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A VPP Star Demonstration Site is recognized worksites that address uinuq safety and health issues. Submit annual self evals and undergo periodic onsite reevaluations
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Not like officers, which have more stringent requirements. Enlisted personnel have annual performance evaluations, which cover all aspects of their performance for the given period, such as conduct, leadership ability, achievements, etc. Also, unlike officer FITREP's, enlisted evals don't require a photo submission of the individual in dress uniform.
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Yes. In order to do this you must have some verification on military documents (I used prior Navy Evals to show dates and awards to verify Combat and Short tour info) and then take them to your admin people. Your Navy deployments will be placed under the OS/Deployment Combat Duty Section I on your ERB...and yes you can place your deployment stripes on your Army ASU's along with your Navy ribbons and medals. I can tell you that during Army boards I get more questions regarding my Navy "E", NAM, and Sea Duty awards than anything else. Good luck with getting your info together and remember, GO NAVY BEAT ARMY!
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Not enough.
I personally make 9.70 an hour, and I run four different departments. There are some managers that make upwards 11.00 an hour, but they've been with the company for a while.
Walmart's department managers are paid based on how many departments and the experience they have, plus years with the company may add to that total, depending on yearly evals.. if you were a carpenter or plumber or what-not and you run the hardware department you are likely to be paid more than someone who started as a sales associate in sporting goods and then got promoted to a new department.. on that note, department manager is one of the most demanding positions and I agree they don't get paid much but they get significantly more hours to go along with the pay raise. ZMSs get paid more, but in my opinion do not have an as demanding job.
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You don't - your duty station is determined by Fleet requirements and needs, not a sailor's personal desires. You are allowed to fill out a Duty Preference sheet before your first major duty station after training, but it's not guaranteed. However, detailers do their best to try and put people where they wish to go, but only so much as it is in keeping with Force needs.
As you gain seniority, you have a better ability to control your Duty Station fate. Usually E-5 and above have a better ability to choose their next station, but it's also dependent on the person's evaluations, recommendations, and qualifications for a particular assignment. For Commissioned Officers, their career paths are pretty much determined by which path they choose to follow, as well as their evals and Fitness Reports.
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Getting commissioned to O-2 isn't going to happen first - you need to still become an Ensign or Warrant Officer first and work your way up the officer chain. This is why many Senior Enlisted sailors (myself included as an E-6) felt being a Senior Enlisted was preferable to being a Junior Officer.
The person would have to go through one of the several Officer Candidate programs (Seaman to Admiral, OCS, etc.) in order to go through the process to gain a commission. Evaluations and recommendations of current superiors will weigh heavily on any decision to accept or reject. Essentially, 4.0 evals, distinguished record and outstanding military bearing and attitude are required. One of my first Division Chiefs went through and got commissioned - he was about as good as they get when it comes to being militarily smart.
It's too bad he wasn't that great at fixing stuff, but as an officer he didn't need to worry about that anyway.
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You can, but there are a couple of things to be aware of, and I'm speaking from personal experience:
1. The government cannot view your medical records unless you give them signed permission, and they won't want to look unless they know there's a problem. They won't unless your underlying problem is chronic. Everyone deals with depression - it's the bad cases they don't want. Remember they're looking for recruits, not reasons to DQ everyone who applies.
You have to be a little mental to join the military anyway. They used to tell us in Submarine School that the Psych Evals were to weed out claustrophobics - BS. They were looking for idiots dumb enough to spend weeks and months underwater in a sewer pipe with a screw and torpedoes.
2. They will do a urinalysis and blood screen, so make sure there's nothing in your system that will show up.
There are a slew of medical disqualifiers that usually weed out most recruits, but again, unless it's obvious, if you don't tell them and they don't find it, it's not an issue unless you're stupid enough to state that you lied to them and falsified your entrance forms.
The medical questions list is at the link below.
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User 1: I was a Cashier and they started me at $6.50.
User 2: I started out at $7.75 an hour in Illinois. I believe you get a little 40-60cent raise for ever year you're with the company..unless you get promoted to a higher job/dept then you'll get a bit more.
User 3: no, not in Georgia
dkablack: I started out at $8.00 an hour due to my previous experience as a cashier and I had a job already, if you leave your current job to work at Walmart they are willing to pay you a bit more. Many will start out around $7.25 which is the federal minimum wage set in July 2008 (?)
I make $10 per hour working third shift.
R.J.: My brother works with a door greeter that has been with the company (In Florida) for about 40 years. He makes over $50 an hour, no that wasn't a typo. They've now changed the policy so that the job 'tops out' at around $24 an hour. The man has refused every job promotion offered to him, who could blame him? Making that kind of money to say hello to everyone? I'll take it!
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You will always have choices in life that are tough, but you can only do one at a time. Frost says that he doubts he will ever get a chance to take the other road, and just like in real life, when you make a decision, you cant always go back and change it. You will also live wondering what the other choice may have brought you.
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A job evaluation must assess skills, not the personality of the individual. To be sure an evaluation properly evaluates skills, the supervisor / manager must be able to clearly define:
- What specific skills will be evaluated.
- Specific goals related to those skills.
- Specific objectives to meet those goals.
As well, job evaluations can address common issues of employment, such as:
- promptness
- tardiness
- absenteeism
- improper call-offs
- overuse of "sick" time
- appearance
- dress code and infractions
- friendliness / helpfulness
To be fair, every employee must have a clear understanding of his/her job responsibilities AND policies governing employment. Then the evaluation process uses those standards to determine whether the employee is meeting, falling below, or exceeding the expectations for responsibilities AND policies. Sometimes, employees have mixed job evals. For example, a worker receives high praise for her attitude, helpfulness, and politeness toward customers-- yet, she is persistently tardy. Or, an employee is punctual for every work day-- but he is rude and condescending to customers, his peers, or his bosses.
The best job evaluations don't just mark how a person is performing the job, but gives feedback on how to improve areas of weakness. An eval can be a teaching tool, as well as be a tool for future disciplinary measures. New goals should be set as a part of the evaluation process, so both the employee and "the boss" have a clear understanding of expectations. A boss should also specify how long an employee has to improve, and schedule the length of time before the next evaluation (3 mos, 6 mos).
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Unlike Enlisted ranks, Commissioned Naval Officers advance by a different set of standards, though time at current rank is one thing that both have in common.
Officers, depending upon their career path (Line Officer, Engineer Officer, JAG, Medical, etc.) must fulfill certain responsibilities, as well as have the support and recommendation of their Commanding Officer. Evaluations are much more important for rank progression for Commissioned Officers than they are for Non-Coms, in which Evals are only part of the overall advancement percentage. Officer Evals are essentially what makes or breaks whether or not they progress or not. A single mistake can literally ruin an Officer's career - I've seen it more than once. For example, on a Nuclear Powered vessel, mistakes of any kind are not tolerated - period, and on the rare occasion they happen, they are dealt with severely. I remember a Lt. who missed a clerical mistake on a tag for an engine room component. The resulting letter in is record ruined any hope he had for advancement.
Of course the fact that the error was caught be a Naval Reactors inspector on a surprise audit didn't help his situation much either....
Fitness evaluations (FitReps, or Fitness Reports) are also a large part of an Officer's advancement. Each service record includes a full top-bottom picture of the Officer in question, in full uniform, standing at attention. The Navy does not want slackers in command, and Commanding Officers are who the public will see if that ship is someday in the news for whatever reason. Unfair? Maybe, but there's a lot more to it than you might think. While it's technically supposed to be as important as the overall evaluation, the FitRep is in fact one of the biggest factors for advancement. Why? If you're not able to maintain yourself and your own fitness, how are you going to be able to command a vessel or shore installation? Would you want someone who can't control his own habits in charge of a nuclear powered warship with nuclear weapons? Standards are very stringent for certain career paths, and they need to be for a very good reason.
Being in command means being perfect, or at least appearing to be. A Captain of ship at sea is God, literally, to those on board, and the Navy cannot afford to promote those who aren't capable. While the evaluations and selections might at times seem biased, (it's a fact that Academy graduates get better positions than ROTC grads do) the system has proven that it works.
It's a bit different for non Line Officers - JAG's, MO's, Supply Officers, etc., those that aren't command responsible for the most part. While there of course are those in those fields that command, there aren't as many as there are Line Officers, and the Navy isn't as concerned, at least in most areas. In those areas where the command might be of an extremely critical nature, you can bet the requirements are every bit as stringent as they are for Line Officers.
So -
1. Time in current Rank
2. Responsibilities/Command/Supervision at that Rank
3. CO / XO Recommendations & Evaluations of the Officer at that Rank
4. The Officer's FitRep.
5. No negatives in the Service Record. It only takes one to derail a career.
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My son was diagnosed with sensory processing disorder at the age of 20 months. While receiving therapy. He displayed many symptoms of early Autism but no one wanted to put that label on him yet. So about 6 months later, just when we were getting into the swing of things and I was learning everything that i could about his disability when he fell ill with a horrible fever. It was so bad and wouldn't break so I rushed him into the nearest er. Blood tests that were performed came back abnormal and they wanted to check further. More blood tests and a lumbar puncture were to confirm that my son was severely anemic, neutropenic, and needed several blood transfusions. He was diagnosed with ALL (Acute Lymphoblastic Leukemia) Almost 3 years later, here we are with only a few more months of chemotherapy to go (he is 5 1/2 years old today) and his school wants to do more evaluations on him since he will start kindergarten next year. His speech issues and sensory problems are getting better, but he remains still very developmentally delayed. His recent evals conclude that my son is on the Autistic spectrum, moderate to severe in some areas. He cannot continue schooling at that school because they do not have all the resources to care for a child that severe. So off to a new school come August of 2011. I am very happy that after all this time, he has finally been diagnosed. But at the same time, I am heart broken once again. Another diagnosis, more therapy. On the bright side, he will be cancer free come July 2011! For such a young boy, he has been though an awful lot, but everything happens for a reason. So to answer your question, I cannot totally answer that. I do know that my son has Autsim and cancer (leukemia) but I am pretty sure that this is very rare as I cannot find any information anywhere on the internet. I cannot find a connection. The only thing I have come up with is that maybe my son has a weak immune system and maybe something triggered both the Autsim and cancer, or maybe made him more prone to both. I guess I will never really know. I hoped I have helped you out somewhat. Take care.
The two are definitely related in my daughter's case. Google NataliesTrekCIC and contact me if you want more info.
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From a former contestant:
One of the questions I hear a lot is about money … how do contestants afford to be away from home and work for months at a time? I don't know what it is now, but when I was a contestant there was a $500 a week stipend for cast members on the ranch. When you received the check you could cash it and spend it, send it home, save it, whatever. All airplane tickets, hotel accommodations, etc., for the contestants and potential cast members are taken care of by NBC, and during the casting process it self there was a $50 per diem to cover food costs.
Another question is timing; typically a season lasts for about 8-9 months. About four of this is spent in filming; if you last all the way until the final three or four, you could be away from home for as much as four months or so. Once the ranch filming wraps and the last few contestants are sent home, however, there is still another four or five months that all the contestants have to continue losing weight until the finale. In addition, potential cast members are flown out to California a couple weeks before filming begins for the final round of casting, medical checkups, psychological evals, etc. NBC brings out more people than what they need and the cast is not finalized until filming literally begins. People have been cut at the last minute and replacements flown in with hardly any time to spare. Nothing is in stone until it's on camera!
When will you hear from Biggest Loser about your video? There is no way of knowing. I heard back a few weeks after I sent it in, but even after that it's a big waiting game. If you get a phone number or email from a casting direction, definitely drop them a line/call every couple weeks to find out if you're still in the running or what's going on. Schedules and plans change almost every day, so it's easy to get lost in the shuffle. If you don't hear back within a month I would think your video didn't make the cut. That doesn't mean you can't send in another or visit a casting call - it's just up to you!
Finally, here's my video application tips! This is by no means a recipe for success; it's based on my video application and the conversations I had with casting directors out in LA in between things. I was pretty curious about the whole process so I was pumping them for info even after filming began. I'm such a nerd!
- They've usually decided if they're interested in you within the first 30-60 seconds of your video, so front load it with your best stuff. Make it interesting! Start off with something funny or exciting!
- Keep in mind, if you're going to be cast, your video is going to be watched hundreds of times by producers, executives, casting directors, etc. If it bores you or your friends the second or third time watching it … put some more time into it!
- Special effects? Don't bother! We've all got video editing software with all sorts of bells and whistles on our home computers, but fancy transitions are not going to sell you to people who do video editing for a living. In fact, it can distract from who you are. I'm a video editing nerd and I didn't use any special effects other than putting my name and contact info on as a subtitle at the beginning.
- Don't bother talking about why you need to lose weight. When I first started filming my audition video I started describing all of my health reasons for losing weight - but when I was watching it back, I realized … they don't need to hear it! One look at me was all they needed to know I needed to lose weight! Show them why you need to lose it; I said I needed to lose weight for my kids, and then I followed it with a minute or two of the best footage I could find of me with wrestling with my three boys. We probably filmed half an hour of that insanity and I grabbed the cutest, loudest, and funniest few moments for the audition video. Your physical need to lose weight is not nearly as interesting as who or what your losing the weight for.
- Live loud! Reality TV is over the top, dramatic, and filled with loud personalities. They need to see that on your video! I wanted them to know that even though I was morbidly obese I was up to the challenge of the crazy competitions and workouts - so I threw on a bunch of clips from my different youth group activities; me getting slimed, snowtubing, playing paintball, screaming at events, being on stage, running around … you get the idea. Other contestants did things appropriate to their lives; Tim from Oregon had himself spinning out on his Harley, Tim from Delaware recruited his elementary school class to do things with him, Heather Hanson filmed herself running around in a sports bra all day doing her household chores and errands. The less talking and more action you can have, the better (in my opinion)!
- If you have footage or photos of yourself thin, include those at some point on the video. If you can show them what your after will be, then do it!
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