In 2001, the Army came to the consensus to add career counselors (MOS 79S) as recipients to receive Special Duty Assignment Pay (SDAP). The SDAP payment for a Career Counselor was originally set at $300. Due to the unusual high degree of responsibility and demand, the position requires of the Soldier. Career counselors received SDAP because they execute binding contracts on behalf of the US government. This includes the severity and importance of their daily duties, led to the proposal and endorsement. The only other Military Occupation Specialty (MOS) that writes binding contracts, are Recruiters (MOS 79R). In 2013, Department of the Army (DA) arrived at the conclusion to the terminate payments of SDAP for career counselors. By eliminating career counselor SDAP, it resulted in a savings of $2.8 a year. However, 79Rs, continued …show more content…
Career counselors fill extremely demanding positions requiring an unusual amount of effort to accomplish their mission. The Table of Distribution (TDA) only allows one career counselor position, in every Battalion. The amount of personnel fluctuates between 300-800 Soldiers. As identified above MOS 79S, is currently experiencing a shortage causing an additional workload within a small team of NCOs adding additional stress to an already demanding position. The unique skill set a career counselor possesses are different from any other MOS. Career counselors utilize an automated system called RETAIN. Once a career counselor successfully graduates from the basic career counselor course, they receive access to RETAIN. HQDA and HRC both monitor this system. Only those authorized personnel career counselors have access to this automated system. While a unit can assign an additional duty reenlistment, Noncommissioned officer (NCO) to fill the position they will not have access to
A military officer must manage pieces of one of the largest organizations in the United States government - an organization that accounts for the third largest piece of the American budget and is comprised of 1.3 million active sailors, soldiers, airmen, and marines, many of whom are tasked with being deployable to any location within 48 hours. This is only possible through concise, professional communication on the part of every service member, especially
In conclusion, the ability for sailors to better their career has been taken out of their hands, and relies too much on external entities. Advancement is not based on one’s abilities to excel at his or her job, but by hoping they earn more money for the commands Navy Day Ball, they must have faith that the standardized test will cover their job field, and that the writing ability of their superiors is good enough to keep them competitive. Once these aspects under the advancement criteria are changed, the navy as a whole will start seeing more effective leaders who understands their jobs, understand their people, and more closely reflect the ideals and traits required in today’s leaders.
IMPROVES - SPC Morales, your knowledge in regulation AR 600-8-19 needs improvement. Certain areas within the section such as flagging, TIG and TIS for personnel promotion eligibility, and waiver calculations in the Battalion.
Many times veterans returning from active duty are unaware of the fact that their military training may sell them short in the civilian side of the job market. While there are many positive aspects of hiring a veteran, many times career skills for civilian jobs need to be developed. Career Services can create sessions to successfully integrate the military back into civilian jobs.
Forsling, C. (2014, September 9 ). Task and purpose . Retrieved November 16, 2017, from Task and purpose : http://taskandpurpose.com/real-problem-military-salaries-compensation/
...articipate in the ACAP program to utilize the employment transition program a drop in unemployment will occur as well as drop in veteran suicide rates.
As NCO’s we sometimes become complacent in our positions and our routines. Accepting challenges is what sets us apart and continues to ensure that we grow as Soldiers, Leaders, and Non-Commissioned Officers. The Sergeant Audie Murphy Club induction process is rigorous, and because of the rigorous amount of preparation that it takes to earn it, I will become a more knowledgeable NCO, while also allowing room to realize what my weaknesses are in order to improve in those areas. This learning and self-refining assessment will ultimately help me become a better NCO for my Soldiers. I aspire to become a member of the Sergeant Audie Murphy Club for
Understanding career development theories, in what stage would you say that the client’s problems began?
In the United States Army, there are two categories of rank structure, the enlisted corps and the commissioned corps. The enlisted corps within itself contains leaders, who are referred to as Noncommissioned Officers, or NCOs. These individuals, whose ranks range from Sergeant to Sergeant Major, are responsible for implementing the guidance and command policies provided by the Commissioned Officers and commanders in their units. NCOs are also responsible for the welfare and training of junior personnel. The US Army provides regulations and manuals with step-by-step guidance for the most trivial of tasks, but it fails to spell out specific and concrete information on how to be an NCO.
First, I want to thank Ms. Maria da Cruz and you for taking your time and consideration in speaking with me at Career Fair in Houston. I also appreciated the information that Ms. Maria da Cruz gave me regarding a possible job opportunity at USACC. During the conversation, Ms. Maria da Cruz spoke to me about opening an office in Houston. I told Ms. Maria that I am interested in being part of the team. She told me to send an email reminding her. I am writing to reaffirm my interest in being part of the U.S. – Angola Chamber of Commerce team.
Performance related pay is a financial reward given to employees whose work is considered to have reached a required standard or is above average. “PRP criteria can relate to the individual employee, to work groups or to the organization as a whole” (Armstrong, 2002). It is fair to provide people with financial rewards as a means of paying them according to their contribution (Armstrong 1993:86). The primary purpose of performance related pay in any organization is to recruit, retain and motivate the workforce. It also helps in focusing employees’ minds on particular goals (Protsik, 1966); communicate to employees an organization’s core values, and change the culture of that organization (Kessler and Purcell, 1991).
Growing up in the Army, the most aggravating experiences this author encountered involved Non-Commissioned Officers who were deficient in the skills of writing, teaching and orating. This led to unclear counseling statements, vague verbal instructions and poorly executed training. Everyday junior enlisted Soldiers loose imperative feedback and professional development from of this deficiency, creating a negative cyclic effect. This negative cycle is influencing our junior enlisted soldiers to place little to no emphasis on effective communication skills. As a result, newly promoted Non-Commissioned Officers do not have the tools to accomplish essential tasks such as recommending a well-deserving Soldier for the Army Commendation Medal or briefing a complicated subject with clarity. It is inarguable evident that Non-Commissioned Officers need place more emphasis on effective communication skills. In order to implement change, this author has constructed suggestions to integrate each communication skill into daily training.
Washington, T. "Career Counseling the Experienced Client." Journal of Career Planning and Employment 53, no. 2 (January 1993): 36-39, 67-68.
The essay briefly aims to explore the meaning of career Management/Development and its importance for both individual and organisations, and then it will evaluate the relevance of career management/development as an integral part of HR activities from the mutual perspectives of the organisation and individual employees. This essay will also explore the barriers to achieving career management/development practice in organisations and how these barriers could be overcome. Finally the essay will highlight the career management practices of King Specialist Faisal Hospital and Research Centre (public sector), which will lead to the conclusion.
Careers are not something to be taken in a light manner as it acts as a major function in every being’s life. Career dysfunctional may results in decreased self confidence, increased interpersonal communication problems or traces of depression. According to Beverly Baskin, the term career can be defined as the the totality of work one does in one’s lifetime. Given this definition, education, family responsibilities, work and leisure activities are inclusive.