...CHIEF PETTY OFFICER 365 Building Tomorrows Leaders Today Robert Aycock Excelsior College Introduction In 2010, Master Chief Petty Officer (MCPON) (SS/SW) Rick D. West made a determination that Chief Petty Officers (CPO) in the United States Navy were not made in six weeks. They needed to be developed from highly motivated and dedicated First Class Petty Officers (FCPO) through a three-phased, yearlong development and training regimen that will test the FCPO mentally, physically, personally, and professionally. The new and improved way of making tomorrow’s Chief Petty Officer hasn’t gone particularly well with the older Chiefs of yesterday. They believe that all new Chiefs should go through the induction period that they had to go through many years before. Posts from old Chiefs on social media and different websites haven’t settled too well with the newer Chiefs of today. Times have changed and more people these days are aware of hazing and demoralization and it will not be tolerated. CPO 365 phase one begins on September 17th for all First Class Petty Officers. As MCPON Stevens says, “This phase is used to build a foundation for the yearlong training cycle. It fosters a culmination of team building, community service and describes the expectations and accountability that come with the donning of anchors and advancement to Chief Petty Officer.” (2013) Phase two begins when board results are released and builds upon what was started in phase one by preparing...
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...Chief Petty Officer Fountain is nominated for the Navy and Marine Corps Commendation Medal for meritorious service as a Maintenance Control Chief Petty Officer and Armament Branch Leading Chief Petty Officer at Strike Fighter Squadron ONE TWO FIVE (VFA-125) from April 2016 to March 2018. He displayed sustained superior leadership and performance emphasizing his total commitment to mission accomplishment and subordinate development. His unparalleled aviation maintenance expertise and dedication to professionalism ensured the command surpassed all Naval Aviation Maintenance Program requirements while standing up the Navy's first F-35C Fleet Replacement Squadron. Through his diligence and leadership, the squadron attained Safe-for-Flight status, leading the way for a successful training pipeline for all future F-35C pilots to the fleet. Specific accomplishments include: He has consistently set the standard of professionalism for 204 Sailors and 30 Lockheed Martin contractors. Within months of reporting aboard, he led efforts to establish 38 maintenance programs, seven Quality Assurance Representatives, 23 Collateral Duty Inspectors, and 491 required qualifications to ensure VFA-125 was prepared to operate immediately upon aircraft delivery....
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...The rank of Chief Petty Officer in the Navy represents leadership. Taking the symbolism of this rank into account, it’s no wonder that three of the United States Navy’s ships have been named after it: the USS Chief (AMc-67), the USS Chief (AM-315), and the USS Chief (MCM-14). Each ship has it’s own unique history and has played a role in keeping the waters safe for the United States Military. The USS Chief (AMc-67) was an Accentor-class minesweeper with a length of 97 feet and one inch and weighed 185 tons. Before being commissioned, the ship’s name was changed to the USS Bold on May 23rd, 1941. Commissioned on May 27th, 1942, the USS Chief/Bold (AMc-67)’s purpose was to scour waters (primarily American) in order to detect and denote mines. As her first assignment, on June 12th, 1942, the AMc-67 sailed down to Yorktown, Virginia to receive training. “The coastal minesweeper reported to the Mine Warfare Training School and conducted two weeks of training there before being detached to proceed to the 6th Naval District”(“Revolvy, LLC.”). For the duration of WWII, the AMc-67 generally operated along the coasts of...
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...2015 Programming Fundamentals Paper This is a step by step instruction guide explaining how to do damage control maintenance when you become a DCPO (Damage Control Petty Officer) in the US Navy. Step 1) Go to the scheduled DCPO mandatory meeting. A) In this meeting they will go over what needs to get done for the week. B) Also in this meeting you will get the list of maintenance you will need to complete for the week. Step 2) Organize your maintenance in order from what takes the longest man hours to what takes the least man hours. Tip) keep in mind that you are only allowed to perform 8 total man hours of work each work day. Add up the total man hours you were assigned and make sure you don’t go over your allotted man hours. This can result in disciplinary action. Step 3) Get your MRC cards for the maintenance you plan on doing for day 1. A) You can get your cards from your DCPO binder in the DC locker (same place you had your meeting). B) Read your MRC card carefully and understand the maintenance you have to do, what tools are needed, and what HAZMAT is needed. Step 4) Gathering your tools. A) Gather all the tools needed for the maintenance from your DCPO locker located in your division space. Tip) if you don’t have all the tools needed you may borrow tools from the DC Petty Officer in charge. You must sign out the tool and put down how long you will need it and what division you are in, so if you don’t return it they can track it down. Keep in mind if...
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...studies is required to work as a Navy Chaplain” (Navy). People who want to reach the position of Navy Chaplain they must first acquire a bachelor’s degree in a theological field and an ecclesiastical endorsement from a faith registered with the Department of Defense (Navy). After a religious degree is acquired, the person moves on to ODS (Officer Development School) located in Newport, Rhode Island. (Navy). ODS is a 5 week course that teaches an officer candidate how to lead the men and women of the Navy. Candidates are taught military indoctrination: military customs, courtesies, naval terminology, basic uniform assembly and requirements, inspection procedures, and training requirements. Damage control: dealing in the different types of damage, warfare, and nautical catastrophes. Firefighting techniques: Chemical, biological, and radiological warfare defense. Also allowing time to teach flood control and prevention. The Naval Leadership courses instruct and emphasize the importance of leadership attributes, motivation, team building, management strategies, decision making, and communication skills. When the sailor moves onto the Division Officer Course they learn about rank structure, performance assessments, classified material trafficking, pay and allowances. Next they learn the in’s and out’s of Military Law: Military code of conduct, the Geneva Convention and uniform code. Naval Warfare: Learning of equipment, shipboard spaces and weapons onboard. Tactics. Programs and Policies:...
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...rules and procedures according to their profession (Griffin & Moorehead, 2009). The characteristics of a divisionalized form operate in a relative very large and simple environment with several different divisions (Griffin & Moorehead, 2009). Decisions are made between both the department head and the division with the output being standard. Let’s narrow this to an example of a naval vessel structure. On a ship it is broken down into several different departments which are divided into divisions within the departments, depending on the task of the department. First, we would have to start with the organizational charts which consist of: The Commanding Officer, Executive Officer, Department Head, Division Officer, Leading Chief Petty Officer, Leading Petty Officer and Work Center Supervisor. The Commanding Officer, who is often referred to as the CO, is overall responsible for the entire ship. The CO establishes the policies and guide lines for the ship and has final approval on all documents and programs implemented at the command. The responsibility is absolute...
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...appointed over me. On the other hand my personal/religious approach is governed by the Judeo-Christian style with the Golden Rule at the forefront of my mind. The intuitive style bridges the gap between the two as my gut feelings are a response to my military/life experience and training driven by the Holy Spirit. This allows me to make split ethical decisions without an extensive thought process. One day I was approached by a sailor who claimed that Leading Chief Petty officer in the food service division was running him down and he was concerned that one day he would not be able to control his emotion. I asked him if there were any others that felt the same way and he stated yes but they don’t want to speak out and just wanted to get the job done and go home. I told him that I would ask some questions and look into before I took any action. That Friday my Command Master Chief (CMC) he has heard about a possible equal opportunity issue and wanted to know why I have not told him about it. The Chief Petty Officer and I had a great relationship and I...
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...Conflict that I have been involved with is a time when I was in the United States Navy. I was stationed on a surface ship for the first time in my 16 years in the service and been on submarines most of that time stated. My supervisor was in the same way, and this is the first time we had women as subordinates. It made for training in the way we were dealing with people, the ethics we were accustomed too, and our language we normally used. Being the “salty dawg” that my supervisor was, (An E-8, senior Chief Petty Officer) the adjustment was to not just telling them what to do, but assuming that it would get done like on our prior vessels. Some days we can have a bad day and just cuss each other out, but with the personnel we had now we had to show structure that was more known then expressed. So our chain of command knowledge was a very tough line for us. Because when you use to doing things one way for so many years, it’s hard to leave it in a few months. The conflicts really showed itself when the supervisor would go on a tear (again on a bad day, long night) and pretty much lay into people. Many days I would have to go behind him after he went off and explain to him that what he was doing was wrong for the environment we were in. The way I resolved it was to listen to his outbursts and calm him down, and then explain how he made the other subordinates feel. It happened so often that after a while it was like we made it a weekly process. I would observe everyone’s attitudes...
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...Driving under the influence convictions in the Navy: Does the Navy have to establish a required on punishment? Senior Enlisted Academy Driving under the influence convictions in the Navy In 2009, IS2 Norton was convicted of driving under the influence (DUI) off base in San Diego. His commanding officer took him to Captain’s Mast and convicted him of disobeying a general order. He was reduced in rank to an E4 and forfeited half his pay for two months. In 2012, the same command had three Sailors convicted of DUI off base and they were not awarded non-judicial punishment (NJP). All four sailors had a blood alcohol content over double the state limit of 0.08 (Taylor, 2013). To ensure equality and fairness, should the Navy establish a standard punishment covering DUI convictions? This paper will provide the background, discussion and recommendations on the Navy’s punishment of DUI convictions. Background Information The Navy has seen a 44 percent decrease of DUIs the past four years. However, there were over 2,000 DUIs reported in fiscal year 2011. Additionally, there was over 5,000 Navy-wide alcohol related incidents in the same year which includes Sailors driving under the influence who were originally arrested for DUI but were able to have the charges downgraded to a lesser charge (Port, 2012). While that number seems low, military alcohol use, especially among young service members, is almost twice as high as their civilian counter...
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...Leadership: Petty Officer Brown is a highly trusted and valued member of the NED. He is constantly looking for ways to positively promote the unit and the Coast Guard. Petty Officer Brown has proved himself to be a competent...
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...The life changing event of being selected as a Chief Petty Officer in the US Navy. It was near the end of a typical long day at sea onboard the USS MAHAN, which had started for me nearly twenty hours earlier. I was exhausted and heading to my bunk to retire for the evening, or so I though. As I neared the ladder leading to my berthing area the ships Command Master Chief came over the general announcing system, or 1MC, with an announcement that would change my life forever, “Shipmates, the Chief Petty Officer results are in, please congratulate the following individuals…” I was one of the five personnel he announced that evening. After many years I had finally reached a major milestone in my Navy career, that of being selected for Chief Petty...
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...Petty v. Metropolitan Government of Nashville and Davidson County HRM 510: Business Employment Law Dr. Moore May 15, 2011 The Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994 provide employment protection of National Guard and Reserve military personnel. This legislation protects military veterans and reservists' rights with respect to their civilian jobs and benefits, and outlines employee, and employer responsibilities as well (Lundin, p. 20). Additionally, the law requires employers to refrain from discrimination in hiring, re-employment and benefits because of an employee's military service or connection (Lundin, p. 20). Although the USERRA has been effective in protecting the employed military member, it requires some work in the area of hiring new employees. Simply because of their military status, many qualified job applicants are often passed-over, it is an unlawful practice but very hard to prove by the Reserve/Guard member. Simply put, there are thousands of veterans unable to secure employment because it is too easy for the employers to select other non-military recruits. In the case of Petty v. Metropolitan Government the company was accused of violating this legislation. 1. What were the legal issues in this case? The legal issues in this case involved the treatments of Petty, a former Police Officer who left the Metro Police Department for active duty with the United States Army. Upon his request to be reinstatement, Petty...
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...Petty v. Metropolitan Gov’t of Nashville & Davidson County Petty v. Metropolitan Gov’t of Nashville & Davidson County The Uniformed Services Employment and Reemployment Rights Act of 1994 provides employment protection to National Guard and Reserve military personnel. This legislation protects military veterans and reservists' rights with respect to their civilian jobs and benefits, and outlines employee, and employer responsibilities. (Lundin, p. 20). The law also requires employers to refrain from discrimination in hiring, re-employment and benefits because of an employee's military service or connection (Lundin, p. 20). In the case of Petty v. Metropolitan Government the company was accused of violating this legislation. 1. What were the legal issues of this case? The legal issue of this case of Petty v. Metropolitan Gov’t of Nashville & Davidson County is the alleging of racial discrimination under disparate treatment and disparate impact. Another issue in the case is the postponement of re-employing a returning Army reservist, which violated the Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994, although the delay was based on the employee’s alleged dishonesty (Walsh, 2010). In Petty v. Metropolitan Gov’t of Nashville & Davidson County, Metro re-hired Petty but did not return him to his previous position of patrol sergeant. Petty was demoted to answering phone calls and occasionally taking police reports (Walsh...
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...differences, to enhance our mission capabilities. Their values embody selfless service achieved through the contributions of each individual. The Coast Guard core values are honor, respect and devotion to duty. Honor: Integrity is our standard. We demonstrate uncompromising ethical conduct and moral behavior in all of our personal actions. We are loyal and accountable to the public trust. Respect: We value our diverse workforce. We treat each other with fairness, dignity and compassion. We encourage individual opportunity and growth. We encourage creativity through empowerment. We work as a team. Devotion to Duty: We are professionals, military and civilian, who seek responsibility, accept accountability, and are committed to the successful achievement of our organizational goals. We exist to serve and we serve with pride. In regards to the Coast Guard form of communication they use what is called a chain of command as a non-rate you are ordered to take things from the bottom level up. Anything that needs to be looked into must go through the third class petty officer who takes it up to the second class all the way up the chain to the level it need to get to. Each supervisor have a role to play because they report to the second in lead at the unit which is known as the Executive Petty Officer...
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...Communication Theories XXXXXXXXX COM/310 February 17, 14 XXXXXXX Communication Theories Anthony Robbins said, “The way we communicate with others and with ourselves ultimately determines the quality of our lives” (Robbins (2013)). By analyzing different communication theories of our past, we will be able to understand how the theories can be applied to the future communication process of our social and professional lives. Each theory can give us an insight to not only how we are portrayed, but also as how we might communicate to others without preconceived notions. There have been many theories discussed and introduced over the years, but only three will be discussed in this paper. Each theory, Violations Theory (EVT), Uncertainty Reduction Theory (URT), and Organizational Culture Theory will be described, and how the theory applied to some facet of my life. Expectancy Violations Theory (EVT) The communication process includes spoken, written, and non-verbal actions. “The Expectancy Violations Theory (EVT) suggests that people hold expectations about the nonverbal behavior of others” (West & Turner, 2010, p. 130). The theory suggests that proxemic zones and personal space are part of the nonverbal behaviors involved. The personal space is often based on each person own expectations. Some people consider their personal space much larger than those of others. When I met the wife of my good friend, I did not know of her anxieties about personal space...
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