Overseas Suitable Screening Case Study

After the Vietnam War ended, the Marine Corps’ main focus changed from broad scale operations, to being an Expeditionary Force in Readiness. Although this was no new role for the United States Marine Corps (USMC), there have been many changes in society, technology and tactics that affect how the Corps operates. However, over the last 36 years one thing has remained the same, and that is the role of the Marine Non Commissioned Officer (NCO). With the world changing ever so rapidly, the strong values and responsibilities of the Marine NCO are now, more than ever, necessary to carry out the operations being assigned to United States Marines. The role of the NCO is characterized by their

This book puts emphasis on the transformation of an American citizen into a marine and the importance of sustaining the change. It is imperative because our war fighting ability depends on a lasting transformation not only during the time of the individual’s Marine Corps career but also when he or she returns to their civilian communities.

1. I respectfully request a waiver for a 48 month reenlistment in my primary military occupational specialty (PMOS) 3521. In accordance with the references, this request requires a Commanding General’s endorsement.

The Marine Corps has a twelve week required boot camp. When the New Marines, also known as Pullies, first arrive to either Paris Island or Sand Francisco, they have one scripted phone call to allow their families to know that they made it safely. For the first two weeks the new Pullie, cannot have outside communications to family or friends. When those two weeks are up they are then aloud to send letters, but they have to earn the credits to purchase the stamps and such needed. At the end of the eleventh week the Pullies go through what is called Hell Week, where they are not allowed to sleep for two days and nights, and still much preform at maxim compasity. When they are finished with their boot camp training they are allowed to see their family for a short amount of time before they graduate. After their graduation they have a ten day leave before they have to eather be deployed or continue on to a Marine Occupations Specialty School, MOS school.

Considered the “backbone of the Army,” the Army NCO corps is facing a massive shortage of qualified Soldiers thanks to the down-sizing of military forces after a decade and a half of wars, and the seasoned NCOs either separating from the military, retiring, or recovering from combat related injuries. Through a Department of Defense policy that was implemented in 2005 to expand the NCO corps, which ultimately lowered the bar for promotion,

The MOL system has transformed how the Marine Corps functions in many different ways. The IS has allowed the organization as a whole to reduce waste and streamline the data it collects to a central location. Requirements of the system have always been present within the organization until recently has not been reasonably attainable with the amount of employees within the organization. The ultimate drive of the system is unit readiness and the unit readiness is easily quantifiable within the system because the commanders within the Marine Corps have instant access to the information required to gauge it. Unit readiness is the ability to leave at a moments notice when called upon by the president or congress to deploy to a war zone. The type and basic uses of the system are some of the most essential parts of the IS. Without the basic use of this system the Marine Corps as a whole would be at a loss without the use of it. In essence the application of this system has changed the business processes of the Marine Corps as a whole.

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.

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

1. Purpose: To provide information and facts on the removal of ineligible promotable soldiers (SPC/CPL/SGT) from the promotion standing list

The military across the board has been making a transition in to peace time life. This is fairly difficult for people like myself, because we are used to the Marine Corps being a certain way. Nearly Ninety percent of the Infantry in 2007 was composed of individuals that knew, or were asking to go to war. With the tightening down on certain aspects of rather relaxed rules and regulations. From the time that I had joined, many of our war hardened hero’s found themselves in a predicament with having to leave the military by force. Rules such as the tattoo policy which at one time was ok to have tattoos, overnight Combat Veteran Marines were told to find work elsewhere. Knowing the reasons why I had originally joined, and seeing what was becoming of future warfighters, I knew I didn’t see the true focus of the mission at hand.

USARECs tactical organizations recruiting centers are responsible for prospecting and recruiting professional individuals that will volunteer for a job serving as a Soldier. Their main effort involves identifying and creating the Soldier of 2025 that will fight to win any complex operating environment. Daily NCOs engage local communities to find individuals to enlist despite the changing United States (US) society where 7 out of 10 prospects do not qualify to enlist into the Army. NCOs at this tactical level have a tremendous challenge in their day-to-day operations. They have to accomplish daily operations by overcoming many factors and challenges. These challenges include economic conditions, persistent and unstable Middle East, China,

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:

11, 2001, eager to an standard of 7.2 percent last year from 9 percent in 2013, the Labor Department aforesaid in the recite. Employed pillar-9/11 veterans serve to have resembling thrust outline to the scorpion population, though a higher symmetry performance in the people sector last year. The loafing standard for bad veterans old 25 to 34 was 7.5 percent. In 2012, the joblessness degree for express-9/11 veterans between the generation of 45 and 54 was 7.7%, more than a factorage step higher than the ruler among no-veterans between 45 and 54, which was 6.2%. This is one of the first generations of vocation leadership that largely didn’t promote in the marines, which peacock regal cultural barriers to skillful soldiery discrimination and

Recommendation to correct this issue would be to publish clear guidance for Commanders at all levels by defining what “best qualified” means or to repeal the tri-signed memo. Furthermore, providing clarity to the Commanders would remove the subjectivity from what “best qualified” means for the commanders who decide a Soldier 's career is what our Soldiers deserve that have deployed several times to protect the freedoms we all have come to enjoy. The tri-signed memo mentions, Commanders will evaluate Soldiers, according to the “whole Soldier” concept. According to (Army Regulation, AR 601-280, 2011) this includes recent or repetitive punishment, low line or aptitude scores, low evaluation reports, slow rank progression, potential for continued service for use in a combination or by themselves. Defining what “best qualified” translates to or just following regulatory guidance Commanders would remove the question and the subjectivity from potentially this life-altering event of deciding who stays and who goes. After recognizing, the ethical conflict, leaders could evaluate their options by looking through the three ethical lenses. Commanders can utilize the ethical lenses of rule-based, virtue-based, and outcome-based to get multiple perspectives to come to a well-informed decision.

With every organization comes a degree of change. The Marine Corps is no different. With a rapidly changing world, we must strive to sustain the transformation and remain true to our ethos. Across the Marine Corps the culture of each unit is different, with sustaining the transformation as our tool we can make each unit better for new generations of Marines. Marine Raider Training Center sustains the transformation by holding quarterly promotion panels to ensure deserving promotions; however it fails to sustain the transformation by not welcoming new Marines to the unit appropriately, I will build a Welcome Aboard package to sustain the transformation for my Marines.