JCTM’s Post

Opportunity in Hawaii

I'm wrapping things up and sliding into Vacation Mode, but I'll be back! As a quick reminder, #NavyCYP careers are located here: https://lnkd.in/dz_eygN9 Apply for these and other Commander, Navy Installations Command (CNIC) HQ roles at https://www.usajobs.gov/ If you just discovered me and need some insights on navigating the federal application process, some tip sheets are pinned to my profile. One day, when things aren't so crazy, perhaps I'll build some more. If you aren't following the U.S. Department of Veterans Affairs, you should be. They have weekly segments on VA Careers that you might find helpful. Catch Tuesday's replay here: https://lnkd.in/ex99xM5F (pssst. applying to most federal careers works similarly) PS. It is 1000% okay to unplug and be present in your downtime. Good Luck, and take PTO. You and your family DESERVE it! #federalcareers #NavyFFR #careerservices #careers #vacationmode

Title: Examining the Influence of SkillBridge Opportunities on Marine Corps Retention Rates In conversations within our community, a topic of significant interest and importance has surfaced: the availability and promotion of SkillBridge opportunities for service members, particularly in the Marine Corps. SkillBridge, a program aimed at providing service members with work experience during their last 180 days of service, serves as a crucial tool for transition, offering both training and job prospects beyond the military. However, murmurs and concerns have begun regarding whether there may be an effort within units or command structures to restrict these opportunities subtly. Recall: At one point, the Marine Corps was explicit with this campaign when they published an order in Oct 2023 to only be rescinded after 2 weeks after intense backlash. The fundamental question revolves around whether this is an endeavor to enhance retention rates by retaining valuable personnel in the ranks, potentially at the expense of individual career progression and successful transition. Programs like SkillBridge are crafted to acknowledge the dedication and sacrifices made by personnel by ensuring they have opportunities as they move into civilian life. The Concerns at Hand; • Some may view restricting SkillBridge opportunities as favoring the organization's needs over aiding service members in their growth and post-military endeavors. • If these actions are indeed actual, they could potentially dampen morale. Go against the principle of supporting service members in transitioning to careers. (Ask for my Case Study 2023-2024 on 2dMLG and my experience)

The United States Marine Corps is introducing a new warrant officer job, the Command and Control Interface Control Officer, focused on facilitating the exchange of information across networks. To fill this role, the Corps is seeking enlisted Marines with air-control expertise and proficiency in communication practices and technologies, including NATO's secure network, Link 16. This initiative is part of the Marine Corps' efforts to update command and control capabilities under the Force Design revamp. The goal is to adapt the aviation community's command-and-control approach and establish C2-specific formations. The new warrant officer position aligns with the United States Department of Defense's Combined Joint All-Domain Command and Control (CJADC2) concept, which aims to interlink land, air, sea, space, and cyber forces' networks for efficient operations. The proliferation of advanced communications equipment and digital threats necessitated the creation of this role. Selected Marines will undergo training, including the Warrant Officer Basic Course and Joint Interface Control Officer Course. Additional command-and-control and air-operations courses are recommended. Interested Marines should watch for the upcoming promotion announcement in the "Fiscal Year 2025 Enlisted to Warrant Officer Regular Selection Board MARADMIN." By leveraging the expertise of air-control specialists, the Marine Corps aims to enhance information sharing and coordination across services and with international partners. This new opportunity presents a chance for qualified Marines to contribute to the evolving landscape of command and control in the military. #MarineCorps #WarrantOfficer #DataSharing #militaryjobs #commandandcontrol #informationexchange

January is United States Department of Defense OPSEC Awareness Month, but what is OPSEC? Operations Security is a process that identifies critical information and protects it from adversaries. As a 405th Army Field Support Brigade team member, you may have access to critical information. Our adversaries may try to target you and obtain this critical information to exploit our mission and way of life. Do your part to prevent unauthorized disclosures. Protect and safeguard critical information. Report suspected or confirmed unauthorized disclosures. #OPSEC #SeeSomethingSaySomething #SupportTheWarrior #StrongerTogether The 405th AFSB is seeking employees at various positions working at our six APS-2 worksites, four battalions, eight LRCs, two BASOPS directorates and LOGCAP in Germany, Belgium, the Netherlands, Poland and Italy as well as our brigade headquarters in Kaiserslautern, Germany. If you’re a U.S. citizen, go to USAJobs at www.USAJobs.gov and search for Army Sustainment Command, then scroll through job listings for any and all in Europe. If you’re a local national (non U.S. citizen), go to https://lnkd.in/erMjhsZ2 and select View Jobs. #SupportTheWarrior #StrongerTogether

🌟 Understanding the Distinctions: Federal vs. Civilian Resumes 🌟 Navigating the nuances between federal and civilian resumes can be daunting. Here's a breakdown to help you grasp the key differences: FEDERAL RESUMES: 🔹 Emphasis on detailed job descriptions, including specific responsibilities, accomplishments, and metrics. 🔹 Structured format required, often utilizing the USAJOBS resume builder. 🔹 Inclusion of additional sections such as KSA (Knowledge, Skills, and Abilities) statements. 🔹 Lengthier documents, typically spanning multiple pages to thoroughly showcase qualifications. 🔹 Compliance with strict formatting and content guidelines outlined by federal agencies. CIVILIAN RESUMES: 🔹 Concise presentation of relevant skills, experiences, and achievements tailored to the specific job. 🔹 Flexible formatting options, allowing for creativity in design and layout. 🔹 Focus on results and outcomes, highlighting accomplishments with quantifiable metrics where possible. 🔹 Typically limited to one to two pages, ensuring brevity and impact. 🔹 Adaptability in content and structure to align with industry standards and employer preferences. Understanding these disparities is crucial for crafting targeted resumes that effectively showcase your qualifications, whether applying for federal positions or opportunities in the private sector. #ResumeTips #CareerAdvice #FederalResume #CivilianResume

When SgtMaj Meltesen and I were the command team of 3d Marines we tackled the longstanding retention challenge of the regiment with the highest deployment to dwell issue in the following steps. The results were very positive, a regiment that had struggled for years to meet the retention goal transformed itself. Here were the steps that made it possible (simultaneous actions with a bias for action): 1. Command priority: We spoke with all levels about why we weren't retaining the Marines we needed. At Monthly Staff meetings each units metrics were displayed. Subordinate commanders' challenges were discussed and action items created and tackled. 2. We brought the career planners in from the Regiment to work with HQMC or on their own to create the talking point products (cheat sheets) for every level of the command. 3. We created simple products that NCOs, SNCOs, Junior Officers, and all hands could use to talk to the Marines we needed to retain. We initiated the retention discussion at onboarding, instead of just signing a check-in sheet, various entities now had talking points to share with new joins, whether they be first time enlistees, or career Marines. 4. We informed all the SNCOs and Officers of the Regiment that every Marine was a retention specialist and we explained the expectations and enabled them to take the initiative. 5. We worked with our senior headquarters and Marine Corps Manpower to find solutions unique and to the benefit of the Marines we wanted to retain. 6. We tried to empower our NCOs as much as we could, such as allowing them to certify as non-live fire range safety officers. We energized our promotion system, turned the standard meritorious selection panel board into a combat physical application test where candidates had to not only look good in uniform they had to perform warfighting tasks under pressure and they were graded by Marines of the rank they wanted to be; Corporals and Sergeants. SgtMaj and other SNCOs manned the selection board and we added the Non-Commissioned Officers who got a vote on who should join their ranks. 8. And we talked to Marines wherever they were. Even in the field, if a Marine wanted to discuss his options, we called in the career planner on the spot (point of service at the customers convenience). Anecdote: One of our SNCOs would ask the young Marines in front of the Marine we wanted to retain if they thought he was a good leader and if he should reenlist and why? When those young NCOs heard the impact they were having on their Marines a paradigm shift often happened in front of us. Summary: There is no secret to talent retention, you have to care, and you have to have a plan. It is not HR or the Career Planners job, it is every member of the organization's job to identify, engage, and retain the best. What gets paid attention to, gets done. Good hunting Marines, we need the best.

All of my current Active Duty contacts: while the military is an awesome career and your efforts in supporting the nation's defense is commendable, every one of us will eventually leave the military. Here are a few things to ponder: 1. What is your post-military dream job? 2. What are the "must haves" to be able to get into that dream job? 3. What are the "nice to haves" to be able to get into that dream job? 4. What are you doing right now to ensure that you have the "must haves" and the "nice to haves" so that when you leave the military you are ready for applying for your dream job? Start stepping towards that goal TODAY. Don't delay it. While it may be that you plan to serve for 20 more years before leaving the military, you may change your mind sooner than that. It may be your decision or there may be other events that force that decision on you. The sooner you start working towards that dream job, the easier it will be to get into it once you leave the military.

Would anyone from the Guard & Reserves (both) be interested in participating in a Q&A panel?! Target audience will be active duty military nearing the end of their enlistment. 1st/2nd termers! Location: Virtual Date/Time: TBD, but you will have at a minimum a 2 week heads up! Rank Requirement: None (Would love to have junior enlisted present). Sign Up as a panel member here: https://lnkd.in/gw8Q4FPk I want to create a video around this topic for those who still want to serve after active duty! No date scheduled yet...hoping to get a decent response! All you would need to do is show up! I will do the rest! Cheers!

Former law enforcement officers you have 24 hours to apply and start your second career. What a great way to teach, mentor, and transfer your knowledge. #ncis #overseas #retirementplanning #milspouse #militarytransition #change #hiring #valueadded