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Logistics Officer - Sea [Merged]

Pusser

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H11F said:
Edit: I'm not on DWAN at the moment... so DPGR is hard to reach

Not sure that the Director Personnel Generation Requirements will be of much help to you. They have nothing to do with the questions you are asking
 

Infanteer

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Pusser said:
Not sure that the Director Personnel Generation Requirements will be of much help to you. They have nothing to do with the questions you are asking

DPGR holds the Occupational Specifications for all CAF occupations, and thus has the answer to the question being asked about OFP.
 

H11F

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Infanteer said:
DPGR holds the Occupational Specifications for all CAF occupations, and thus has the answer to the question being asked about OFP.

Ack. And I was actually able to get my hands on the document. I should have edited my post to say such.

H11F.
 

Pusser

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Infanteer said:
DPGR holds the Occupational Specifications for all CAF occupations, and thus has the answer to the question being asked about OFP.

Not generally.  They only have the specs on the occupations they are currently studying and they get them from the occupation managers.  At least that was how we did it when I worked there.
 

OceanBonfire

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This could be very useful:

NAVORD 4500-1

Naval Orders (NAVORD) – Naval Logistics Officer Qualifications and Career Progression


1. Identification


Date of Issue: 10 October 2018

Date of Modification: Nil

Application: This order applies to members of the Canadian Armed Forces (CAF) of the Naval Logistics Officer (NLO 00328-04) occupation.

Supersession: This NAVORD supersedes MARCORD 9-07 Volume 1

Approval Authority: This Naval Order (NAVORD) is issued by the Commander Royal Canadian Navy (RCN) under the authority of QR&O 4.12.

Enquiries: Director Naval Logistics


2. Abbreviations

CTO: Course Training Officer
HOD: Head of Department
JBOS: Job Based Occupation Specification
NLO: Naval Logistics Officer
OFP: Operational Functional Point
OJT: On-the-Job Training


3. General

3.1 Naval Logistics Officer (NLO) JBOS


The Job Based Occupation Specification for Logistics Officers details the job requirements for the Logistics Officer Occupation in general. It also contains the specific shipboard requirements for a Head of Department (HOD) at sea and employment within the RCN. The document also defines competencies required by other environments and Joint and Corporate positions.

3.2 Amplification

This NAVORD delineates the ideal NLO development model along with the objectives and expectations of a NLO during their career. The order establishes the standards that will ensure that the occupation is both effective and credible. The RCN standard for Logisticians is the HOD qualification (Occupation Specialty Qualification – ALGA).


4. Responsibilities

4.1 Authorities / OFP


The NLO HOD Training Authority (TA) is Military Personnel Generation (MPG) and the Managing Authority (MA) is Military Personnel Generation Training Group (MPGTG). D Nav Log maintains the standard for NLOs and the HOD qualification training. D Nav Log is also the granting authority for the HOD qualification, which is delegated to coastal N4s or other suitable Cdrs as required.

The OFP for Reg F NLOs is the successful completion of the Naval Logistics Officer – Ashore (ALFZ) training along with two Primary Logistics Function courses; Supply Chain Management (AJSI) and Financial Services (ALGB).


5. Discussion

5.1 Effect at Sea


Achieving effect at sea forms the basis of the NLO development model. The demanding operational challenge of service at sea and supporting deployed force elements from ashore, represents a unique opportunity to form a solid baseline level of leadership, knowledge and skillset that will serve NLOs long into their career no matter where they are employed. For this reason, the selection of NLO’s most senior leaders will always be based on possessing this baseline knowledge and skillset.

The ability to be effective at the tactical level within the naval environment is paramount. A potential NLO must be:

- Capable of leading the execution of sustainment activities in operations;
- Accountable for the functions for which they are responsible; and
- Demonstrate the ability to lead sailors.

Owing to the requirement to perform in joint operations and external institutional leadership positions within other Commands, the input of an experienced, trained NLO is invaluable. NLOs add value in the joint environment because of sound naval experience. The baseline requirements for success as a NLO will be formed and moulded during a NLO’s training at sea and solidified through attaining the HOD qualification.

5.2 Initial Training and Employment

NLOs will receive their initial training at the Canadian Forces Leadership and Training Center (CFLTC). Upon completion of common core and environmental specific logistics training at CFLTC, NLOs will be posted to either coast and, under optimal circumstances, immediately begin their HOD qualification training.


6. Junior Officer Management

6.1 Training File Documentation

The Formation NLO Course Training Officer (CTO) within the N4 organization will initiate and routinely update a training file on each NLO. The training file must contain all relevant training information documentation and progress reports raised or written on the respective NLO.

This file will remain active until the NLO becomes HOD qualified or has ceased HOD training. Throughout this development phase, supervisors will have access to the training file. Once a NLO has completed HOD training, the completed file shall be sent to D Nav Log to be held with other training documentation for future reference in the selection process for HOD employment.

The file shall contain any and all documentation related to training and progression to include, but not be limited to:

a. Personnel Development Reviews (PDRs);
b. Course reports for all training undertaken including non-logistics training (Logistics Officer Common courses, CAFJODs, NWO II);
c. ALGA Candidate Training Plan (Appendix 1);
d. Completed OJPR Training Package (Appendix 2);
e. Assessment reports and letters (Appendix 3);
f. CO’s letter of recommendation (Appendix 4);
g. ALGA Pre-Board assessment and notes;
h. ALGA Qualification Board Course Report; and
i. Training Review Board (TRB) reports (if applicable).

6.2 HOD Training Candidate Selection

D Nav Log is the authority for HOD candidate employment and succession management. Coastal N4s are delegated responsibility for the management of HOD qualification candidate selection. At all times, HOD qualification training is to commence as soon as possible after obtaining OFP.

6.3 HOD Qualification

Specific administrative processes related to HOD training, from reporting and initial training plan, to quarterly training reports and the Commanding Officer’s letter of recommendation, are contained in Annex A – HOD Candidate Administration.

Candidates are to be prepared to challenge the HOD qualification board and be awarded the HOD qualification within 12 months of beginning their training. Any deviation from the training plan due to factors such as ship’s schedule, deployment and number of days at sea, may be granted with the consent of D Nav Log.

HOD training and subsequent HOD qualification is the baseline standard. The qualification ensures that a NLO possesses the necessary core competencies to perform and provide support in a deployed naval environment. Failure to obtain the HOD qualification will limit the NLO’s future employment.

6.4 Post HOD Qualification Employment

NLOs who have completed HOD qualification training and successfully challenged the HOD qualification board will be posted to a position in accordance with the exigencies of the service. NLOs should be prepared to be posted away from their respective coasts after completing their requisite training to increase their breadth of experience and apply their skillsets. They will then compete with all other HOD qualified junior NLOs for selection as a Ship’s Logistics Officer.


7. NLO Succession Management

7.1 Overview


The aim of NLO succession management is to ensure effective long term naval sustainment by maintaining adequate production of competent NLOs at each rank. This aim is accomplished by assessing the potential of NLOs for more senior appointments. The assessment will ensure that NLOs receive the appropriate developmental experiences and prepares them to perform in strategic, operational and tactical positions. It is a career management tool to administer NLO selection, progression and professional development.

7.2 HOD Selection

D Nav Log is the authority for HOD selection. D Nav Log will convene a selection board during the Autumn timeframe. This board comparatively assesses candidates based on performance and potential in accordance with an approved D Nav Log scoring criteria (SCRIT). Candidates are subsequently appointed to key leadership positions in support of naval operations based on the results.

7.3 Command / Key Positions

D Nav Log is the recommending authority for Command and key RCN NLO positions. In order to maximize flexibility in occupation management, D Nav Log will convene LCdr and Cdr succession boards, to determine and select those candidates who have best demonstrated the potential for future success in demanding leadership positions. D Nav Log is the approval authority for the SCRIT used to produce selection lists.

Succession management is a key process for the development of NLOs, and is a means of ensuring the needs of the RCN and CAF are met. Although an officer can request to be removed from the succession management process, they may still be posted into a HOD/Command position to meet the exigencies of the service if required.

7.4 Declining an Appointment

Declining a position without substantiation constitutes a rejection of leadership responsibilities and negatively impacts an individual’s potential in comparison with their peers who are willing to serve. Declining such an appointment must be made in writing through the member’s CoC to the Career Manager with D Nav Log as an info addressee. This action will result in the officer removing themselves from future succession planning and career courses until such time he/she formally requests, in writing, to be considered once again. Deferral or declining positions will be filed in PERMIS and will be made available to future succession and selection boards.

It is understood that during certain periods, an officer may be subject to temporary impediments in undertaking command or key appointments. In such instances, officers are encouraged to identify their restrictions through normal administrative procedures to the Career Manager prior to succession and selection boards.


8. References / Annexes

8.1 Source References


A-PD-055-002/PP-001 Canadian Forces Manual of Military Occupational Structure Volume 2, Part 1 Job Based Occupational Specification for Logistics
DAOD 5070-0 Military Employment Structure
DAOD 5031-2 Individual Training and Education Strategic Framework
NAVORD 5555-1 RCN Occupation Management
NAVORD 5000-0 RCN Personnel Management Governance

8.2 Annexes and Appendices

Annex A – HOD Candidate Administration
- Appendix 1 – Sample Training Plan and Schedule
- Appendix 2 – HOD Qualification OJT Requirements
- Appendix 3 – Sample Training Progression Report
- Appendix 4 – Sample HOD Qualification Board Letter of Recommendation
- Appendix 5 - Sample HOD Qualification Message
 

Mapletree001

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seems CAF recruting slowing picking up again after Aug2020. A good amount of LOG O intake positions remain open..

Anyone knows
1. how LOG O selection board's schedule work out this year, given Covid impact early this year?

2. I will most likely be DEO LOGO route, with MBA degree, what pay scale might be? one recruiter saysnks might be s/lt pay while BMOQ.

3. My home is close to Esquiltmalt, and I applied Naval LOG O, what is the odd that selection board not offer me NAVAL LOG?, given it usually have limited seats compare to Air and Army.

thanks
 
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