Naval History and Heritage Command的动态

Sharing to help source the right talent

Opportunity

check this out #icicledesignSIG!

How can service personnel leaving the forces and entering the civilian job market transfer their skills and competencies to build a strong foundation for a civilian career? Read our editorial from Matt McGinn from LMS Security who shares his journey and advice for others following in the same path. https://lnkd.in/eyKvs6Yk

Detail orientation is a veteran superpower. And you can hire for it. Attention to detail is ingrained in service members from the start. It begins in boot camp and service academies and extends throughout their entire military careers. During schooling and training, gear, uniforms, and other equipment are all inspected for the smallest details – and as service members grow in their careers, this same attention to detail is pivotal to success. In my organization, everything we did in mission planning was triple-checked. No exceptions. If we were planning a mission, I would execute my part of that plan, then someone else would check it for me, and then someone else would check it for them. Because valuable time and resources – and sometimes lives – are on the line, military jobs require an incredible level of detail orientation from the start. It’s something that I’ve taken with me into my professional life, and I know many other veterans who have as well. High attention to detail is a tough skill to find. If you’re hiring for a role that requires it, you’ll find it within the military community talent pool. That’s a promise.

?? Retention Bonuses for Airmen: Investing in Talent and Readiness The Air Force recently announced retention bonuses for 89 career fields, a critical move to support the service’s mission and its people. These bonuses are designed to reward skilled airmen and noncommissioned officers while addressing shortages in essential roles. This highlights a broader trend in talent management across government and private sectors: investing in specialized skills and retaining top performers is paramount to success. In my time supporting national security initiatives and now as a technology innovator, I’ve seen firsthand how pivotal it is to balance recruitment with retention. It’s not just about finding the right people—it’s about ensuring they feel valued and see a future with your organization. ? Key takeaway for leaders in all industries: Proactively support your teams with clear incentives and professional growth opportunities. Whether it's bonuses, advanced training, or pathways for career advancement, retaining expertise is always worth the investment. ?? What strategies have you seen work for retention, whether in uniformed service or civilian roles? Let’s discuss! #Leadership #TalentManagement #Military #RetentionStrategies #CareerDevelopment

Great opportunity in Tampa area

I was out and about this past week in DC participating in some pretty cool events. That didn't stop me from noticing that here at headquarters, Commander, Navy Installations Command (CNIC) HQ is seeking 2 Program analysts to join the Training Team. ??82,000 - 96,000 Open to the public. Apply by 8/19. Ideally, you will reside in the Greater Memphis or DC areas (or willing to self-relocate). I don't make the rules or determine which roles have relocation packages ($$$) attached to them, so don't come at me. Bring your #evaluation and #instructionaldesign expertise to support employee service and customer relations performance improvement. This is not a remote job, but it is TW eligible (hybrid). About You: ??PHD or equivalent doctoral degree OR ??3 years of progressively higher-level graduate ed leading to a PH.D OR ??3 years specialized experience as a Program analyst implementing existing proposed learning solutions... Or ??A combination of education and specialized experience. You'd definitely need to knowledgeable about HPT, instructional design, models (ADDIE, Kirkpatrick, etc). Maybe even have some software skills (Microsoft products) and a few other things. I noticed the applicant questionnaire asked if you were willing to self-relocate to either area. It doesn't actually ask if you currently RESIDE in the area. If you do reside within 50 miles of Millington or DC, select "Yes." There are only 5 assessment questions. I like it when it is straightforward and to the point. ??Protip: If you choose a selection to any of these questions that has a "# years" in it, do yourself a favor, make sure your demonstrated/documented proof of that # is in your resume. If we can’t validate it, it doesn't exist. Happy Monday! https://lnkd.in/ewsdtqpB #trainers #federaljobs #careers

Opportunity

https://lnkd.in/gtNUKMKu Great step in the right direction but I believe that they shouldn't limited it to only certain career fields nor should it be on for O-5s and O-6s. The evaluation should begin when officers are at the O-3 level.