Inter-Service Transfers in the Military

Inter-Service Transfers in the MilitaryInter-Service Transfers in the MilitaryInter-Service Transfers do occur, but they are elend as common as you might think. Changing uniforms during your enlistment requires one branch of service that does elend need you and another branch of service that does.It does happen, but you must qualify with certain criteria. Requesting Discharge From Your Current Enlistment Branch If you are in the Delayed Enlistment Program (DEP), you would first have to request a DEP discharge from the branch you are enlisted in, and then apply to join the other service through the other services recruiter.Military recruiters are prohibited by regulation and policy from actively recruiting members of other services DEP. So, to better your chances of making this transfer, you should not be talking to the recruiter of the other service until your DEP discharge is approved. Once one goes on active duty, with the exception of a few commissioned officer specialties (su ch as a physician), one cannot simply transfer from one branch of the service to another.You have to complete a Request for Conditional Release from your current branch of service.Though the process exists, the likelihood of your current branch of service releasing you is the hurdle to jump over. Typically, the move from one branch to another requires one to complete their enlistment contract.It may take 4-6 years depending on your time you enlisted.Then you have toget out of the military, and then visit a recruiter to join the different service, as a prior-service recruit. It is by no means a sure thing, as prior-service slots are limited.It is easier to join the military from the street than from the Fleet. Operation Blue to Green (From Navy or AF to the Army) There is a program which will allow members of the Navy and Air Force who are serving in over-manned jobs to request early discharge, in exchange for agreeing to a three-year active duty enlistment in the Army. The name of this program is Blue to Green. Under an inter-service agreement, members of the Air Force, Navy, Marines, and Coast Guard can also request an early discharge to apply for the Army Warrant Officer Program.Many who could not become pilots in their original branch find a home in the Army Warrant Officer program and become pilots of a variety of Army aircraft (helicopters and fixed wing). Additionally, active duty enlisted members can apply for an early discharge if they are accepted into the Officer Candidate School/Officer Training School of another service. Service Academy Inter-Service Transfers Typically on a one to one basis, members of the Air Force Academy, Naval Academy, and West Point can select a job outside of the Academy they graduated from.For instance, there may not be enough pilot slots in the Navy, so requesting an inter-service transfer with the Air Force to obtain pilot school after graduation is possible if there is a member of the Air Force Academy graduating class that prefers to join the Navy. For instance, there are typically two or three Air Force Academy and West Point graduates who get selected to attend SEAL training every year. For them to qualify for such a transfer, an equal number of Naval Academy graduates have to pursue Army or Air Force commissions. 148 Watch Now Which Branch of the Military Is Right For You? Beware of the Recruiter Who Says You Can Easily Transfer Some recruiters will tell a young recruit that you can serve in the Army or Marine Corps and then attend (for example) SEAL training after you have gained some experience.The recruiter is not lying. However, you have to complete your four-year enlistment before you can attend another school within a different service.Some schools have a joint charter with all services can attend like Basic Airborne Course in the Army.However, SEAL training requires you have to be in the Navy to attend SEAL training. Receiving an inter-service transfer to attend advanced s chool in other services is not going to happen.If you want to be a Navy SEAL, join the Navy.If you want to be an Army Ranger, join the Army. Do not rely on the rare occurrence of an inter-service transfer.

Can Boredom Inspire a Job Search

Can Boredom Inspire a Job SearchBoredom vs. StressCan Boredom Inspire a Job SearchIts not every daywhen boredom can spur a human being into action. But not having enough work to the point that youre chronically bored and unchallenged is as good a reason to start a job search as being stressed out and overworked is.Recent research by Sirota Survey Intelligence found that too little work can be just as harmful to employee satisfaction as too much work. Feeling overworked a condition that could lead to job burnout is far more prevalent than being bored. Yet, both have harmful effects on employees and their companies, said Sirota president Douglas Klein.He points to these numbers from the survey on the attitudes of bored workersJob satisfaction 81% of employees with about the right amount of work are satisfied with their jobs, compared with just 50% of those with too little work.Challenging work 71% of employees with about the right amount of work find their jobs challenging for the bored group a paltry 22%.Utilization of skills and abilities 74% of workers with about the right amount of work believe their jobs make good use of their skills, more than twice the percentage of the bored group (36%).Feeling of personal accomplishment 73% of workers with about the right amount of work feel a sense of accomplishment from their jobs, nearly twice as much as the group with too little work (38%).

A Mid-Year Look at Health Care Recruiting and Hiring Trends

A Mid-Year Look at Health Care Recruiting and Hiring TrendsA Mid-Year Look at Health Care Recruiting and Hiring TrendsA Mid-Year Look at Health Care Recruiting and Hiring TrendsHealth care recruiting, never a sleepy sector of the recruitment industry, is mora complex than ever in 2011.A changing mix of providers is evolving to survive financial stresses and thrive under health care reform.Many are asking more of a limited pool of health care talent thats charged with caring for a growing and aging American population.But heres one simple truth that lengthens the days and weeks of health care recruiters from coast to coast Macroeconomic malaise or no, the competition is fierce, says Annessa Fort, Northwest branch manager at Yoh in health care recruiting.Health Care Recruiting TrendsHealth care continues to be the healthiest labor-market sector in the United States, rising by 287,000 in the 12 months ending June 2011, to 14.06 million, reports the Bureau of Labor Statistics. This growt h included 171,000 jobs in ambulatory services, 56,000 hospital jobs and 25,000 positions in nursing-care facilities.So demand is strong and the need for aggressive health care recruitmentis rising. The Employment Index, a broad measure of online recruitment, has showed substantial growth in the health care sector this year.The index for health care practitioners and technical workers rose from 139 in January to 160 in June 2011, while health care support workers climbed from 192 to 223 over the period.There are regional pockets of relatively weak demand for health care talent, and some of them are sizable. Most of ur grads are in our accelerated program, and theyre doing OK, says Elaine Andolina, MS, RN, director of admissions and co-director of baccalaureate programs at the University of Rochester School of Nursing. The grads that have problems are the ones that go to the west coast, particularly California.Employers Seek Higher QualificationsEven with demand returning to pre-rece ssion levels, health care employers are continuing to boost credential requirements and thus raise the bar for recruiters. In occupational health, positions that used to require just an RN now require a BSN, says Fort.With healthcare-reform provisions such as value-based purchasing kicking in this year, providers are looking for practitioners who can work with complex structures of financial incentives and penalties, especially in hospitals. Weve seen a higher demand for RNs with case-management experience, says Fort.Still, most providers are keenly aware of the value of retaining health care employees and will take reasonable measures to keep them. With physical therapists, occupational therapists, nurse practitioners and physician assistants, employers are doing direct hires because they dont want to bring them on as contractors and then have them leave, says Fort.Changes to Primary Care ProvidersWith small-group practices straining under increasing expenses and millions of additi onal Americans becoming insured in the coming years, theres such a need for primary-care providers, says Mary Jo Goolsby, EdD, NP-C, director of education at the American Academy of Nurse Practitioners. NPs have earned the reputation of providing high-quality, cost-effective care.The Patient Protection and Affordable Care Act (PPACA) encourages nurse practitioners and physician assistants to practice to the full extent of their professional qualifications. Health care reform will create more opportunities for nurse practitioners, says Goolsby. MDs cant do it alone.Newly minted nurse practitioners, typically experienced nurses who have returned to school for advanced training, are highly sought after. We graduate 9,500 NPs per year, and theyre not finding that the job market is saturated, says Goolsby.Meanwhile, a new wave of health care hiringis gathering for physicians who provide primary care, says Leslie Michelson, CEO of Private Health Management, a provider that aims to outdo e ven concierge practices in quality of care and service.As more and more doctors are financially squeezed out of traditional private practice, theyre seeking to get a handle on the care settings where they might migrate. Physicians who are more entrepreneurial will shift into concierge or retainer-based business, says Michelson. The others will be more comfortable in a larger system with more security and structure, say in a hospital.Employers Offer a Variety of SweetenersWith many medical specialties in shortage, health care employers and their recruiters are offering a broad range of employee benefits to desirable candidates, as part of their nurse retention strategy.If a nurse practitioner wants to move into a new specialty area, she looks for an organization that will give her on-the-job training, says Goolsby. Clinicians typically seek employers that provide the full range of professional development opportunities.Clinicians also seek the benefits that professionals in many othe r fields no longer take for granted. NPs are looking for health insurance and long-term care insurance, says Goolsby. They also look for sufficient staffing with medical and nursing assistants, and adequate space to see patients.Some providers are luring particularly valuable candidates by treating them like executives. Were seeing NPs and PAs get director-level roles, with the perks of upper management like annual bonuses and additional vacation time, says Fort.Yet another approach is an appeal to the idealism of the many practitioners who have burned out on bureaucracy and compromise. We entice physicians with the clinical sophistication of our approach we provide the highest level quality of care to clients such as hedge-fund executives, says Michelson.