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He did mention recruiting. What are the downsides to that, besides the long hours?
He also mentioned switching to the army. What would happen if he switched over? Would he have to leave for a couple months to train?
He gets his BA in business and human resources in August. Should he just scratch the whole military thing all together?
Depending on where you are recruiting the lack of a military installation and a support network. It's also a high pressure/high stress job regardless of the hours. He would leave for a couple of months to go to San Diego to train. I'm going to PM you my info. I actually recruit not from you. I can arrange to have your husband come on Recruiter's Assistance and also maybe even set him up to where he will end up recruiting close to where you are now, which mitigates a lot of the problems associated with recruiting duty.
You said your husband is bi-lingual. What languages? What ethinic background is he? How old is he? The reasons I ask these questions because he may be able to get a commission as an officer realtively easy once his degree is complete. He could put in a Warrant Officer package as well. The Marine Corps is having trouble meeting it's quota for Officer's for certain minority groups and women so if you meet the wickets you pretty much get it.
Quote:
Originally Posted by forest beekeeper
I was forced out due to 'High-Year-Tenure'.
During the Clinton draw-down era. The Navy easily drew down E3s, E4s and E5s; by simply refusing to allow them to re-enlist. Only those who had the highest Personnel Evaluations were allowed to re-up, approximately the top 10%.
E7s, E8s and E9s however were left alone. So under the projections for the draw-down those pay-grades were severely over-manned. [150% to 200% over-manned]
In about 1995 to 2002 there were a great many of us E6s who were all eligible to make advancement, but there were no open billets to advance up into.
On my last sub for example, I was stationed in the Navigation Center. A billeted 9 man division, which normally has a spread of pay-grades: 1 or 2 E6s, 3 or 4 E5s, and 4 or 5 E4s. Instead we had 8 E6s and one E5. The entire herd of us E6s were all eligible for advancement to E7, but the Navy already had far too many E7s. So none of us could advance. As each of us approached our HTY dates were were booted out.
I hit my HYT date in 2001.
My mom was one of those E5s affected by this in the Marine Corps. Back when the drawdown was happening the Marine Corps had a program for infantry SNCOs to latmove into other MOSs rather than get out. This created a situation in my mom's MOS where there were no SNCO openings for years and all of the SNCOs were not originally from the MOS. They had to be trained by their jr Marines. My mom reached tenure at 13yrs as a Sgt and never even had the opportunity to get promoted to Staff.
During the Clinton draw-down era. The Navy easily drew down E3s, E4s and E5s; by simply refusing to allow them to re-enlist. Only those who had the highest Personnel Evaluations were allowed to re-up, approximately the top 10%.
E7s, E8s and E9s however were left alone. So under the projections for the draw-down those pay-grades were severely over-manned. [150% to 200% over-manned]
In about 1995 to 2002 there were a great many of us E6s who were all eligible to make advancement, but there were no open billets to advance up into.
On my last sub for example, I was stationed in the Navigation Center. A billeted 9 man division, which normally has a spread of pay-grades: 1 or 2 E6s, 3 or 4 E5s, and 4 or 5 E4s. Instead we had 8 E6s and one E5. The entire herd of us E6s were all eligible for advancement to E7, but the Navy already had far too many E7s. So none of us could advance. As each of us approached our HTY dates were were booted out.
I hit my HYT date in 2001.
Forest,
I felt your pain, when I enlisted as an ET in the navy in 1990, my recruiter was extremely good to me as he sat me down over lunch the week before we went to MEPS and showed and explained to me about CREO and ratings manning. He also gave me a Blue Jacket manual and told me to read about the different rates. One of the reasons I picked ET was because of the CREO for ET which at that time was 78% critically undermanned. To make ET2 all you had to do was pass the test. In the middle of A school in 91 the CC's called us into a all hands meeting and told us about how the post cold war cutbacks affected ET's. We went from 78% critically undermanned to 138% critically overmanned. The Pass score was moved to around 165 for my entire career of 4 years. To get to 165 I needed a 4.0, a perfect score, and then a few PNA points.
I went to my first duty station and during my time the base was selected for decommissioning. I was within 3 months of my 4 year mark at this time, during a tour of Europe the detailer for the ET's visited us "there were about 11 of us" he basically said I can drop everybody's two year extension and let you out within a couple of months.
Looking back if I the ratings manning were not out of whack and I could have made rank I would have probably stayed.
Good news...my husband was selected by the board. The promotion won't actually go into affect until Jan though. His number (or place in line, basically) is in the thousands and they are only promoting 250 this month.
We had a talk last night about the 'what ifs' and I told him that if he didn't get it, I would join the air force because I would be an officer if I did. I'm not sure he liked that idea...good thing it didn't come down to that.
Macjr: My husband speaks English and Spanish (both fluently - he is Dominican) and is 26-years-old. He should have his degree within the next 6 months and is a black belt (if that matters?)
Good news...my husband was selected by the board. The promotion won't actually go into affect until Jan though. His number (or place in line, basically) is in the thousands and they are only promoting 250 this month.
Congratulations on the promotion! As a friend of mine told me: "In this economy, keeping your job is your promotion"
Quote:
Originally Posted by Jaylijah
We had a talk last night about the 'what ifs' and I told him that if he didn't get it, I would join the air force because I would be an officer if I did. I'm not sure he liked that idea...good thing it didn't come down to that.
Right now, the USAF's officer pipeline is effectively shut down. Almost all new officers are coming from the Academy or ROTC; competition for OTS slots is incredibly fierce. The only exceptions are medical and legal, and even in these shortage fields the USAF has gotten very stringent.
Quote:
Originally Posted by Jaylijah
Macjr: My husband speaks English and Spanish (both fluently - he is Dominican) and is 26-years-old. He should have his degree within the next 6 months and is a black belt (if that matters?)
With the language skills, see if the USMC has a language program. If he gets a language coded assigment, then he can get bonus money depending on how well he scores. I spent three years in SOUTHCOM and that $500/month always made my wife happy
Hello, My name is gabrielle
my BF was army medic
i believe E4 and he should of been E 5 because of many years he's been in.
he finally got out nov 2017 because he didn't make rank. is there any resource
that can help him get on his feet
he needs help with job wise
Hello, My name is gabrielle
my BF was army medic
i believe E4 and he should of been E 5 because of many years he's been in.
he finally got out nov 2017 because he didn't make rank. is there any resource
that can help him get on his feet
he needs help with job wise
All services provide a mandatory transition workshop for separating individuals. He attended it before he got out. Some posts are better than others and at best it is pretty generic. Either way, everyone that separates from the military should have learned a few life skills while they were in and finding jobs should not be overly difficult.
That said, the same issues that kept him from being promoted in the military, especially as a medic, will hold him back in the real world.
All services provide a mandatory transition workshop for separating individuals. He attended it before he got out. Some posts are better than others and at best it is pretty generic. Either way, everyone that separates from the military should have learned a few life skills while they were in and finding jobs should not be overly difficult.
That said, the same issues that kept him from being promoted in the military, especially as a medic, will hold him back in the real world.
It is unfortunate but those ranks are EASY to make, so this usually indicates issues with performance, capacity, willingness to follow rules or authority, or some other issue that resulted in lack of promotion.
He should have job training and The GI Bill to go to college, and he yes, he would have had a transition workshop to help with job placement. What he does with the info is up to him.
LinkedIn is a good place to find many Veteran friendly hiring agencies- search "veteran" "Transition" Veteran's transition" "military transition" and other such terms to find people there that specific help vets find work.
Don't know the area you live in, but he could apply to civilian hospitals, clinics or nursing homes or doctor offices for a job.
There are various vet organizations like American Legion, DAV, VFW , and others who could help.
My dad was an E-9, a chief mastersargent in the USAF. He retired in 1975 after 33 years in the military. 3 Army Air corps and 30 Airforce. When he got out, he was offered a computer job by a civilian he had worked with at Randolph AFB.It would be working for HEB the big south Texas grocery store chain. Daddy turned it down, because he didn't want to move and was tired of computers.So he got a job working for the local school district.He was one of those lucky guys who was always promoted.
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Best wishes for a long and happy career.
