Security Levels

National Terrorism Advisory System (NTAS) check current status

Health, Safety and Work-Life (HSWL) Regional Practice Boston

Helping you balance your Work and your Life

Transition Relocation Program

Relocation Spouse Transition Assistance
Retirees/Separatees Career Planning Sponsorship

Sponsorship

Routine assignment of sponsors is only required for recruits and academy graduates. If you would like a sponsor to assist in your reassignment, you may need to request one from your new unit.

Sponsorship Guide

No matter how many times we do it, moving can be difficult. Good sponsorship can often make the difference between a good and bad move.

Good sponsorship can:

  • Reduce the culture shock virtually everyone experiences when coming to a new area.
  • Increase your unit and team work productivity by getting the newcomer and his/her family settled in quickly.
  • Improve the unit morale by solving little problems before they become BIG administrative headaches.
  • If the newcomer is married, you will be helping a whole Coast Guard family. Moving can be especially stressful for a spouse and children.

As a sponsor, you provide the personal touch. Here are some key points about being responsive and making the newcomer feel like an important part of the team:

  1. Think of the kind of help that you would want if you were making a move. Also, remember each situation is different and not everyone wants and/or needs the same assistance.
  2. Personalize your approach based on your style and their needs.
  3. Listen!!! Many times a newcomer can reduce their stress level just by having someone to talk to who is “already there” or who shows an interest.
  4. Be open and honest but try to stay positive. Let the newcomer form their own opinions about the unit, co-workers, and the local area.
  5. If you miss a call from the newcomer, always call back the same day if possible. This is considered an official call and can be placed from the unit telephone.
  6. Tell the newcomer when it is a good time to contact you. Also, tell him/her if you are going TAD or will be unavailable for a period of time and who they can contact while you are gone.
  7. Be a sponsor for the entire inbound family. Ask questions about the family, their background, and likes or interests. You can involve your own family in the sponsorship by having them write letters to the new family.
  8. If you don’t know how to respond to a particular issue, seek assistance. You can contact the Work-Life Staff, your supervisor, the support staff, the administrative yeoman or your executive officer for guidance or assistance.
  9. Stay connected with the new arrival for a few weeks. Check on them to ensure they are settling.