduced naval budgets and shrinking number of ships at sea, these programs met the Navy’s needs.

For many years the Food Service Specialist rating (FS) has experienced many challenges. Today the rating is not only losing personnel at an alarming rate, it cannot create a center of attention for new recruits who truly desire to be culinarians. Part of this reason is due to image problems that plague the FS rating and create a workforce of members who are dissatisfied with being FS’s in the Coast Guard. Retention and recruitment will be a challenge for the FS rate, but by reshaping the image we may be able to attract the right personnel with the right drive so that we can fill the critical billets needed to keep the rate moving ahead in the years to come. Following the Navy’s efforts in 2004, a name change to Culinary Specialist (CS) keeps the occupation 's definition current with today 's civilian counterpart (www.navy.mil, 2004). It better portrays the rating and contributes to a more professional image. Adopting the Culinary Specialist designation aligns our Food Service rating with DOD and civilian sectors, aiding in efforts to reshape and reimage the rate.

These sailors were accused of “gundecking” (a term used for becoming qualified without the proper preparation, training, and experience) their qualifications. Yet, while this type of behavior is frowned upon, it’s almost a necessity if a person wants to stand out from their peers. The sailors who instead take their time to practice and learn their craft as seen as metaphorical anchors who are dragging their feet on the pavement and slowing down progress. Threats of securing their leisure time, privileges, and other such punishments are issued to these same members. These methods all, but ensure that the only way to go is simply hitting all the checkmarks without concern for their competency.

This discussion pertains to the career path that I have chosen; the United States Navy. It will cover the reason that I chose this path and many of the social and economic characteristics of the profession. The discussion will include the type of people that are employed and conditions of employment, how the profession is doing in the economy and the problems that it is facing, as well as what the future of this profession holds. The first thing that will be discussed is my career path and why I chose it.

Having skills to teach new recruits, wanting to help with the success of the first national Arizona training, and being a hard working cadet are a few of the reasons I should be considered for the Recruit Training Staff Cadet position. Even though I am only a Cadet Petty Officer Third Class, I think I can overcome my lack of rank in the program with my skills, knowledge, and hard work to train the first class of recruits at the Recruit Training in

Coming into this training environment I felt like I knew what to expect. Boy, was I wrong. The Chief Petty Officer’s Academy introduced me to some unique and thought provoking ideas that, if proposed the right way, could potentially push our unit in the right direction. The Staff ride to historic Marin Headlands National Park and concepts such as LPI 360 and physical fitness are great examples of new and exciting techniques we can use to drive our unit forward.

Our team’s core objectives are to update previous teams demographic data and to identify those “hard to fill” officer specialties and enlisted ratings. To meet the worldwide threat that is possible in 2030, our group is to assume that by doubling the Navy’s at-sea force it will provide enough people to man ships, squadrons, and staff level jobs. The concept to be considered is the “Blue-Gold” crews that are currently used on submarines today.