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  1. Today
  2. The Navy now says it will retain both of its hospital ships, following objections from legislators after the service discussed decommissioning one of the 1,000-patient vessels earlier this year. Created to serve as floating hospitals during times of war, the USNS Mercy and USNS Comfort are devoted during peacetime to humanitarian efforts such as the Mercy’s biennial Pacific Partnership mission and the Comfort’s deployment to Puerto Rico after last year’s Hurricane Maria. They are the largest hospital ships of any military in the world. https://www.stripes.com/news/us/navy-s-hospital-ships-will-remain-afloat-despite-talks-of-scrapping-one-to-cut-costs-1.534161
  3. WASHINGTON (NNS) -- Chief of Naval Operations (CNO) Adm. John Richardson announced today that Fleet Master Chief Russell Smith has temporarily assumed the duties of the Master Chief Petty Officer of the Navy (MCPON). The announcement comes after Richardson accepted an offer yesterday from Master Chief Steven Giordano to step aside as MCPON. Smith will continue serving as senior enlisted leader for Manpower, Personnel, Training and Education, an assignment he's held since January 2017. "Master Chief Smith is an established leader and I thank him for accepting these important temporary duties until I select a new MCPON," said Richardson. "He will represent our Sailors and families well." The Navy will immediately start the process to select a new MCPON, who serves as the senior enlisted leader of the Navy, and as an advisor to the Chief of Naval Operations and to the Chief of Naval Personnel in matters dealing with enlisted personnel and their families.
  4. Yesterday
  5. I am anxiously awaiting next week. Hoping to see favorable quotas!
  6. hello, I am back again! big changes for me is that my COM, transfer eval and Sailor of the year stuff made it into my package! I even changed it up and submitted a career summary record mainly because most of my major certs were past the 5yr view. I am looking forward to the results and hope you all get the S! I am at 14yrs right now so if I dont pick up this year it is just back to the drawing board.
  7. Nothing worse than having zero chance of making it, especially aftet working hard all year.
  8. Nothing worse than having zero chance of making it, especially aftet working hard all year.
  9. I’m hoping that with 14 people making first in my rate this past cycle, that our quotas for E7 will actually be better than the 1% it was last year. Lol
  10. Don't they mean "He is retiring?" 🤨 Washington (CNN)The US Navy's top enlisted leader announced Thursday he is resigning "to avoid any distraction," as an inspector general investigates allegations that he "fostered a hostile work environment." In a letter posted to the US Navy Facebook page, Master Chief Petty Officer Steven Giordano informed sailors that he will "step aside" and submit a retirement request "in order to allow ... our sailors to continue to move forward with the initiatives we have begun." https://www.cnn.com/2018/06/21/politics/us-navy-leader-steps-down-ig-investigation/index.html
  11. Last week
  12. WASHINGTON — The Navy’s senior enlisted sailor has taken leave as the service’s inspector general probes allegations that he fostered a hostile work environment in his Pentagon office, Navy officials said Thursday. Master Chief Petty Officer of the Navy Steven Giordano remains in his role as the service’s top enlisted leader. However, he could remain on leave throughout the remainder of the investigation into alleged misconduct, a Navy official said on the condition of anonymity because he was not authorized to discuss the ongoing case. https://www.stripes.com/news/navy-s-top-enlisted-sailor-on-leave-in-midst-of-misconduct-investigation-1.534069
  13. WASHINGTON (NNS) -- The Defense Department's Spouse Education and Career Opportunities program is launching a new partnership with LinkedIn, the virtual professional networking platform. Military spouses will soon have access to a free LinkedIn Premium membership, valid for one year, every time they have a permanent-change-of-station move, including access to more than 12,000 online professional courses through LinkedIn Learning, as well as access to LinkedIn's military and veterans resource portal. The membership is also available for the spouse of a service member who is within six months of separation from the military. "The partnership with LinkedIn will offer military spouses a great opportunity to advance their careers during their times of transition," said Eddy Mentzer, associate director of family readiness and well-being in DoD's Office of Military Community and Family Policy. "Spouses will be able to access a global network of professionals any time, from any place. They can plan their next career step before they move, as soon as they have orders [for a permanent change of station]." More Than Networking A premium account includes enhanced insights comparing users to other applicants, on-demand learning, and use of the InMail feature, where users can send direct messages to LinkedIn members they're not connected to. As corporate interest in hiring military spouses steps up, DoD and LinkedIn will be using the military spouse LinkedIn group to connect spouses to each other and employers. "It is important for military spouses to see LinkedIn Premium as more than just enhanced networking. LinkedIn has developed a learning path specific to military spouses to help them find and succeed in remote, flexible, and freelance work opportunities," Mentzer said. "Additionally, LinkedIn provides enhanced resources for spouses that own and operate their own business as well as for employers to search the military spouse community for potential employees." The LinkedIn partnership is designed to help military spouses overcome a common challenge, sustaining steady employment. The number one contributing factor to military spouse unemployment is continual relocation from duty station to duty station. On average, active-duty military personnel move once every two to three years, more than twice as often as civilian families, and military spouses move across state lines 10 times more frequently than their civilian counterparts. Empowering Spouses "Empowering our community of military spouses to reach their personal and professional goals is part of maintaining a healthy military community," said A.T. Johnston, deputy assistant secretary of defense for military community and family policy. "We encourage military spouses to take advantage of the LinkedIn Premium membership opportunity as just one of many tools available to them through the SECO program." Military spouses interested in the LinkedIn Premium upgrade can visit MySECO for more information and to learn how best to maximize this new service. Eligible military spouses are expected to have access to the LinkedIn Premium membership later this summer. The DoD established the SECO program to provide education and career guidance to military spouses worldwide, offering free comprehensive resources and tools related to career exploration, education, training and licensing, employment readiness and career connections. This program also offers free career coaching services six days a week. This program may further develop partnership with private sector firms such as LinkedIn for purposes of enhancing employment opportunities for military spouses pursuant to authority in Section 1784 of Title 10, United States Code. The formation of such partnerships does not signify official DoD endorsement of any such private-sector entity or its products or services. Learn more about the SECO program by visiting Military OneSource or calling 800-342-9647 to speak to a SECO career coach.
  14. WASHINGTON (NNS) -- Secretary of the Navy Richard Spencer has issued Secretarial Letters of Censure to now-retired U.S. Navy Rear Adm. Richard Wren, now-retired U.S. Navy Capt. Timothy Conroy, and U.S. Navy Capt. Charles Johnson, based on findings regarding each of those officers' improper interactions with and acceptance of gifts from Glenn Defense Marine Asia (GDMA), a defense contractor and prohibited source. Secretary Spencer determined that Rear Adm. (Ret.) Wren, between 2007 and 2010, repeatedly and improperly accepted gifts from Leonard Francis and GDMA, a prohibited source, while serving as Commander, Carrier Strike Group Five (CSG-5) and Commander, U.S. Naval Forces Japan, in the Seventh Fleet area of operations. Secretary Spencer also determined that in 2015, Rear Adm. (Ret.) Wren made a false official statement to mislead investigators about the nature of his relationship with Mr. Francis. Finally, in light of the nature and circumstances of those gifts and his interactions with GDMA/Mr. Francis, Secretary Spencer also determined that Rear Adm. (Ret.) Wren's personal behavior constituted conduct unbecoming an officer. Rear Adm.(Ret.) Wren retired from the Navy in 2011. Secretary Spencer determined that Capt. (Ret.) Conroy, over several months in 2008, repeatedly and improperly accepted gifts from GDMA/Mr. Francis, while serving as the Chief of Staff, Carrier Strike Group Seven (CSG-7), in the Seventh Fleet area of operations. In light of the nature and circumstances of those gifts and his interactions with GDMA, Secretary Spencer also determined that Capt. (Ret.) Conroy's personal behavior constituted conduct unbecoming an officer. Capt. (Ret.) Conroy retired from the Navy in 2010. Secretary Spencer determined that Capt. Johnson, between 2004 and 2010, repeatedly and improperly accepted gifts from Leonard Francis and GDMA, a prohibited source, while serving in a number of leadership positions, in the Seventh Fleet area of operations. In light of the nature and circumstances of those gifts and his interactions with GDMA, Secretary Spencer also determined that Capt. Johnson's personal behavior constituted conduct unbecoming an officer. Finally, Secretary Spencer determined that in 2014, Capt. Johnson made false official statements by failing to disclose his relationship with Mr. Francis when required to do so. Capt. Johnson is currently serving in the Navy on active duty. The foregoing officers' conduct was examined as part of the joint investigation led by the Department of Justice (DOJ) and reviewed by the Navy Consolidated Disposition Authority (CDA) for GDMA matters. In each case, Secretary Spencer has determined that the officer's conduct was contrary to the Standards of Ethical Conduct, the Joint Ethics Regulation, U.S. Navy Regulations and the Uniform Code of Military Justice. The laws and standards that these three officers violated represent the ethical rules that bind all federal employees, as well as long-established ethical standards of the naval service. "It is incumbent that naval officers, particularly those placed in positions of great trust and responsibility, be held to the highest standards of both personal and professional behavior. Rear Adm. (Ret.) Wren, Capt. (Ret.) Conroy and Capt. Johnson, while serving in such positions, each disregarded those standards and engaged in conduct that reflected unethical and improper personal behavior and set poor standards of leadership. Each officer's conduct is an embarrassment to the thousands of officers, Sailors and civilians who do the right thing every day," said Spencer. GDMA is the subject of an ongoing federal fraud and bribery investigation, which was initiated by the Naval Criminal Investigative Service (NCIS). In March 2014, the Secretary of the Navy directed the appointment of a CDA to act as an independent authority to review GDMA matters forwarded by the DOJ to the Department of the Navy after the DOJ has declined to press criminal charges in the federal judicial system. The purpose of the CDA is to review the GDMA-related conduct of Navy members and determine what, if any, disciplinary or administrative actions are warranted and available. The GDMA investigation continues, led by DOJ and supported by NCIS and DCIS. The United States Attorney's Office for the Southern District of California in San Diego and the Department of Justice Criminal Division in Washington, D.C., are leading the prosecution.
  15. WASHINGTON (NNS) -- Navy announced the establishment of the Military Parental Leave Program in NAVADMIN 151/18, released June 21. The new program increases parental leave and combines the current family leave policies into one. The Military Parental Leave Program also aligns the Navy with recently released Department of Defense guidance pertaining to changes about parental leave. Under the new program, parental leave for the secondary caregiver increases from, 10 days to 14 days, and consolidates Adoption Leave MILPERSMAN 1050-420, Paternity Leave MILPERSMAN 1050-430 and Maternity Leave MILPERSMAN 1050-435 into the Military Parental Leave Program MILPERSMAN 1050-415 that will be published at a later date. The program applies to all active duty Sailors. Reserve Sailors who were performing active duties, or mobilized more than 12 continuous months, and are the parents of a qualifying birth or adoption on or after Dec. 23, 2016 are also eligible. The three family leave categories under the Military Parental Leave Program are: * Maternity Convalescent Leave is a six-week (42 days), non-chargeable leave period for the Sailor who gives birth, commencing the first full day after a Sailor is released from the hospital following a birth. * Primary Caregiver Leave is a six-week (42 days) non-chargeable leave period for the parent who gives birth or is designated with primary responsibility for caring for the child or children following a birth or adoption. * Secondary Caregiver leave is a two-week (14 days) non-chargeable leave period for the parent not designated with primary responsibility for caring for the child following a birth or adoption. Details about the leave periods are described in NAVADMIN 151/18. Based on a command's readiness requirements, members on or within three months of a deployment will normally have to defer executing Primary and Secondary Caregiver Leave until return of the deployment. Commanding Officers, in extenuating circumstances and where operational requirements allow, may authorize members to take parental leave. Navy's parental leave program supports Sailor 2025's goal of removing obstacles that negatively influence a Sailor's decision to stay Navy when they are looking to start or raise a family. Sailor 2025 is the Navy's program to more effectively recruit, develop, manage, reward and retain the force of tomorrow. It consists of approximately 45 living, breathing initiatives and is built on a framework of three pillars - a modern personnel system, a career learning continuum and career readiness. More information on Sailor 2025 can be found at http://www.navy.mil/local/cnp/mptestratdesign.asp For complete details on the parental leave program read NAVADMIN 151/18 at www.npc.navy.mil
  16. (Admin needs to sort out the link which is non-functional at this time 6/21/18) UNCLASSIFIED ROUTINE R 041505Z APR 18 FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 085/18 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/APR// SUBJ/PROFESSIONAL MILITARY KNOWLEDGE ELIGIBILITY EXAM (PMK-EE)// REF/A/DOC/BUPERS/2NOV07// AMPN/REF A IS BUPERSINST 1430.16F, ADVANCEMENT MANUAL FOR ENLISTED PERSONNEL OF THE U.S. NAVY AND U.S. NAVY RESERVE.// RMKS/1. This NAVADMIN announces establishment of the Professional Military Knowledge Eligibility Exam (PMK-EE) for the Navy. As part of Sailor 2025 and Rating Modernization efforts, the PMK-EE was created to provide greater emphasis on Professional Military Knowledge (PMK) and to separate it from examinations on rating knowledge. This is an initial step toward electronic advancement exams, and eventually, individually tailored rating exams, unique to the navy enlisted classifications held by a Sailor. PMK-EE will serve as an additional eligibility requirement for advancement to paygrades E4/5/6/7. PMK-EE will be delivered electronically, and will be available via the My Navy Portal website beginning in October 2018. 2. Sailors must attain a passing score on PMK-EE prior to 1 September 2019 to participate in Advancement Cycle 244. PMK content will no longer be included on the NWAE starting with the September 2019 E4/5/6 Exam. 3. PMK-EE Requirements and Administration: a. Sailors are required to successfully pass PMK-EE only once per paygrade. b. PMK-EE must be successfully completed by the first day of the NWAE administration month. c. Sailors will be able to access the PMK-EE via My Navy Portal through the Learning Management System (LMS). d. PMK-EE will consist of 100 questions representing five (5) topic areas (Leadership and Character, Career Information, Professional Conduct, Naval Heritage, and Seamanship). Each topic area may be taken independently of the other sections and in any order. Sailors must achieve a passing score of 80 percent or higher in each topic area to pass PMK-EE. Failure to achieve an 80 percent score on a topic will require that topic to be retaken. e. Once each topic area is completed, the LMS will provide the number of questions successfully answered for that topic, as well as the associated reference for incorrectly answered questions. Once all topic areas are successfully completed, PMK-EE will be finalized in the LMS and an overall exam score will be displayed. f. The topics and bibliographies used to develop PMK-EE questions will be available on the Advancement and Promotion webpage located on the My Navy Portal website. g. PMK-EE completion will be recorded in the LMS and the Navy Training Management Planning System (NTMPS). NTMPS can be used to determine individual Sailor eligibility for advancement. 4. Points of contact: a. FORCM Karim Cole, NETC N003, who can be reached at (850) 452-4024/ DSN 753 or via e-mail mamudu.cole(at)navy.mil. b. ETNCM James Berhalter, NETPDC N00E, who can be reached at(850) 473- 6083/DSN 753 or via e-mail james.berhalter(at)navy.mil. 5. For further information visit the Advancement and Promotion webpage located on the My Navy Portal website at https://www.mnp.navy.mil/group/mnpmain/home . 6. This NAVADMIN will remain in effect until superseded or cancelled, whichever occurs first. 7. Released by Vice Admiral R. P. Burke, N1// BT #0001 NNNN UNCLASSIFIED//
  17. UNCLASSIFIED ROUTINE R 211800Z JUN 18 FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 151/18 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON DC/N1/JUN// SUBJ/MILITARY PARENTAL LEAVE PROGRAM// REF/A/LTR/OSD/23MAR18// REF/B/LTR/ASN/23MAY18/ REF/C/DOC/DOD/19MAY16// REF/D/DOC/COMNAVPERSCOM/31MAR11// REF/E/DOC/OPNAV/12DEC14// NARR/REF A IS UNDER SECRETARY OF DEFENSE FOR PERSONNEL AND READINESS DIRECTIVE-TYPE MEMORANDUM, PARENTAL LEAVE FOR MILITARY PERSONNEL IN CONNECTION WITH THE BIRTH OR ADOPTION OF A CHILD. REF B IS ASSISTANT SECRETARY OF THE NAVY (MANPOWER AND RESERVE AFFAIRS) DIRECTIVE-TYPE MEMORANDUM, DEPARTMENT OF THE NAVY GUIDANCE FOR IMPLEMENTATION OF THE MILITARY PARENTAL LEAVE PROGRAM. REF C IS DODI 1327.06, LEAVE AND LIBERTY POLICY AND PROCEDURES. REF D IS NAVPERS 15560D, NAVAL MILITARY PERSONNEL MANUAL. REF E IS OPNAVINST 1754.4A, NAVY ADOPTION REIMBURSEMENT POLICY.// RMKS/1. This NAVADMIN establishes the Navy Parental Leave Program policy in line with references (a) through (c), and replaces MILPERSMAN articles of reference (d) 1050-420 (Adoption Leave), 1050-430 (Paternity Leave), and 1050-435 (Maternity Leave) with MILPERSMAN 1050-415 (Military Parental Leave Program) for release in the near future. 2. The Military Parental Leave Program (MPLP) replaces current adoption, paternity, and maternity leave with primary caregiver (PC) leave, secondary caregiver (SC) leave, and maternity convalescent leave (MCL). Members designated as the PC for a birth or qualifying adoption are eligible for 6 weeks of non-chargeable PC Leave (PCL). Members designated as the SC for a birth or qualifying adoption are eligible for 2 weeks of non-chargeable SC Leave (SCL). Members who give birth are entitled to 6 weeks of non-chargeable MCL. If a member is given MCL in excess of 6 weeks, their PCL is reduced day for day. 3. MPLP applies to all active component (AC) members and all reserve component (RC) members who were performing active duties, or mobilized more than 12 continuous months and were party to a qualifying birth event (QBE) or qualifying adoption (QA) on or after 23 December 2016. A QBE is defined as a live birth. A QA is defined as an adoption that qualifies for reimbursement of adoption expenses in line with reference (e). 4. MCL is a 6-week (42-day), non-chargeable leave period for the birthparent, commencing the first full day following the discharge and release of the member from the hospital (or similar facility) following a QBE and is intended for the medical recovery of the birthparent. MCL must be executed in one increment and completed before commencing PCL. Any medically required extensions of MCL will be deducted from PCL. 5. PCL is a 6-week (42-day), non-chargeable leave period for the PC following a QBE or qualifying adoption (QA). PCL will be granted to the parent designated with primary responsibility for caring for the birthed or adopted child(ren). PCL must be executed in one increment. For a QBE, by default, the PC will be the parent who physically gives birth to one or multiple live children in a 72-hour period. For a QA, by default, the PC will be the non-military parent, or in the case of dual military couples, the member who is serving in the least operational position. The commanding officer (CO) of the member has the authority to designate PC status on a case-by-case basis when it can be demonstrated that the default PC is unavailable to administer the necessary care to the child (e.g., incapacitation, dual military couples, death, or other circumstances where the military parent must act as PC.) For dual military couples, only one PC and SC will be authorized per QBE or QA. Under normal situations PC designations should be made 60 days prior to the QBE or QA and documented on Administrative Remarks NAVPERS 1070/613 (commonly known as a Page 13). 6. SCL is a 2-week (14-day), non-chargeable leave period for the SC following a QBE or QA. SCL will be granted to the parent not designated as the PC. SCL must be executed in a consecutive block. Under normal situations SC designations should be made 60 days prior to the QBE or QA and documented on NAVPERS 1070/613. 7. Authorized PCL or SCL that is not commenced within 1 year from the QBE or QA will expire. Any period of deferral of PCL or SCL under this NAVADMIN due to an operational deployment shall not be counted against expiration dates. No member will be designated as both PC and SC for any QBE or QA. 8. For a QBE of a child(ren) born outside of a marriage, the member who does not give birth is required to establish proof of parentage. Proof of parentage may include, but is not limited to: a. being listed, with consent, as a parent on the birth certificate of the child or other government issued document b. acknowledgement in writing of an obligation to support the child, either by voluntary agreement or court order, or c. registration, or pending registration, in the Defense Enrollment Eligibility Reporting System (DEERS). 9. Deployed members or members within 3 months of deployment will normally be required to defer PCL/SCL until completion of the deployment. However, in some cases where extraordinary and compelling circumstances exist, COs may approve immediate SCL or PCL. If PCL/SCL was deferred until the completion of deployment, upon approval by the CO, and only after being designated as PC/SC, the member may use PCL or SCL. 10. There are two retroactive periods covered by MPLP. a. Sailors who had a QBE or QA from 23 December 2016 to 22 March 2018 have 18 months from the QBE or QA, to commence PCL or SCL. Sailors that had QBE or QA on or after 23 March 2018 have 12 months from the QBE or QA to commence PCL or SCL. The following conditions apply to retroactive MPLP: (1) Members who executed or are executing the 12 weeks of Maternity Leave authorized in MILPERSMAN 1050-435 will be considered the PC and will not be authorized additional MCL, PCL, or SCL. (2) Members who executed 10 days of Parental Leave or 21 days of Adoption Leave authorized in MILPERSMAN 1050-420 and 1050-430 may be retroactively designated as PC or SC and are, respectively, entitled to a total of 42-days or 14-days of non- chargeable leave. Members may elect to execute any remaining PCL or SCL, or have any regular annual leave executed in conjunction with the parental or adoption leave reimbursed not to exceed the PCL or SCL days authorized. Any reimbursed leave days in line with this election will not qualify for special leave accrual. b. Commands may contact OPNAV N130C for guidance concerning members who, in extreme circumstances, cannot commence PCL or SCL within the allotted retroactive period. 11. Members who are no longer on active duty will not be authorized entitlements outlined herein or following instruction updates. Leave recalculations are not authorized. 12. Birthparent members who do not retain custody of the child(ren) are not covered under the MPLP but are eligible for regular convalescent leave as prescribed by their health care provider. 13. Neither AC members nor RC members will be extended on active duty for the purposes of taking PCL or SCL. Members can be extended on active service following a QBE when determined medically necessary by a competent medical authority. 14. Special Leave Accrual is not authorized due to excess leave earned during MCL, PCL, or SCL. 15. No member will be disadvantaged in their career, including limitations in their assignments (except where members voluntarily agree to accept an assignment limitation), performance appraisals, or selection for professional military education or training, solely because they take any of the non- chargeable leave outlined herein. 16. MCL, PCL, and SCL must be requested through e-Leave in Navy Standard Integrated Personnel System (NSIPS). Until NSIPS is fully updated to include the MCL, PCL, and SCL options requests should be selected as *Convalescent* with full annotation in the comment section clarifying purpose for leave either MCL, PCL, or SCL. Leave approvers will be responsible for ensuring that PC and SC designations are correct and that parental leave does not exceed the MCL, PCL, or SCL limits outlined in this NAVADMIN. Commands not on e-Leave with NSIPS will manually track MCL, PCL, and SCL until the command begins using e-Leave. 17. Point of contact for this matter is LT David Rapoff, OPNAV N130C2, at (703) 604-5477/DSN 664, or via e-mail at nxag_n130c(at)navy.mil. 18. Released by Vice Admiral R. P. Burke, N1.// BT #0001 NNNN UNCLASSIFIED//
  18. SELRES 6235, 6265, 6285 and 6295 designators are open this year. Even though they are submarine officer billets they are open to surface ratings. Surface ratings that have served in Expeditionary Maintenance and Surgemain units have had a high selection rate for example. If anyone is interested in applying for these designators I can give you a POC to arrange for interviews. Also if anyone has questions about the SELRES LDO program I am happy to answer them. ENS
  19. Good luck, I hope you make it this time around!
  20. The Navy has now issued at least one-fourth of the design work and begun further advancing work on systems such as a stealthy "electric drive" propulsion system for the emerging nuclear-armed Columbia-Class ballistic missile submarines by 2021. “Of the required design disclosures (drawings), 26-percent have been issued, and the program is on a path to have 83-percent issued by construction start,” Bill Couch, spokesman for Naval Sea Systems Command, told Warrior Maven. http://www.foxnews.com/tech/2018/06/20/navy-columbia-class-submarine-quieting-electric-drive-stealthiest-sub-ever.html
  21. I guess we are ahead of the game this year. Like you, my package is complete. Appraisals complete. Preparing enclosures and thats all. Good luck to everyone.
  22. Will be interesting to see the quotas. I'm thinking E4-E6 was low due to the HYT change. I know I'm taking up an AME1 billet, that would of been available end of this month when I would've been officially off active duty. Hard to believe I've hit 20 years. Will see how lucky #8 is. If not this year, next year is my last shot (again).
  23. Well, doesn't look like it's going to be this week for FTS/SELRES. Maybe next week. Good luck, and here's to hoping REG NAV has great quotas!
  24. Timelines need to shift. E6 and below results come out around Memorial Day and Thanksgiving. 4th of July is fitting for E7. #inpatient.
  25. Submarinecook1stclass

    FY19 Chief Selection Board

    You to, it’s been a little more alive the last week or so, it will probably be up when quotas come out after the board convenes
  26. It is much quieter here than it has been in years past. Good luck to all of you!!
  27. I'm not sure on this response, but I would think that the board would look at a large variety of career points to include TIR and even how close you are until 20/22 years. I'm guessing that all of this would be considered. It's difficult as leaders to not know what comes next and being 100% out of control however our records should do the talking for us because that's really all we have to be considered. No worries, I'm sure most of us are anxious on knowing the outcome and as for me I'm extremely impatient but working on that!
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