Mid-career patterns in the Navy"s civilian professional work force
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Mid-career patterns in the Navy"s civilian professional work force

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Published by U.S. Naval Postgraduate School in Monterey, California .
Written in English

Subjects:

  • Management

Book details:

ID Numbers
Open LibraryOL25475048M

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Enter the password to open this PDF file: Cancel OK. File name: . WORK FORCE The PSNS & IMF, in common with all other Navy shipyards, has a mix of civilian and military personnel dedicated to executing the Command’s mission to serve the Fleet of the All of these people, military and civilian, work for the Commander, a Naval officer who administers and directs all of the work of the Command. The Department of the Navy's Civilian Acquisition Workforce. An Analysis of Recent Trends. by Susan M. Gates They find no evidence that early and mid-career retention is an issue for the DoN civilian AW as a whole, but the analysis reveals differences in early career retention patterns by career field, with lower retention rates in the Cited by: 1. Examine whether observed career patterns are similar across different segments of the civilian workforce. This can aid career program managers in offering more-effective career guidance to employees and building a workforce with the desired experience mix. Explore whether resources are being effectively applied within the civilian workforce.

Specific Acquisition Career Field Guidance for the Civilian Workforce. The Army acquisition population is diverse and crosses 13 Acquisition Career Fields (ACFs). The Army DACM Office has developed Career Models for each ACF which are intended as notional guides for professional growth and a well-rounded ACF experience. Unique to the Navy is work for the construction, alteration, furnishing, or equipping of a naval vessel is subject to the Contracts for Materials, Supplies, Articles, and Equipment Exceeding $15, requirements (10 U.S.C. ).   Navy pattern-of- misconduct discharges: A study of potential racial differences (NPRDC TR- ). San Diego: Navy Personnel Research and Development Center. EDWARDS, J. E., ROSENFELD, P., & THOMAS, P. J. (). Hispanic and non-Hispanic White new hirees in the Navy's blue-collar civilian work force: A pilot study. Work climate was acceptable. Never felt unsafe or threatened. Overall, I would recommend this to other people. Best Cities for Jobs NEW! "Working for the navy as a civilian." US Air Force.

Navy to Issue Letters of Intent for Most Sailors' PCS Moves Hoteling: Riding the Wave of the Future Work Force Navy FFSP Staffers Receive Employment Readiness Training to Help Sailors, Families Navy Reserve Welcomes Seventeen Newest Firefighters Navy Installations Underway with Transitioning to Defense Biometric Gold Star Spouses' Day Pays Tribute to Families of the Fallen New Commander . The Civilian Career and Leadership Development (CCLD) program is an initiative endorsed by the Secretary of the Navy (SECNAV) and the CMC to develop the leadership knowledge, skills and abilities required by Civilian Marines to deal with the challenges facing the Department of the Navy (DON). Acquisition Professional Development Program (APDP) Designed to enhance the quality and professionalism of the military and civilian acquisition work force, this program systematically selects and develops a highly skilled, professional acquisition work force through a certification process with specific education, training and experience. (Standard Total Force) BF 1 Position Management BF Workforce Requirements BF Work Description BF Mobilization Planning BF Commercial Sourcing BF In-sourcing BF Requirement Program Functions BF Workforce Planning BF Workforce Staffing BF Detailing BF Funding BF Classification.