Recruitment And Mentorship Plan For Enlisted Aide Program

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.

Four years ago, Capt. (P) Raymond Kuderka was considering different options for a broadening assignment as a senior captain. With so many opportunities available in the Army, Kuderka was searching for guidance on which broadening assignment would bolster his company-grade development and support his career goals. Many of his peers were applying to graduate degrees, fellowships, and MI Programs. But none of these options were appealing.

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,

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

Over the next few years, more than a million military service members are expected to transition to the general population and some challenges are expected such as finding a good job to sustain their way of living (GAO, 2014). To assist service men and women during the process of transition, the Soldier for Life-Transition Assistance Program (SFL-TAP) previously known as the Army Career and Alumni Program (ACAP) was put in place. This is a program that has been in existence since 1990 after the congress passed a law targeting its establishment. This mandatory program was designed by the Department of the Army to help ease the burden of Military and Department of the Army employees experiencing career transition. The program was established to assist not only military personnel but also their family members with transitioning. It was founded as an answer to the problems associated mostly with job acquisition, school admission and rehabilitation of military personnel into

The MSARNG has focused on preparing its Soldiers for war for the past decade and the gaps in recruiting, retention, age and turnover have continued to grow. If the MSARNG does not incorporate an updated plan to stop these issues, the organization will begin to falter. It is critical that a new leadership development plan be implemented to prevent the gaps and problems from

Mentorship - Severing as LPO IS1 Bush spends time every drill weekend mentoring junior sailors by forwarding the POM in advance to make sure every sailor is better prepared for each DWE. He has guided sailors on how to manage their own careers by showing them how to create and organize a career binder separated by orders, evaluations, orders and awards. He educates unit members on how to best manager their careers by introducing them to all-in-one online reserve resources, and takes time to mentor each of his subordinates on establishing effect evaluation bullet points so to helps draft the possible yearly evaluations.

In response to the current announcement for assignment to the Fleet Mentor Program, I respectfully request consideration for assignment. In my 17 years of dedicated service, I’ve gained the experience that accurately represents my comprehension of State Police principles. As a leader and role model, I strive to move forward improving myself and those around me, accomplishing the goals and expectations set forth by the Division and teaching the forward thinking of this organization. It's my continued goal to clearly transmit Divisions Mission Statement and the overall success of the State Police. Throughout my years of service and role as a Squad Leader, I have consulted and guided members under my command. It is critical to create a positive

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.

Civilian personnel who are responsible for the corporate hiring of transitioning military personnel should educate themselves on veterans reintegration programs (Minnis, 2017). Civilian employment, human resource staff who desire to hire veterans should partner with military transitioning programs at job fairs, military workshops, and veteran conferences (Neill-Harris et al., 2007). Proper planning will create a smoother transition for civilian counselors to play a significant role in supporting the service member challenges during their transition to the civilian employment (Minnis,

2. CTR1 Foland finished her Basic Instructor Course (BIC) in June 2012, and started her instructing for her internship in July 2012. I had the ability to mentor and coach her developing instructional ability over the course of three years, culminating in her earning her Navy Master Training Specials (MTS). Her first evaluation was rated as Satisfactory, which is the average rating for an initial instructor evaluation. This gave

Imagine you are eighteen, just graduated high school. You decide to enlist into the United States Army. It is your first time away from home, your first real job outside of a summer job. This is your first time away from home, everything you grew up to know, your friends and family. This is the case with many newly enlisted Soldiers. The Army is their first real world experience away from home and the feeling can be overwhelming. Not only do they need to figure out how to be a Soldier but also an adult, a functioning member of society. So what do they do? They will rely on the guidance and experience of another, a Mentor.

I would like to be a recruitment counselor because I would like to make a difference in someone else's life other than my own. I also think that the Greek Community is a great way to make ever-lasting friendships and help people get involved on campus. I want to be able to share the positive impacts that the Greek community has made on my life and how it can do the same thing for many other people. Some strengths that I possess are that I am very organized, extremely hard-working, and that I am caring. I think that having all of these strengths will help me be a great recruitment counselor because I will be able to keep organized with all of the paperwork involved and I will be able to help potential new members when they have an issue or they

"A set of activities and practices which organizations carry out to search for and hire potential employees to fill their vacant job positions".

The main purpose of this report is to establish guidelines for the recruitment and selection of a Restaurant hostess for the Waterfront Hotel, New Plymouth. This report is comprised of identifying job positions, job analysis, job description and selection process, so as to follow a systematic procedure during the recruitment process of the Restaurant Manager.