First of all Congrats to the new LDO (274) and CWO (196) Selects. This is always a special time of the year as we all know the LDO and CWO results are the first of a long board season. The biggest thing you can do is prepare yourselves for the next level and PAY-IT-FORWARD. Share your knowledge and it’s never too early to pave the way for your relief. BZ!!!!
The anxiety is always high this time of the year. We just rolled back from the holidays and move right into the board season. We have taken several calls from officers frustrated that they were either in or below zone. Some folks just want a little more time and others just can't wait. In preparation for the board season LT Holly Taylor has put out a lot of good gouge on various subjects. The range from how to update your record to how to read a zone list which have all been posted on Facebook page and will be on our website. These articles were generated from questions from the fleet. If you are curious JUST ASK.
In our travels, questions about mentorship come up quite often. We are seeing a very large population at our briefs of Third and Second Class Petty Officers. That is where mentorship is exceling right now. The difficulties we are seeing on the road have more to do with the mentorship of the senior First Class and Chief Petty Officers. We have to be consistent on our mentorship across all pay grades.
I would submit that mentoring a Third Class on the “way ahead” is way different than mentoring an 11+ year First Class. Obviously one has years to formulate their path and the other has already formed a culture of success, or not, in their path. Be sure you know the difference. Understand if you have a 12 year First Class or 18 year Senior Chief you really have 2 years at best to guide them through the process.
Mentoring and Counseling happens 7 days a week and 365 days out of the year. It is imperative that we
are honest, sincere and to the point. We will undoubtedly fail our shipmates if we say what they want to
hear versus what is realistic.
No limitation on Above Zone (AZ) selections. If an individual has time to zone a second
time and is on course be careful what you say. The LDO AZ results this year showed 0
CAPTs, 11 CDRs and 12 LCDRs. The CWO AZ results this year showed 4 CWO5s and 15
CWO4s. AZ selections have increased over the years but have always existed. The board
guidance is BEST and FULLY QUALIFIED. That’s been the rules forever.
Board results out this time of the year are both exciting and disappointing. The advice we provide our
officers has to be timely and correct. When we provide Failure of Selection (FOS) counseling keep it
simple and find out what they are missing or the commonalities in all the selects. If you have any
questions about advising an officer…Call their respective detailers. The detailers are their career
counselors and have the most current
Commissioning, Change of Commands and Retirements
A commissioning ceremony is a time honored tradition regardless of commissioning source. It's an opportunity to visit with a newly commissioned officer as well as their respective families. The family is so proud and it's a great mentoring opportunity on Day 1 Hour 1. If ever you lose faith in what drove you to get a commission…attend a commissioning ceremony.
This seems like a pretty straightforward question but really how do you prepare? Every seasoned O6/O5/O4/W5 will steer you center of the channel BUT some go at 10 KTs, 15 KTs and yes 350KTs. If you’re a guy or gal that moves at 350 KTs you might want to start earlier so you don’t miss something. Is one approach better than the other? I can tell you that there is NO big secret BUT many common items to look at. While discussing this I will use the FY16 LCDR Line results, but this is applicable to all boards. And a big thing to remember is that we are all really good, but we all end up in the CRUNCH!!!
What are Off Ramp Communities and why do we have them?
In 2010 during the LDO Officer Sustainability Initiative (OSI) it was determined LDOs in the IDC and Supply communities would off-ramp to respective Restricted Line (RL) Communities. The desired end state was to create stable RL and Staff Corps communities through the accession of LDOs and transition to the RL and Staff designators. This created a more diversified control grade inventory, while simultaneously eliminating inventory to billet mismatches.
I've been asked several times: "How to transition to the wardroom?" First, and foremost there is no simple answer because no two LDO's or CWO's backgrounds are the same. So I will focus on some simple rules that I've either been taught or have learned over the years.
The last several months we have traveled to Naples, Bahrain, Jacksonville, Mayport, Kings Bay and culminated with a Board of Directors (BOD) Leadership
Off-site in Pensacola. A common concern throughout our travels was the future of Naval Security Forces (NSF) and their new career path. If you are a Security LDO or CWO (6490/7491), any and all changes or modifications to your career path will be promulgated via Navy Message or NAVADMIN. A future career path brief was provided for situational awareness and should be viewed as such. The problem with running ahead of any official guidance is you may be working off DRAFT #1 or #21. Either way you may not have the whole picture; so while providing mentorship to future Mustangs we need to be current. The FY-17 Active Duty LDO and CWO In-service Procurement Board NAVADMIN is 156/15 (DTG 061959Z JUL 15). It is prudent that we understand our current requirements.
Well the OCM shop has been on the road quite a bit this last 2 months. We’ve had an opportunity to meet solid candidates and constituents alike. It is truly the best part of the job. Remember for our briefs it’s about who shows up and more importantly who doesn’t. This is the biggest problem I see on our visits. Over these trips there are two trips that stand out.
If you mentored a Sailor that was not selected let’s provide some solid feedback and get them back in the game for this year. In a recent trip to Guam/Hawaii, I was refreshed to see a lot of E-5’s at our recruiting briefs. It’s not too early to start preparing our reliefs. Unfortunately, many of them did not have active mentors which got resolved before we left both islands. PLEASE… get the word out that spouses are encouraged to attend either the recruiting or Community Retention/Career Management briefs. We had several spouses attend in Hawaii and I’m absolutely positive it was beneficial to their families. If POC’s in geographical areas desire a spouse brief after normal work hours let us know. We will accommodate.
Since becoming the OCM, I have had the opportunity to visit many ships, regions, and installations. During those visits I have had similar conversations over and over with senior leaders, both within and outside our community. The main topic of discussion is Mustang Pride?
The professionalism on display by LDOs and CWOs around the Navy would make anyone proud to be a Mustang. That’s the good, but let me share the bad. Have you heard or ever said, "I did it the hard way, I earned it"? Over the years I have come to appreciate how shortsighted it is to make this statement or include it in commissioning, promotion, or retirement programs.
Here’s why: The odds are that the senior officers you pay your respects to every day with a "Yes, Sir" or "Yes, Ma’am" kind of thinks they earned it as well. Your pride may be well-deserved, but if it places you above others it’s probably something you should revisit.
August was a busy month and we found ourselves on the road for several days as we continued to provide the road show community and applicant briefs to those commands that requested our presence. We attended the SEAL conference in San Diego to discuss the CWO SEAL community future and we had a great visit. We also traveled all the way to Guam to visit the base and submarine tenders, and received a great showing and support while there. We had to rush back to Millington to prepare and brief the Chief of Naval Personnel, VADM Van Buskirk, on the LDO & CWO Sustainability Initiative on 27 September. The CNP was very receptive to the work being done and has asked for further follow-up by the N13 (RADM Kurta) and NPC (RADM Covell) to the Enterprise Flag Officers and their manpower shops on where we are headed with the correcting of our pyramids and building a more viable and sustainable LDO & CWO community.