Cupertino Electric, Inc.’s Post

Thoughts my own but had this happen to me on 2 occasions. It’s on an individual level where people say “I get why you’re choosing a different path” but it’s far TOO individual. The majority continue to view going Guard/Reserves as “getting out” and to the most extreme case “quitting”. I enjoyed all but the last 9 months of my AD career (#IYKYK) but observations and data on why people choose the path they do has resulted in me having numerous thoughts as it relates to those who stay AD (good on em, continued thanks for your continued service) then look down on those in Guard/Reserve who are supporting their units when they can’t fulfill their duties. It’s cliche but appropriate to focus on the fact that we’re all on the same team. This post is why colloquially calling an individual who holds a certain position or rank as “leadership” should not be a cultural norm for brevity comm. No, you hold a position of authority and wear a symbol we respect for the good order and discipline of a unit, you exhibit Leadership qualities and we will call you a Leader when you prove it once things get difficult

Don't be surprised or upset about this article talking about the United States Marine Corps and DoD-SkillBridge. This trend will continue to grow because the SkillBridge program is not working as intended. Here's why... ✅ The intent behind SkillBridge is a good one; however, ❌ In practice, SkillBridge has been and will continue to be a lose-lose-lose proposition because military #servicemembers have not done the due diligence to figure out what industry they want to enter, let alone the company, before they enter "a" SkillBridge Let's break down the lose-lose-lose... ❌ The service member loses because they won't get a full time offer, because chances are, they are in the wrong industry and / or company ❌ The company lost a potential employee because the service member chose "a" SkillBridge, not the "right" SkillBridge ❌ The Active Duty, Guard, and Reserve units are losing a taxpayer-funded body needed to accomplish their DoD mission So, when it's broken down like this, it's no wonder why the Marine Corps is curtailing the amount of time service members can participate in SkillBridge and they are not alone. The Navy is significantly curtailing their participation in the program overall. Like we said before, expect this trend to continue—it only makes sense. Think we have it wrong? Let's hear it in the comments below. 👇 #stopbeingsurprised #skillbridge #preveteran

Step Up, Serve, and Lead: Why You Should Consider Joining the Navy Reserves as an Officer ⚓️ Have you ever felt the call to serve your country while still pursuing your professional and personal goals? The Navy Reserves offers a unique opportunity to do just that—and now is the perfect time to consider joining as an officer. As a Navy Reserve officer, you’ll gain leadership experience, advanced training, and the chance to work with some of the most talented and driven individuals out there. It’s more than just a commitment; it’s a chance to be part of something bigger than yourself. Here’s why you should consider this path: 1. Leadership Development: Whether you’re just starting your career or looking to build on your current experience, the Navy Reserves will push you to grow as a leader, both in and out of uniform. 2. Professional Growth: The skills and experiences you gain in the Reserves will enhance your civilian career. From strategic thinking to crisis management, these are assets that any employer will value. 3. Serve with Pride: There’s no greater honor than serving your country. As a Reserve officer, you’ll be contributing to the security and freedom of our nation while balancing your civilian life. 4. Lifelong Camaraderie: The bonds you form in the Navy Reserves are unparalleled. You’ll be part of a team that supports and challenges each other to be the best. 5. Flexibility: The Navy Reserves allows you to serve part-time while maintaining your civilian career, giving you the best of both worlds. If you’re ready to challenge yourself, grow as a leader, and make a real difference, the Navy Reserves might be the perfect fit for you. Consider stepping up and taking on this incredible opportunity to serve your country as an officer. Tashebia.L.Allen.mil@us.navy.mil

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What makes a good day a great day? How about seeing one of your former squadronmates making an incredible impact? Huge shout out to Peter Church and Joby Aviation for their work to create career opportunities for Central California. Pete helped secure a Federal Aviation Administration grant to accelerate the establishment of training courses and earn-and-learn programs within Joby's Part 145 Repair Station Joby is committed to helping address the aviation maintenance workforce shortage and broadening access to careers in the sector. Their manufacturing processes are incredible and have real dual-use potential for the Naval Aviation Enterprise. State-of-the art #additivemanufacturing and #compositematerials manufacturing may solve some of U.S. Naval Air Forces and Naval Air Systems Command (NAVAIR)'s leading readiness challenges. Additionally, Joby is an anchor partner in a regional consortium advancing workforce development and innovation in #advancedairmobility alongside Archer Aviation, Monterey Bay DART, Monterey Bay Economic Partnership (MBEP), and the University of California, Santa Cruz Monterey Bay Education, Science, and Technology Center. Together, these are important steps to realize the vision of a technology hub that serves as a catalyst for an innovation ecosystem. BZ Pete! Oh, did I mention Pete's also in the U.S. Navy Reserve. VADM John Mustin, how do we get more Navy Reservists who are impact leaders in commercial corporations, such as pioneering workforce development programs in aerospace component manufacturing, and put them in specialized reserve roles that add value to the US Navy? https://lnkd.in/g4NhXq4R https://lnkd.in/gCUnvhBp #innovationecosystem #ruralAI HawkTower Larry Samuels Josh Metz John Soracco

A good article from Navy Times discussing our latest efforts to expand Billet Based Advancement. I sat down with the author, Diana Stancy, last week to talk about our work to combine the enlisted distribution and advancement systems. Great conversation and I am grateful for her explanation in Navy Times. The part of Billet Based Advancemts that focuses on Journeymen (E5 & E6) is called Detailing Marketplace Assignment Policy (DMAP). The article focuses on our recent expansion of DMAP to cover all advancements to those ranks for DC and ABE Sailors. So, once qualified by passing an exam, Sailors in those two ratings advance by applying for a job at the next rank in a competitive marketplace or by selection to a qualifying billet in their command.

One initiative the new Air Force Chief Master Sergeant David Flosi is working towards is reducing the number of career fields. As I dove into this topic I could see both sides of the need to give Airmen more skills but also the end goal of the Air Force being able to do more with less. I don't know if this is the right option and if it will lead to Airmen requirements to increase but it is interesting. What are your thoughts? Do we need to narrow down the career fields to broaden the work that Airmen learn and do? Or is this a new way to do more with less? https://lnkd.in/geT55Pbm

The United States Marine Corps is rolling out new retention bonuses aimed at encouraging service members to reenlist, while also suspending the "Broken Service" bonus program for the upcoming fiscal year. In a strategic effort to retain talent within its ranks, the Corps is offering significant financial incentives for Marines in critical military occupational specialties (MOS). These bonuses are designed to attract and keep personnel in essential roles like aircraft maintenance, infantry, and other high-demand positions. Eligible Marines can potentially earn up to $105,000 by reenlisting for an additional six years in certain critical jobs, showcasing the Corps' commitment to maintaining a capable workforce. Marines who choose to reenlist between now and September 2025 are eligible for these substantial bonuses, which include "kicker" payments for specific roles. Interestingly, last year, approximately 52% of first-term Marines and 60% of subsequent-term Marines opted to reenlist without utilizing the bonus program. This suggests that many service members are motivated by factors beyond financial incentives, such as the strong sense of camaraderie, the unique culture of the Marine Corps, and the personal fulfillment of serving. By focusing on critical roles and enhancing financial incentives, the Marine Corps aims to stay competitive not only within its own ranks but also against private sector job offers. The decision to suspend the "Broken Service" bonus program reflects a strategic shift, acknowledging that many former Marines are returning for reasons rooted in connection and shared values rather than just monetary compensation. This understanding emphasizes the importance of a supportive community and the high standards that the Corps upholds. Overall, the Marine Corps is adapting its approach to retention by recognizing the diverse motivations of its service members. By aligning financial incentives with the cultural values of the organization, the Corps aims to foster a more engaged and committed force. Please select 💡 if you thought this post made a great point, offered a new idea, or shared helpful insights or advice. #MarineCorps #RetentionBonuses #MilitaryService #CareerDevelopment #Leadership #Camaraderie #MilitaryOccupationalSpecialties #Incentives #Reenlistment #ServiceMembers #DefenseIndustry #Motivation #Community

The Navy Seals, Army Rangers and other elite organizations have exacting trials simply to qualify for entry. Those gateway training / selection programs identify candidates who will move heaven and earth when the chips are down to Help Their Colleagues. Their training, aside from its technical and tactical components, further cultivates this drive. What the elite training / selection courses do is demand more than anyone can give. EVERYONE breaks - in one sense of breaking. Many quit, but many more don't. The ones who effectively give and receive support to one another manage to fail "elastically" or not fail at all. Despite breaking, they don't quit, don't "splat". Because they are willing to tap into their buddies' myriad ways of helping them through and to reciprocate when their buddies are "down" and they are "up", the organism pulls through. These are incredibly tough individuals, but it is their ability to prioritize and contribute to team durability that makes the difference. Among those (also incredibly tough individuals) who fail to sync with this organic support system and quit, the shortfall can be inability to receive just as surely as it can be failure to give. Some are too proud or untrusting to submit to inter-dependence. #interdependence

Next week, we'll be releasing some data for enlisted personnel, but in response to the many questions we received about the O-3 data, we've created this chart to address the most common inquiries. This chart highlights how compensation has grown for a few individual case studies and is not an average of all respondents with a certain degree. Here are a few more clarifications: - We can't provide detailed data for the Coast Guard due to a limited number of responses across each rank. This will improve as we gather more data. - This chart shows a few individual case studies - Our survey focuses on veterans transitioning from active duty. We plan to adjust it to include those in the Guard and Reserves. - Our dataset currently includes ranks from E-2 to E-9 and O-2 to O-6, though the sample sizes for E-2 and O-2 are smaller compared to other ranks - Thanks to all of you, the dataset is constantly growing and we are capturing even more insights Join the movement to empower veterans with the knowledge they need! Take the survey and help us build the most comprehensive database of compensation insights. Survey Link: https://lnkd.in/ev35CC2t Let’s make a difference—one response at a time. #MilitaryTransition #Veteran #Skillbridge Echo Victor United States Air Force US Navy United States Marine Corps United States Space Force U.S. Coast Guard U.S. Department of Veterans Affairs U.S. Department of Labor Packy Hill Forrest Underwood Kyle Palko Dan Imbat