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September 23, 2018, 11:49:28 AM
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CAP Talk  |  Recent Posts
CAP Talk  |  Recent Posts
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 1 
 on: Today at 11:14:37 AM 
Started by Picy3 - Last post by TheSkyHornet
The process of the process is as such...


Each Encampment is going to be different. It really depends on who's running the show that year.

Applications may go anywhere from a resume to an essay (such as our Wing's required) to an electronic sign-up form. Interview may be casual discussions with the command staff, or a formal review board-style interview with the senior member mentor and cadet officer-in-charge of that function.

Our Wing generally has you put in for three roles in order of preference.

 2 
 on: Today at 11:10:31 AM 
Started by Holding Pattern - Last post by TheSkyHornet
Push the button once the promotion has been 'approved' by the Commander. Don't hold people up to make it an administrative thing or to align with a particular date. That just drags out the timeline for the next promotion; especially cadets.

What happens if they can't pin for a month (because reasons)? You're going to hold them up a month?

 The promotion is effective when you press approve and will be worn from that point on. However many units will hold off on Milestone pinning until friends and parents are available, and ask the cadet to wear the old insignia until the ceremony. By tying the promotion date to the pin on date the cadet loses TIG for his next promotion.

Hence why I'm very much opposed to promoting in eServices on the date of pinning/award presentation.

When I first joined CAP, the unit used to hold review boards every 4th week (Blues day) and pinnings every 4th week (Blues day). So if you had a review board, you had it 4 weeks from the date you could pin. Promotions were only conducted in Blues on that week---by promotions, I mean both the eServices entry and the pinning.

I was in awe.

 3 
 on: Today at 11:07:04 AM 
Started by etodd - Last post by Hawk200
Some years ago 2004 I was group Professional Development Officer. I would contact new members and schedule a Senior Level I class every 90 days. All new members were invited to attend. I also conducted an advanced Level I over 13 weeks via mentoring covering ES101, comm., preparing for ECI13, and officer training. On the 13 week we would hold a graduation ceremony. Also, I acted as a councilor for all senior members advising them on what is needed for advancement within the senior program.

I tried to do Level 1 on a monthly basis. It was almost always the first meeting in the month. I think for about six months straight, I was giving one.

In most of the units I was in, we had a Saturday meeting about once a quarter. I usually covered ProDev, and pushed enrollment in the officer courses.

 4 
 on: Today at 10:39:35 AM 
Started by etodd - Last post by CAP_truth
Some years ago 2004 I was group Professional Development Officer. I would contact new members and schedule a Senior Level I class every 90 days. All new members were invited to attend. I also conducted an advanced Level I over 13 weeks via mentoring covering ES101, comm., preparing for ECI13, and officer training. On the 13 week we would hold a graduation ceremony. Also, I acted as a councilor for all senior members advising them on what is needed for advancement within the senior program.

 5 
 on: Today at 09:56:22 AM 
Started by etodd - Last post by Hawk200
For new folks coming in, I'd probably type up a nice, little, one sheet, info page on what they need to progress to a pilot position.

I got this from another guy in my wing, it came from HQ/DOV this summer.  I'm trying to reformat it to be a little more "user friendly" (ie. "dat background")

That will be handy. Thank you.

 6 
 on: Today at 09:06:28 AM 
Started by etodd - Last post by NIN
For new folks coming in, I'd probably type up a nice, little, one sheet, info page on what they need to progress to a pilot position.

I got this from another guy in my wing, it came from HQ/DOV this summer.  I'm trying to reformat it to be a little more "user friendly" (ie. "dat background")
 

 7 
 on: Today at 07:33:36 AM 
Started by Adam B - Last post by Hawk200
I remember seeing the CAP Guard patch. Don't know much about the program. Here's one that appears to be in felt.

Allegedly, the individuals were armed, and basically pulled flightline security on AAC (and AAF) airfields. What Air Force Security Police does these days.

I'd love to get a hold of one for collecting purposes, and learn a little more about that program. I would not want to see someone try to create any program today that mirrors that one.

 8 
 on: Today at 07:21:21 AM 
Started by etodd - Last post by Hawk200
Unless they happen to join a squadron that has other pilots already enrolled in it who help them, they have no one who will tell them that they first have to qualify as Air Crew and work their way "up" the system.

I wasn't aware of this, but it's been many years since I was a commander, and I've only done the Mission Scanner course.

For future reference, where might I find (in the pubs) that this is the path to take? For new folks coming in, I'd probably type up a nice, little, one sheet, info page on what they need to progress to a pilot position.

 9 
 on: Yesterday at 11:42:42 PM 
Started by Holding Pattern - Last post by Eclipse
Also the Mitchell, for example, should be separate from the promotion to 2nd Lt
if waiting for the Group CC etc., would delay the promotion.

That goes for any of the achievements that have a prescribed presenter.

 10 
 on: Yesterday at 11:39:08 PM 
Started by etodd - Last post by Eclipse
I believe though, that if we at least had a corps of mentors who worked with the new members, that things would radically improve. I do so in my unit and preach it within my wing.

If only the ORGANIZATION(al) had some sort of "program" to identify and appoint SMEs
in the various wings to be ready and serve as mentors.  Not that would be EXCELLENCE!

Or perhaps even a track a COMMAND TRACK to help new CCs.

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