U.S. Coast Guard
Machinery Technician Assignments
CWO Kurt Lautenschlager
Updated on 28 AUG 12
We want to continue to highlight all the assignment factors for you. There are fourteen, all in Chapter 1.B.1.g of COMDINSTM1000.8, Military Assignments and Authorized Absences. Priority is only one of them. Also, pay attention to the sea to shore ratio noted here on the Force Notes. It increases dramatically at the MKC level and requires more MKC’s to go to sea than junior MKs. It also degrades the competitive influence that a Priority 3 might have at the MKC level. Here are the assignment factors:
• Member desires
• Assignment policies
• Assignment priority
• Command concerns
• Time in geographic area
• Time at current unit
• CO’s recommendation
• Sea to shore ratio
• Advancement status
• Willingness to obligate
• Physical condition
• Security clearance
• Service Need
CAREER DIVERSITY/PROFESSIONAL GROWTH
MK Assignment Officers will strive to diversify members careers across the entire rating. Member's should craft their e-resume to ensure a diverse assignment path. No member should try or expect to remain in one mission area for their entire career.
If a member has spent two or more back to back tours on the same mission area (i.e. two tours at stations, two tours on cutters, two tours at NESU/Airsta/Sector, two tours at a DOG/MSST unit, or two tours at ANT Teams) then that member should request and expect a new assignment on a difference mission area.
When requesting a second tour or returning to a mission area later in ones career, members should try to diversify their competencies by picking a slightly difference platform type. For example, if you've just completed an assignment on a 270, request a PB, or vice versa. If you've just completed a tour at a station with 25' RBS's and non standard boats, ask for stations with 41's or 47's. The goal should be that by the time the member makes E-7 or E-8, they have experience on at least two types of cutters, and one or two other mission areas so that they are highly qualified and experienced in many positions at the senior levels.
Career diversity also includes geographic diversity, and we’d like to point out that the COMDT’s policy on geographic stability has recently changed with the new Military Assignments and Authorized Absences Manual, COMDTINST M1000.8.
To summarize the policy, geographic diversity can be achieved by (1) completing full tours of duty, (2) granting extensions liberally, (3) providing local stability for two tours, (4) providing regional stability through multiple tours of duty in a geographic region.
With that, members who have completed two or more tours in a LOCAL AREA without affecting a household goods move are considered to have achieved geographic stability. Such members may request additional assignments in the local area on their e-resume, but must also have a realistic expectation of exercising a household goods move with their next assignment. For all members who desire an assignment in a specific locality, we continue to encourage you to apply for assignments using an expanding square, by applying for jobs that are not only in the city or locality that you desire, but expand throughout the region that you are looking for.
Please keep in mind that areas like Florida, Boston, Seattle, Alameda, Portsmouth/Hampton Roads, Alaska and the Carolinas continue to be places that have more assignment demand than we have assignment vacancies. Because they are competitive regions, it may be more challenging to achieve regional stability there.
Several trends we continue to see in e-resumes that we’d like to prevent.
1. Members do not review their e-resumes with their Chief or Command, and later regret it. Please have your Chief or Command look at your e-resume picks before you submit it, at a very minimum. It would be ideal if you can have them review your e-resume AND comments and have them submit an endorsement, regardless of what position you apply for. Do your homework and determine if positions that you are applying for require very specific command endorsements as per Chapter 4 of the PERSMAN. Examples include PATFORSWA, Strike Teams, LEDETs/TACLETs.
Members apply for 110’ WPB assignments in PATFORSWA, thinking that they are
applying for 110’s in their former homeports in the U.S. We have tried to
change the homeports of these cutters in Direct Access, but for reasons way
out of EPM’s control, we cannot. The following cutters are in PATFORSWA,
and you should only apply if you follow the PATFORSWA solicitation message
criteria, and only if you want to be assigned on a cutter homeported in
a. CGC MONOMOY
b. CGC ADAK
c. CGC AQUIDNECK
d. CGC BARANOF
e. CGC MAUI
f. CGC WRANGELL
3. People apply for Medical Support, Discipline Support or “Support Allowance” positions. These are temporary billets that are established for the placement of personnel with long term medical or discipline issues. These jobs, regardless of if they look open or closed, are not for you.
4. People don’t understand what SILC, SFLC, HSWL and other unit names and positions mean. The Coast Guard has modernized rapidly, and gone are the days that you can apply for the MAT team at “NESU Charleston” in Direct Access. This unit is now called “SFLC-IOD-NESUCM-MWA-MATCH” in DA. We understand that there are a ton of new acronyms listed on the shopping list, and we all need to become familiar with them before we request or execute an assignment to them. If you need help deciphering the acronyms, check out this web page, http://dcmslog.blogspot.com/ where you will find links to each Logistic Center on the right hand side. Under Functions, Roles and responsibilities, and other links you can learn more about these organizations before you ask for each job on your e-resume.