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CAP Talk  |  Cadet Programs  |  Cadet Programs Management & Activities  |  Topic: Line staff selection
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MrsRoe
Member

Posts: 61

« on: March 24, 2018, 08:06:20 PM »

When youíre choosing cadet fight sergeants for events like Encampments ALS ATS etc what are some things you look for in the cadet and essay wise



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Just a new SM and mom of a CAP kid trying to figure it out one acronym at a time
Eclipse
Too Much Free Time Award

Posts: 28,731

« Reply #1 on: March 24, 2018, 08:19:58 PM »

The role of line staff, especially at the flight level, is pretty structured without
a lot of room for creativity, so the essays generally are as much about follow-through
as about content.  Gramer, spilling, and formatting always count!

Other things strongly considered:

General unit-level leadership experience.

General encampment, NCSA, or similar experience.

Encampment experience at the specific venue (i.e. student participation, other staff jobs, etc.)

Attention to detail, follow-through, and responsiveness to emails, calls, and similar.

A more then basic understanding of the role of the line staff in an encampment, with an
emphasis on any nuances a given venue or wing may bring to the activity.

A cadet with one encampment total who later pops up as a Flight CC candidate isn't likely
to make the first pass list for consideration, unless that respective wing is light on
staff applicants.  Most CC's are looking for cadets with a track record or progressive leadership.

Bear in mind, most wings only have one encampment a year, and there's probably 6-10
Flights in most encampments, so in any one year, that wing only has a very small number of
these coveted jobs available each year, and wants to give the opportunities to the most qualified
cadets.

Another way to earn points is be looking to other important jobs within a given encampment
if your first pick doesn't work out - this shows initiative and commitment.
« Last Edit: March 24, 2018, 08:25:52 PM by Eclipse » Logged


BraveRifles19D
Recruit

Posts: 28

« Reply #2 on: March 24, 2018, 08:21:29 PM »



When youíre choosing cadet fight sergeants for events like Encampments ALS ATS etc what are some things you look for in the cadet and essay wise



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My son asked some of his friends who served as staff for input on what to include in his essay and also his friend who is a Canadian Air Cadet gave him some advice as well as proofread it. He also had his English teacher proofread it. One point from everyone was how the other cadets would benefit from his leadership in before what he would get out of the experience.

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MrsRoe
Member

Posts: 61

« Reply #3 on: March 24, 2018, 08:25:18 PM »

Iím going to block out some identifying info on a few paragraphs and post here. If you all could give your upmost critical feedback it would be much appreciated.

SN
How much does age play into it for you. Say 5 cadets 15 to 17 and 2 cadets 13 to 14?


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Just a new SM and mom of a CAP kid trying to figure it out one acronym at a time
Eclipse
Too Much Free Time Award

Posts: 28,731

« Reply #4 on: March 24, 2018, 08:29:47 PM »

The point about what a cadet intends to do >for< their subordinates is very important.

A lot of cadets view being on staff as "their show". We spend a lot of time helping
them understand that it's the "student's show", and the value and their best experience
will come with helping the student(s) who need the most assistance and
who are "screwing up my honor flight".

I don't see age being much factor if the cadet is properly phased for the duty.
It's something to be mindful of, and might be considered for older cadets
with a "last shot", but otherwise shouldn't make much difference.

You're not going to see too many 13 years olds with the grade and experience to
be Flight CCs at an encampment but Flight Sargents is more reasonable.

A fast burner could theoretically make C/MSgt during their first year, but during that
time they have to do at least one encampment as a student, with most wings only
having one encampment, that means they would be 14 or so before applying as
staff unless they do multiple encampments in year.  Those are exceptions.
« Last Edit: March 24, 2018, 08:37:25 PM by Eclipse » Logged


arajca
Salty & Seasoned Contributor

Posts: 4,268

« Reply #5 on: March 24, 2018, 09:46:57 PM »

Besides the writing assignment, some things that are looked at are:
Ability to teach Drill and Barracks Prep
Knowledge of drill commands
Initiative
Attitude (mentioned earlier)
Command Voice - we don't want the line staff going hoarse on day 3 because they were yelling

When challenged by senior staff and higher cadet staff, the worst thing to say is "That's how we do it in my squadron" even if it is the right way. Second worst is "Well, that's how I was taught". The best answer is "That's what I read in the XXX manual/reg" and be able to back it up. Cadet line staff should always have a copy of the D&C manual on hand. Ideally, it will show signs of being read.
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kwe1009
Salty & Seasoned Contributor

Posts: 915

« Reply #6 on: March 24, 2018, 10:12:25 PM »

Besides the writing assignment, some things that are looked at are:
Ability to teach Drill and Barracks Prep
Knowledge of drill commands
Initiative
Attitude (mentioned earlier)
Command Voice - we don't want the line staff going hoarse on day 3 because they were yelling

When challenged by senior staff and higher cadet staff, the worst thing to say is "That's how we do it in my squadron" even if it is the right way. Second worst is "Well, that's how I was taught". The best answer is "That's what I read in the XXX manual/reg" and be able to back it up. Cadet line staff should always have a copy of the D&C manual on hand. Ideally, it will show signs of being read.

This is spot on.

Unfortunately each wing looks at things a little differently.  I have seen cadets selected for flight leadership positions and there was not even a question about drill much less actually seeing if the cadet to lead or teach drill.  They were given the position based on giving good answers to questions in an interview.  Whenever I am involved in the selection process, the cadets actually have to drill a flight made up of other cadets applying for staff positions.  I want to see if the cadet can lead drill properly and I want to see if the cadet can march in a flight properly so this exercise does both.

I'm not a fan of having a written test because it does not reflect leadership ability or the ability to teach.  It only shows the cadet has some book knowledge.  I want a cadet who can teach others, not just study well.
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TheSkyHornet
Salty & Seasoned Contributor

Posts: 1,252

« Reply #7 on: March 25, 2018, 05:18:30 PM »

I don't see age being much factor if the cadet is properly phased for the duty.
It's something to be mindful of, and might be considered for older cadets
with a "last shot", but otherwise shouldn't make much difference.

This.

Age isn't necessarily for reflective of maturity and readiness. I think we can all make the assumption that the younger cadet will be less experienced and maybe not as comprehensive of the subject matter, but that's not always the case. This is why interviews are really important. You'll find plenty of older cadets with far less experience than cadet three years their junior. I've seen some 13-year-olds as C/SSgts who have way more self-discipline than a 17-year-old C/CMSgt. Like I said, it's not always the case, but they're out there.

I got wind that our Encampment staff made some selections based on age (i.e., that a cadet under 14 years of age shouldn't be a Flight Sergeant). That's total hearsay and completely without vetting, but I wouldn't put it past some people to make that generalization and act on it.

The leadership expectations from the Cadet Super Chart for each grade, respective to the duty positions one may be assigned, should be considered. While we're not promoting cadets, rather selecting them for a staff role, if they don't meet those expectations, or at least (over the course of x-months until Encampment) progress to meet them, perhaps that's the wrong individual.

For me, age has nothing to do with it whatsoever on paper. I want to talk to the person and know them before I say they are or are not a fit for the job.
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