Just passing this along from MyCG. Note that one of the three ratings included in the program is culinary specialists (CS), reflecting the apparent cronic shortage in the rating. Presumably we are short electrician’s mates (EM), and health service technicians (HS) as well.
Coast Guard launches new Lateral Entry initiative
By Zach Shapiro, MyCG Writer, Nov. 17, 2022
The Coast Guard is launching a new Lateral Entry Beta Test initiative to fill key gaps in the workforce. As part of the Commandant’s intent to transform the total workforce, the Lateral Entry Working Group (LEWG) has developed a new, smooth, and streamlined process to recruit, train, and place candidates with matching skillsets and suitable military experience into critical roles in the service in fiscal year 2023 (FY23). The LEWG used the Maritime Operational Threat Response (MOTR) Protocols to develop the Lateral Entry Determination Calls (LEDC) Protocols to govern the process.
“The intent is to bring quality applicants into the Coast Guard at a grade commiserate with their existing skillsets,” said Command Master Chief Petty Officer Edward Lewis of Force Readiness Command (FORCECOM). This new process will create accountability, foster collaboration, and build a tailored training program that will help the Coast Guard meet the challenges of the next decade and beyond.
For Lewis and the Working Group, balancing the need for new recruits with preserving the age-old values of the Coast Guard is paramount. “Our fundamental goal is to protect the culture of the Coast Guard,” Lewis emphasized. “However, we must seek new methods of accession, training, and managing, talent that preserve our competitive edge as an employer of choice.
The LEWG is focusing on filling key roles to strengthen the service. “We are trying to ensure that our workforce can meet missions. We’re looking hard at places where we are shorthanded,” Lewis added. “The recruiting effort is really going to be driven by critical ratings,” including culinary specialist (CS), electrician’s mate (EM), and health service technician (HS). Depending on the outcome of this pilot program, other ratings may be added to this priority list in the future.
The new lateral entry determination protocols will be evaluated regularly throughout FY23.
If you have any questions, please contact Russell Kirkham at Russell.A.Kirkham@uscg.mil or 202-795-6848.
I am not even surprised that the USCG is not using the Auxiliary to fill key roles or even bring the Auxiliary in as temp reservist to fill the gap
@Nicky, The CG is using Auxiliarists, but that is not a long term solution because it is not always available.
Don’t the USCG have the ability to call in the Auxiliary on a temp basis such as temporary reserves. I know back in World war 2, the USCG did at one time place the Auxiliary on temporary reserve status. Maybe the USCG should entertain that idea.
@Nicky, the Auxiliary is a voluntary organization. Auxiliarists have no obligation to do anything. That is the amazing thing about Auxiliarists, they do all this good work without compensation, totally out of the goodness of their hearts. It is a wonderful organization, but making Auxiliarists work compulsary would change the nature of the organization.
Look at history and we did at one time during WW2 use the auxiliary in the Temporary Reserve. I believe that the temporary reserve is still on the books that the commandant can use from the WW2 era. Here’s an example, https://youtu.be/RYcQkghVmM0
Got this by email from Mike B. (Thanks for the feedback),
@nicky – the CG has a mixed record of accepting Aux help, and varies greatly from station to station and individual commanders, some stations integrate Aux members into the station and some stations and civilian employees are flat hostile to Aux help, I have a friend that is a retired engineer, he was working with an ATON team, doing some serious design work and going out with the team. New Chief came in and the work just stopped, after sitting on a chair in a corner for a while he said the heck with it, and I have seen many similar things over the last decade or more, maybe given a job as a file clerk or emptying waste baskets etc.
Currently I have an Aux friend that is nearing the end of a 40 day deployment to the Bearing Sea on the USCG Stratton as food service person, I think this is her 5th ship.
Maybe the threat of a hungry crew helped tip the captain to accept Aux help. I have worked remote sites in Alaska and poor food can kill moral very quick. Hungry does seem to change peoples attitude it seems.
A year ago we had a new Aux member joined that was part way through a culinary course at a local college and was interested in food service, several people helped her qualify as a culinary person and she went on the Polar breaker to Antarctica with a stop in New Zealand among other places, 4 months or so underway, she loved it and enlisted when she got back.
Many Aux members have regular jobs and that would limit their availability, and others like myself have gray hair and in my specific case have a great deal of difficulty walking which limits what I can do.
I know several Aux members that have volunteered for many thousand hours over the years, I have a 15,000 hour pin I think and closing in on I believe 20,000 hours (never joined for the ribbons etc. but they are nice) got a few challenge coins and certificates of nice job done and a letter of commendation from the Commandant – that is a cut ribbon that not many have.
The Aux has also helped with Port Security, when new Coast Guard members rotated in our members knew where the ports were and which gates to go in, helped the new people come up to speed much quicker.
This may work for AD but I found the CG actively hostile to reserve recruiting, even for prior service CG if you were out more than 5 years. Big reason I ended up in the air guard, they took me as an E-5 no questions asked and retrained me in a new career field. CG wanted me to come back as a SN and do a ‘4 week prior service boot camp’ even though I was prior CG and did CG boot. Very frustrating when I wanted to continue with them, but maybe different recruiting offices handle it differently. Had they offered PO3 rather than rolling me back to SN I might have considered it.