1. Rating specific billets at USCG Reserve Units restrict Senior Leaders options for PCS (Permanent Change of Station) moves. PCS moves were implemented to better meet “(a.) Needs of the Service; (b.) Competencies of the position and the unit’s ability to train to rating.” (Ref. d.) Consequentially, Senior Leaders have limited choices for their next unit; which are often outside of RCD (Reasonable Commuting Distance). Command must eliminate rating designations from reserve E-8 and E-9 billets.
2. Over the last several years, we have seen a move in the Coast Guard’s Senior Enlisted Leadership Roles from that of a technical expert to a leader who monitors, manages, and evaluates the readiness of their members to include training to meet …show more content…
As far as how RCD and hardships for some senior leaders is concerned, naysayers could make a case for the policies outlined in (Refs c. & d.) In other words, if it is not broke, do not fix …show more content…
In the very first paragraph of the Commandant’s Human Capital Strategy, it states: “We must prepare effective leaders who are locally based, nationally deployed, and globally connected.” While this applies to the entire Coast Guard; advocates propose that locally based would apply to the reserve Senior Leaders, understanding that not every Senior Leader lives within RCD but that they live much closer than their current billet assignment. Our Core Value-Devotion to Duty, is also impacted when leaders are effected by fatigue and stress related to excessive travel to their drill site. Inevitably this would increase effectiveness of the Senior Enlisted Leaders, mobilization readiness on a much larger scale, and reduce the burden currently placed on leaders who travel far outside of their RCD. As we have seen with the implementation of the SERA program, mobilization readiness has improved but at what
2. Over the last several years, we have seen a move in the Coast Guard’s Senior Enlisted Leadership Roles from that of a technical expert to a leader who monitors, manages, and evaluates the readiness of their members to include training to meet …show more content…
As far as how RCD and hardships for some senior leaders is concerned, naysayers could make a case for the policies outlined in (Refs c. & d.) In other words, if it is not broke, do not fix …show more content…
In the very first paragraph of the Commandant’s Human Capital Strategy, it states: “We must prepare effective leaders who are locally based, nationally deployed, and globally connected.” While this applies to the entire Coast Guard; advocates propose that locally based would apply to the reserve Senior Leaders, understanding that not every Senior Leader lives within RCD but that they live much closer than their current billet assignment. Our Core Value-Devotion to Duty, is also impacted when leaders are effected by fatigue and stress related to excessive travel to their drill site. Inevitably this would increase effectiveness of the Senior Enlisted Leaders, mobilization readiness on a much larger scale, and reduce the burden currently placed on leaders who travel far outside of their RCD. As we have seen with the implementation of the SERA program, mobilization readiness has improved but at what