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MAY 18, 2014

VOL 5 ISSUE 13

What can

For You? I DO

In In thisthis issue: Advancement Rule of Changes SCPOA / Rifle Team Asian/Pacific American Heritage Month issue: 3MA / Battle Coral /Sea / Master Chief/ Pinning / Military Child / NMCRS

What can

For You? I DO

by MC1(SW/AW) Ryan B. Tabios

A

s we leave the comforts of our parents’ nest, we all strive for one thing – to be successful in what we set our sights on. And who would not want to be successful?

Everyone hopes to fit all the pieces together and see the bigger picture we have been hearing about. But what is a successful career?

Is it surpassing or meeting our standards, or merely just getting through? A successful military career can range from achieving the highest possible rank to receiving an honorable discharge at the end of your service obligation. Whatever it is one might want to achieve while serving, it can all be possible with the help of one person – a Command Career C ounselor.

A year ago I took on the job as departmental career counselor for Media, Navigation and Command Religious Ministries and immediately realized it’s a job one cannot take lightly; it requires constant communication, flexibility to change and personal diligence.

Prior to taking on this task I had no prior experience in career counseling, aside from, well, dealing with my own Naval career. I thought – dang, now not only do I have to take care of my career but the minute details in the careers of 57 Sailors as well. Compared to other departments with over 200 Sailors, that may not be much, but to me it was one career more than mine – and therefore, a new and unknown era of responsibility.

But I have been around long enough to know the Navy would have a plan to prepare me. I made it back from the mountains of Afghanistan, crossed both Atlantic and Pacific oceans and survived a year in remote Diego Garcia, so I had my Naval experience to back me up. Plus, I did not want to let any of my Sailors down; the burden of letting them down would be

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too hard a pill to swallow.

Almost immediately, I had the pleasure of attending 9588 (Career Counselor School) which helped me gain the knowledge to succeed in my responsibilities. I learned a lot.

The information I processed was abundant: Career Way Points, Enlisted Advancement System, Career Incentives, Selective Re-enlistment Bonuses, Enlisted Assignment System and many more. I was surprised. It seemed no matter how salty a Sailor you were, there was something new you would learn from 9588.

With the Navy changing on the daily, if I could, I would attend again.

By the way, did you know there were mathematic formulas in career counseling and one miscalculation can cheat a Sailor out of an exam cycle, cash and time? I didn’t either. But I do now.

I would say the goal of career counseling is to keep the brightest and most well-rounded Sailors in the Navy. With everything the world has to offer these days it’s a tough job trying to keep them in the door. And I have seen Sailors bright as day leave the Navy to pursue personal dreams and aspirations.

And that’s okay. It’s expected of a race with free will. You keep some and you let some go…it is what it is.

Career counseling is similar to a game of chess. Sailors lay out their plan of attack in the hope that it all will work out in the end, while we sit, listen and await their move.

Listening is the most important aspect about being a career counselor.

When you listen, you get to the root of their needs, desires and wants.

Once you understand what they want, then you reveal and communicate your move, a calculation

you’ve made based on their goals and what instructions, programs, and the catch-all – money – the Navy can offer them to meet their goals.

Awaiting their next decision can be troubling though. All too often we let Sailors know about commissioning programs, special duty assignments, incentives and Fleet Reserves, but their willingness to act or not can be frustrating. We’ve all seen or met him or her – a motivated Sailor with a path they have announced but responsibilities left idle.

I’m guilty of it too.

“It’s hard giving information to set a Sailor up for success and seeing them not take action,” said Aviation Electrician’s Mate 1st Class (AW) Paul Gonthier, from Huntington, N. H. “We try to provide as much encouragement and information as possible, but the Sailor is the only one that can take charge of their career.”

“You can teach a man to fish, spoon-feed them the information, but ultimately it’s up to them to use the information,” said Navy Counselor 1st Class (AW/IDW/SW) Floyd Nash, from Brooklyn.

I asked Gonthier and Nash the number one reason they did their job and the answer was the same.

They do it for a single reason…to take care of the Navy’s number one irreplaceable asset – Sailors.

“I am driven by the passion I have for my Sailors,” said Nash. “I don’t want to stop taking care of Sailors.

Making their day is as rewarding as getting approvals and selections. It’s the little things that go a long way.”

The most enjoyable part of my job is career development boards (CDB).

To me they are the most influential and personalized way to help Sailors take control of their own personal

goals and improve their ability to achieve them. I call it their “me time”. You learn more about a Sailor, both personally and professionally, and if the trust is there you’ll hear things about them that no one would have ever thought. Most Sailors are incognito, but like I said previously, if you listen, the vision becomes clear.

I walked through the ship and talked to Sailors to get their perspective on the other side. I asked them why CDB’s were important to them.

“It gives Sailors a chance to meet and see their leadership, especially for bigger departments,” said Intelligence Specialist 3rd Class Caitlyn McKenna, from Wallingford, Conn.

McKenna also believes it enables leadership to get to know their Sailors and what drives them.

quota. Nope. When six months go by and the enlisted community manager and detailer are still telling you there aren’t any quotas it’s like – well, it’s like a word I can’t say here. It’s a game of computer screen refresh in the hopes that on that screen the magical word ‘approved’ will miraculously show up.

I have had to tell four Sailors, EP Sailors willing to extend for deployment, that the only way to stay in the Navy is to roll out at their perspective rotation date, extend for a year and ride out their contract on shore duty, hoping they receive another look in C-Way for a quota.

“Relaying the good news is easy,” said Nash. “The bad news is tough to swallow at times. A lot of Sailors have invested their time and energy in the Navy and not getting the SRB’s

“CDB’s help pave your career out, showing you different avenues to achieve your goals,” said Yeoman 2nd Class (SW) Traci Walker, from Sacramento, Calif. “They are also a reminder of the goals you have set previously.”

“They help me see where I stand in relation to achieving my goals and help me determine what is the next level,” said Aviation Boatswain’s Mate (Handling) Airman Taira Prewitt, from Cleveland. Prewitt also recalled receiving tools for advancement and advice on how to be a better Sailor.

One of the toughest hurdles I have had trouble getting over in the past year was getting a re-enlistment quota for my MC’s. You would think an MC coming from the fleet’s unmatched Media Department would have no problem getting that elusive

[Selective Re-enlistment Bonuses] or orders they want can go sour. Worst case scenario, you have to tell them they have to go home.”

Things have changed since when I first joined the Navy. But with change comes new opportunities. Because of change I highly suggest Sailors in general keep the Navy Personnel Command website as their homepage.

It is your one-stop career information shop and where everything you want, need and must know is stored.

And my personal favorite? It has a wonderful career counselor tools tab, perfect for anyone.

Resources. Use them. Every Sailor is different, but every situation is similar. I use them religiously; I don’t know all the answers, but I am sure someone has them. The Command Career Counselors on board have

helped many tackle issues our Sailors have faced. Their training sessions have aided me not only in my career but in others’ as well. Fellow career counselors echo my declaration when I say ‘work smarter not harder; resources is a must.’ And often, those resources are people – people with experience.

“The books don’t have all the answers,” Nash agrees.

Gonthier went through the same 9588 class as me. Aside from graduating as honor grad of our class, he is definitely making waves and taking names. His doesn’t mention his success to me though; he talks about and credits the Career Development Team throughout our conversation.

“I believe our team has gone above and beyond with building trust and respect with our Sailors. We provide the information and counseling necessary to assist in their careers, increasing their chances to make educated decisions that can help them succeed,” said Gonthier.

Gonthier tells Sailors how the Navy is constantly changing. He tells them to keep in touch with their career development team – their Chiefs, LPO’s and departmental Career Counselors. “With everyone on the same page, everyone can work together for the success of the Sailor.”

Being a Career Counselor is a tough job, but it all boils down to one team effort helping and guiding Sailors in the path they have envisioned for their future – with or without Uncle Sam. Gonthier said individual success is the ultimate reward and I couldn’t possibly disagree with him. “Whether someone stays in the Navy or not, I like to see everyone walk out of the office with a plan for a successful future.”

There is one advice I give to all my Sailors and that is to always act like you are staying in – carry a small stick but strike hard. You never know what life may throw in your direction; it’s always easier to move forward with what you have than start over with nothing.

As for me, my life as a career counselor is not about ‘what have you done for me lately?’, but ‘what can I can do for you?’

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5 Changes You Need to Know About |

By MC1 Elliott Fabrizio, Chief of Naval Personnel Public Affairs

New Rules for Advancement

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he Navy announced significant changes to the current advancement policy, including a new formula for the Final Multiple Score (FMS) that will be in effect for the next advancement cycle in fall 2014.

In sum, the FMS changes increase the weight on areas where Sailors demonstrate superior performance and technical knowledge and decrease the value of longevity-based factors such as Service In Pay Grade (SIPG).

Master Chief Petty Officer of the Navy (MCPON) Mike Stevens and Fleet Master Chief for Manpower Personnel Training and Education (MPT&E) April Beldo sat down to discuss why these changes were made and how they will impact Sailors.

You can watch the video HERE, but these are the five things you need to know: Change #1: In the new FMS for E4 and E5 the value of your standard score (advancement exam) becomes the largest factor considered for advancement. For E6 and E7, performance mark average becomes the largest factor in determining Sailors’ FMS. These changes mean performance will be measured differently for junior and senior pay grades to target advancement consideration on the qualities expected at those levels.

“Our junior Sailors are out there doing the job they’ve been trained for, and leadership’s expectation of them is that they know their occupational skill, and we measure that with the standard test,” said Beldo.

“As they rise to the rank of E6 and E7, we look for them to step into more leadership and management roles, which are reflected in evaluations, so now we’re looking more at the performance mark average at those levels,” she continued.

Change #2: No award points for Good Conduct Medals or Reserve Meritorious Service Medal.

If your initial reaction is “Nooo! They’re taking

my points!” remember that nobody will receive points for these awards, so this essentially just removes a common denominator.

“The large, and I repeat, large majority of our Sailors are working hard and staying out of trouble, so across the Fleet, we’re seeing that the majority of our Sailors receive this award, and so to give a point for it was a zero sum,” said Stevens.

“They weren’t gaining anything by it.”

Removing the Good Conduct Medal’s point value opens up more space for Sailors to set them apart from their peers in the award points category.

For example, award points cap out at 12 when going up for E6, so consider two Sailors-one has four Navy Achievement Medals (NAM)s and three Good Conduct Medals, and the other has three NAMs and three Good Conduct Medals.

Previously, they’d both be equally maxed at 12 in the award points category. Now, the first Sailor will have eight points to the other Sailor’s six.

Change #3: PNA (Pass Not Advanced) points are only awarded to the top 25 percent of Sailors not advanced.

“Putting this 25 percent window in place will motivate Sailors to apply themselves and study really hard for the exam,” said Stevens. “It’s not just about passing the exam. It’s about passing the exam with flying colors.”

The smaller window for PNA points allows Sailors who are not advanced, but who studied hard for advancement, to begin setting themselves apart in the PNA category from Sailors who put less effort into studying.

Under this new policy, 1.5 PNA points go to the top 25 percent of Sailors by test and 1.5 to the top 25 percent by performance mark average. Total PNA points are determined from a Sailor’s last five advancement cycles, capping at a maximum of 15 possible points.

Sailors will keep PNA points they have already earned prior to the release of the policy change.

Change #4: Service In Pay Grade has been

reduced to a factor of only one percent of the final multiple score.

With the weight of SIPG set to only one percent of the overall FMS, gone are days of going into your first advancement cycle at a significant disadvantage to those who have been around longer.

Beldo added that if all other things are equal, this 1 percent remains to serve as a tiebreaker and give the senior Sailor the nod for advancement.

Change #5: Changes to the Command Advancement Program (CAP) will require commands to select Sailors prior to the normal advancement cycle.

The exact window for commanding officers to select Sailors for CAP will be July 1 to Sept. 30, with the new policy going into effect for FY2015.

Commands must use their calendar year 2014 CAPs from the current policy by Sept. 30th, 2014.

“The Command Advancement Program is unchanged in this respect: it is still designed to give commanding officers the opportunity to meritoriously promote their best performers,” said Stevens.

Commonly, commands have chosen Sailors for CAP immediately after the results of the fall and spring advancement cycles.

“CAP is not tied to the test,”

said Beldo. “It’s tied to our best performers. This gives commanding officers the opportunity to observe their Sailors all year long and select their best performer to CAP.” The Navy establishes advancement quotas to promote the exact number of Sailors it needs in a particular rate, and capping Sailors after those quotas are set can disrupt manning levels for the rate and may negatively impact

future advancements.

“We used to take the exam and then, more often than not, we would then CAP a Sailor after the exam,” said Stevens. “So what we were doing, unintentionally, was overpopulating rates. So the next time, when we would build the Navy-wide advancement exam, we may already be above 100 percent, so there are no opportunities to promote anybody in that rate on the Navy-wide exam.”

“By capping first and then building the Navy-wide advancement exam quotas, we prevent that from happening and it allows us to maintain a stable rating health,” said Stevens.

All of these changes are the result of feedback from the fleet and careful research to find the best way to advance our best Sailors, added Beldo.

For more information on these changes, read the NAVADMIN 114/14 on NPC’s website.

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Middle Managers

Leading the Way

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by MC2(SW/AW) Travis Alston

ailors attending the command’s indoctrination program hear leadership urging the crew to take an active role in their ship.

Sixty 2nd class petty officers Sailors make up Carl Vinson’s Second Class Petty Officers’ Association (SCPOA), an association created for the Navy’s middle managers to meet and discuss ways they can improve and impact the command, their Sailors and their communities.

The purpose of the association is to function as a social and professional organization established to enhance morale and community involvement. By developing trust and respect through working relationships and friendships, the association promotes a spirit of camaraderie.

“We plan and coordinate functions and activities that best serve the command and enhance Navy awareness within the local community,” said Vinson’s SCPOA President, Aviation Aerographer’s Mate 2nd Class Jonathan Klepatzki. “Above all, we serve as a forum for open discussion of problems and concerns of all second class petty officers.”

Similar to other Navy organizations, the executive committee consists of a president, vice president, secretary, treasurer, and master-at-arms. The general committee members of the organization are responsible for encouraging membership from qualifying Sailors assigned of the command.

There are three categories of membership, each within specific rights and responsibilities. Once an individual is a member of the association, they will remain a member unless they are inactive for 90 days.

- Unlimited Members – must be active duty, Fleet

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Reserve, retired or second class petty officer assigned to its component activities. They are required to pay full dues and are allowed to vote on matters brought before the executive committee.

- Limited Members – must be active duty or reserve second class petty officer or prior unlimited members of the association. Only required to pay half dues and will not be allowed to vote on association matters. They may serve on a committee but may not chair that committee.

- Inactive Members – must be an active duty or reserve second class petty officer assigned to its component activities, or prior unlimited or limited members of the association. Won’t be required to pay dues. You will have no voting rights in the association but may attend all regularly scheduled meetings.

To become a members of Vinson’s SCPOA, a Sailor must be an E-5 and pay required dues of $5 a month or $50 annually, to include a SCPOA t-shirt.

“Membership dues are $5 per month $5 or $50 a year, with a SCPOA T-shirt, said Vice President Hospital Corpsman 2nd Class Isaiah Jackson.” Additionally, they are required to come to SCPOA meetings and must be active, by participating in community and command events.”

Aboard the ship, SCPOA members assist with professional development through air and surface warfare training and help MWR boost morale during ice-cream socials and bingo.

Not along does the SCPOA play an active role on the ship, but in the community as well.

“We enjoy volunteering our time,” said Klepatzki. “We normally volunteer at local horse rescue ranches, Feed American locations and do beautification projects” Klepatzki added that the SCPOA plan to continue these types of events and are open to any suggestions from members.

“This is important to us because our number one goal as an association is to increase morale and to provide opportunities for growth and advancement. We encourage all PO2’s to share possible volunteer events for the ship and the community.”

The Thrill of the Shot

by MCSN Eric Coffer

W

hile few excel and can experience the thrill of competitive shooting, many love gearing up and find enjoyment in a rifle qualification.

Marksmen on Carl Vinson’s rifle and pistol team share the joy of shooting through sessions at the range and in competitions. New participants are welcomed by the group and encouraged by experienced, veteran marksmen.

“Those attending the competitions are very welcoming to first time shooters,” said Fire Controlman 1st Class (SW/AW) Jeremy Dittrick. “I wish I could be a first time shooter every time; they help you out so

much.”

The first day or two of a championship is spent training new shooters, said Chief Aviation Electronics Technician (AW/PJ) Cody Haizlip.

“If you haven’t shot before, we’ll teach you basic and advanced techniques. We have some retired Navy team members who have been shooting for 40 or 50 years, competitively, so there is a wealth of knowledge on this team,” said Haizlip.

The amount of attention given to a new shooter by one of the team’s experienced members goes a long way in improving their technique, Haizlip added.

Members of Carl Vinson’s rifle and pistol team pose with the Pacific Fleet Marksmanship trophy.

“They teach you safety, marksmanship and how to breath properly while aiming and shooting,” said Electronics Technicians 2nd Class (SW) Zacharia Pierson. “They also trained us on exactly how to incorporate all of those lessons learned into one package in order to be successful.”

The competitions range in length from nine days to two weeks.This year’s team took 1st place in the rifle and 2nd place pistol events.

For newcomers like Dittrick – and for those who have been around the sport for a while – participating in a competition isn’t just about gaining experience. Enjoying the competition and meeting new people is equally rewarding, they say.

“It is the Navy’s best-kept secret because it is a great way to have fun and expound upon your skill level,” said Aviation Electronics Technician 1st Class (AW) Royce Yaka. “You get to meet other people from different commands, rates, branches of service – and sometimes we compete against foreign militaries.”

Still, a competition wouldn’t gain quite the same crowd without the thrill of bragging rights, Pierson said.

“The oldest date on the Pacific Fleet (PACFLT) Marksmanship trophy is from 1981; it has been passed around for a long time,” said Aviation Ordnanceman 3rd Class (AW) Andrew Fuson. “There is a lot of pride that accompanies that trophy.”

A trophy isn’t the only win during competition, though. Trainers find satisfaction in seeing their shooters progress in skill level.

“I think it was my first year competing in the service rifle event and I was able to hit the bulls-eye on the target at 600 yards,” said Yaka. “I have been competing since 2010, and every year I get better.”

Carl Vinson’s Marksmanship Team has competed in the PACFLT Marksmanship Competition and the All Navy Marksmanship Competition the last two years during the months of April and May. Joining the team is as simple as contacting Haizlip, but to participate in a competition, you will need to work with your department for nocost temporarily-assigned duty (TAD) orders.

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around the

V I N S O N

Honoring Asian/Pacific Americans

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by MC2 (SW/AW) Travis Alston

he Navy joins our nation in celebrating the contributions of generations of patriots during Asian/Pacific American Heritage Month throughout May. This year’s national theme is “I Am Beyond,” capturing the aspirations of the American spirit and the efforts of Americans of Asian and Pacific Islander descent to excel beyond the challenges they faced over the years.

The theme was chosen by the Smithsonian Asian Pacific American Center to represent Asian and Pacific Americans’ strong tendencies to stand out despite very limited opportunities, said James C. Meng, deputy assistant secretary of the Navy for enterprise business solutions.

“If you think retrospectively from the Chinese Exclusion Act in 1883 to 1943 and then Executive Order 9066 that interned the Japanese-Americans in 1942, America really has come a very long way in evening the playing field for all its citizens,” said Meng.

The Chinese Exclusion Act was a U. S. federal law signed by President Chester A. Arthur, May 6, 1882. It was one of the most significant restrictions on free immigration in U.S. history, prohibiting all immigration of Chinese laborers. The act followed revisions made in 1880 to the U.S.-China Burlingame Treaty of 1868. The revisions allowed the U.S. to suspend Chinese immigration. The act was initially intended to last for 10 years, but was renewed in 1892 and made permanent in 1902. It was finally repealed by the Magnuson Act on December 17, 1943.

Executive Order 9066 is a U.S. presidential executive order signed and issued during World War II by former

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U.S. President Franklin D. Roosevelt on February 19, 1942, authorizing the Secretary of War to prescribe certain areas as military zones. Eventually, EO 9066 cleared the way for the deportation of Japanese Americans to internment camps.

Today, Asians and Pacific Islanders are at the forefront as leaders in every aspect of American life and have been serving in America’s Navy since the early 19th century.

In 2014, Sailors of Asian and Pacific Islander heritage comprise 6.43 percent of our active duty Naval force. More than 20,500 active duty Sailors, 4,000 Reservists, and 18,900 Navy civilian employees identify as Asian American

or Pacific Islander, including 10 flag officers, 9 members of the Senior Executive Service (SES), and 176 master chief petty officers.

One of those Sailors is Adm. Harry B. Harris, Jr., the commander of the U.S. Pacific Fleet. Born in Japan and raised in Tennessee and Florida, Adm. Harris graduated from the U.S. Naval Academy in 1978 and became a P-3 Orion navigator. In addition to U.S. Pacific Fleet, he commanded Patrol Squadron 46, Patrol and Reconnaissance Wing 1, Joint Task Force-Guantanamo, U.S. 6th Fleet, and Striking and Support Forces NATO. “Today, our U.S. Navy is second to none. We have the most advanced warships, submarines and aircraft in the world,” said Harris during the 2014 42nd Annual Sailor of the Year Luncheon in Honolulu, Hawaii. “The best equipment means very little if you don’t have the hardworking, highly, trained, dedicated and diverse Sailors who bring those platforms to life.”

Asian/Pacific Americans encompass more than 50 ethnic and language groups, representing a vast array

of cultures, nationalities, and historical roots, to include the Asian continent and the Pacific islands of Melanesia (New Guinea, New Caledonia, Vanuatu, Fiji and the Solomon Islands), Micronesia (Marianas, Guam, Wake Island, Palau, Marshall Islands, Kiribati, Nauru and the Federated States of Micronesia) and Polynesia (New Zealand, Hawaiian Islands, Rotuma, Midway Islands, Samoa, American Samoa, Tonga, Tuvalu, Cook Islands, French Polynesia and Easter Island.

Like most commemorative months, Asian-Pacific Heritage Month originated in a congressional bill.

In June 1977, representatives Frank Horton of New York and Norman Y. Mineta of California introduced a House resolution that called upon the president to proclaim the first ten days of May “Asian/Pacific Heritage Week”. The following month, senators Daniel Inouye and Spark Matsunaga introduced a similar bill in the Senate.

Both were passed. On Oct. 5, 1978, President Jimmy Carter signed a Joint Resolution designating the annual celebration.

The month of May was chosen to commemorate the

immigration of the first Japanese to the United States on May 7, 1843, and to mark the anniversary of the completion of the transcontinental railroad on May 10, 1869; the majority of the workers who laid the tracks were Chinese immigrants.

Twelve years later, President George H.W. Bush signed an extension making the week-long celebration into a month-long celebration. In 1992, May was officially designated Asian/Pacific American Heritage Month.

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E IC VO

at

DECKPLATES

ea

DIA LO GU ES

m

What cartoon character would you want to be?

of

“I would love to be Ariel from Little Mermaid because I love the open sea.”

“I’d be Mufasa from The Lion King!”

“I would be Mickey Mouse because he is the coolest character ever.”

LTJG TREVOR DAVIDS Assistant Public Affairs Officer

EDITORS-IN-CHIEF MCCS (SW/AW) MONICA HOPPER Media Leading Chief Petty Officer

MCC (AW/SW/EXW) DAVID CRAWFORD

MEDIA DEPARTMENT

Midshipman 2nd Class Kelly McCormick

LCDR KYLE RAINES Public Affairs Officer

F

AA Mackenzie Bershers

EXECUTIVE EDITORS

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CAPT KENT WHALEN Commanding Officer

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“I’d like to be Roger Rabbit because he had a beautiful wife.”

Sa

EM3 Daniel J. Alonso

PUBLISHER

f or

SN Brandon Stewart

ing

“I’d be Bugs Bunny because he seems so chill.”

rit

“I’d want to be Stewie Griffin because he’s an evil genius.”

sw

MAC (SW/AW) Kenneth W. Watson Jr.

AF ST

AO2 (AW) Niomi Demichele

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“I’d be FroZone from The Incredibles since everyone already says I look like him.”

Sa

“Courage the cowardly dog.”

Media Operations Leading Chief Petty Officer

JUNIOR EDITORS

MM3 Mike Bettencourt

MC1 (SW/AW) RYAN TABIOS MC2 (SW/AW) TRAVIS ALSTON

ABH1 (SW/AW) Cornelius Frazier

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