Army Re-Enlistment and Other Bonuses

Army Re-Enlistment and Other BonusesArmy Re-Enlistment and Other BonusesAccording to the Army Retention Program, Personnel readiness is a command responsibility. All commanders are retention officers, responsible to sustain Army personnel readiness by developing, implementing, and maintaining aggressive local Army retention programs designed to accomplish specific goals and missions consistent with governing laws, policies, and directives. The goals of the Army Retention Program are to reenlist, on a long-term basis, sufficient numbers of highly qualified Active Army Soldiers in order to support end-strength and readiness requirements.Also, through monetary reward or to career development, the Army has special programs such as the United States Military Academy Preparatory School (USMAPS) and Reserve Officers Training Corps (ROTC) Green to Gold programs for highly qualified soldiers. About Army Bonuses The Army offers re-enlistment bonuses for soldiers who hold certain military o ccupational specialties and/or special skills, who agree to re-enlist for active duty. Whether or not a bonus is offered and the amount of money involved depends on several factors, including MOS/skill, rank, how much active duty time the soldier has, and for how long the soldier is re-enlisting. Re-enlistment bonuses are subject to federal income tax, except when the soldier re-enlists in a designated combat zone. In that case, the entire amount of the re-enlistment bonus is tax-free. Whether or not a re-enlistment bonus is subject to state income tax depends on the laws of the individual state, that the soldier claims as his or her legal residence. These are slightly different than retention bonuses, which is whenan officer or enlisted soldier serving in a designated critical area agrees to extend active duty for at least a year. This kind of bonus is not generally available to soldiers who have more than 25 years of active duty or are approaching their 25th year. New Bonus Dis cussions in 2019 According to the Pentagon, bonuses of up to $40,000 are currently available, but a salary increase of $60,000 per year, and even huge bonuses of $250,000 are being considered by the Army top brass as it begins the process of looking for highly qualified infantry soldiers to do the infantry jobs of the 21st century. Rules for Re-Enlistment Bonuses If a soldier has completed at least 17 months but less than 14 years of active duty and is qualified in a skill the Department of Defense identifies as critical, he or she is likely eligible for re-enlistment and a corresponding bonus. The amount of bonuses and the skills fruchtwein in need will vary. Usually, in order to be eligible to receive a bonus, soldiers will reenlist or voluntarily extend their enlistment for at least three years. Different Types of Army Bonuses Besides re-enlistment bonuses, the Army offers other types of financial incentives for both new recruits and enlisted soldiers. A seasonal bonus o f up to $20,000 is available for recruits who ship to basic combat training within a specific time frame. Soldiers who successfully complete officer candidate school (OCS) training and commissioning may be eligible for a $10,000 bonus, which they receive upon completion of OCS. Soldiers who complete Ranger indoctrination and get permanently stationed in the 75th Ranger regiment, which is a special ops unit, may receive a bonus of up to $10,000 once theyve reported for duty. HUMINT Bonuses Another type of bonus that the Army and other branches of the U.S. military offer, on a regular basis, is for those soldiers who enlist as a MOS 35M human intelligence (HUMINT) collector. Soldiers in this MOSconduct source operations, interrogations and debriefings to collect information. They are primarily responsible for supervising and conducting information collection operations. Among their duties include preparation of information intelligence reports, which may include difficult translat ions, conductingdebriefings and interrogations of HUMINT sources in English and foreign languages. These soldiers are in demand if they speak one of the priority languages for which the Army needs translators. That list can vary but includes Arabic verwesen Standard, Arabic Egyptian, Arabic Libyan, Arabic Lebanese, Arabic Moroccan, Arabic Tunisian, Arabic Iraqi, Chinese Mandarin, French, Korean, Persian-Farsi, Persian-Dari, and Russian. Bonuses for soldiers who speak at least one of these languages can be as much as $40,000. Being in the Army as the contiuous wars from 2001 draw down may have its perks besides serving your country. The 21st battlefield is going to require highly qualified operators and they do not come cheaply.

6 Simple Steps for Finding Your Next Executive Position

6 Simple Steps for Finding Your Next Executive Position6 Simple Steps for Finding Your Next Executive PositionThe time has come to bid farewell to your current executive position.You did all you could, the company is in a great position, and it is best to go out on top.But you have a problem. You are notlage sure what executive role you want next.You are also in need of a position you find rewarding and fulfilling.We offer this advice for finding your next executive position.1. Make a list of your most attractive skills and accomplishmentsIt is great that you know how to do 100 tasks at a time while at work.Now, stop and make a list of the skills you have that companies will find the most attractive.Keep this list with you while at work For the next 30 days, keep a record of your achievements at work and note which skill was used to make it happen.Take the time to departure reviewing your accomplishments from the previous year(s).Again, note what skills were used for each accomplishm ent.The end result is you discovering your best skills and accomplishments for your executive resume2. Its time to start brainstormingUse Google and LinkedIn to look up ideas for your next company and position.On LinkedIn, start turning those 2nd and 3rd-degree connections into 1st-degree connections.Look up people at the companies you want to work with and start researching both the people and the companys background.An executive has to be concerned about his/her career reputationIt is best not to join a company that will not be around in a year.3. Make a list of all your favorite companys competitionOne of the most overlooked opportunities in business is working with your competition or even your enemy.Is this risky? Not necessarily. Chances are if you are an executive doing a great job at Insurance Company A, more than likely, you will be very valuable to Insurance Company B.There are laws and non-compete clauses you must contend with before working with the competition.However, knowing your competition gives you an advantage over new executives in an industry.The smarter executive knows it is just business. Get to know your competition.4. Start contacting all of your favorite companies and their competitorsUp until this point, you have several things going for youList of your skills and accomplishmentsBrainstormed list of favorite companies and the people who work thereList of competitors to your favorite companies and people who work thereNow, it is time to start contacting people. Go to LinkedIn and start messaging your connections.Target the proper people with your messages and let them know why you are writing.Avoid making these simple LinkedIn message mistakes. Be positive and engaging in comments always maintaining your executive presence.Clean up your LinkedIn profile to give it a digital executive presence, as well.5. Start making a record of the people and companies who engage with youIf you are spending all this time writing messages, do you real ly want to work with companies that never reply?When people are being responsive to your LinkedIn messages, it is a sign that they are interested in you in some way.Why chase people or companies that show no interest in you?Make a record of who engages most and stop engaging those who stay quiet on LinkedIn.6. Decide what company will eventually meet all of your needsFinally, decide what companies of interest will be able to provide what you need.Whether it be financial stability or work-life balance, make a decision based on the company that looks more willing to fight to keep you around.Once you have found the company that fulfills your needs, you are ready to make the next career move as an executive

Feline Veterinarian Career Profile

Feline Veterinarian Career ProfileFeline Veterinarian Career ProfileFeline veterinarians are practitioners that specialize in providing comprehensive health care for cats. Duties Feline veterinarians are small animal veterinarians who specialize in diagnosing and treating health problems in cats. Many feline veterinarians work at cat-exclusive animal hospitals or small animal clinics. The typical routine for a feline veterinarian includes performing basic health exams, giving vaccinations, prescribing medications when warranted, performing spay and neuter surgeries, drawing blood, suturing wounds, performing post-surgical exams, and cleaning teeth. Other duties may include monitoring the reproductive health of breeding animals, assisting with dystocias (problem births), operating specialized equipment such as ultrasound machines, and evaluating x-rays. Veterinarians frequently work long and varied schedules, as they may be on call for potential emergencies on nights, weekends, or holidays. Many vet offices are closed on Sunday, but it is common for clinics to be open at least part of the day on Saturday. Feline vets may also choose to offer mobile veterinary care, driving to their clients homes in a van that has been fitted with the necessary medical equipment. Career Options According to statistics from the American Veterinary Medical Association (AVMA), more than 75% of vets work in private practice. Feline vets may be a part of cat-only clinics, small animal clinics, emergency hospitals, or mixed practices that also provide equine or large animal veterinary services. Outside of private practice, veterinarians may also work in education, veterinary pharmaceutical sales, the military, or government research labs. Education and Training All small animal veterinarians graduate with a Doctor of Veterinary Medicine degree, which is achieved after a comprehensive course of study focused on both small and large animals. There are currently 30 colleges of veterinary medicine in the United States that offer a DVM program, and admissions are highly competitive. After graduation, veterinarians must pass the North American Veterinary Licensing Exam (NAVLE) to become professionally licensed to practice medicine. Approximately 2,500 veterinarians graduate and enter the profession each year. At the end of 2010, the most recent AVMA employment survey available, there were 95,430 practicing U.S. veterinarians. Small animal exclusive vets were responsible for more than 67% of that total. The American Board of Veterinary Practitioners (ABVP) offers board certification to feline specialists. Applicants for board certification must have at least 6 years of experience and pass a rigorous examination to achieve Diplomate status. Professional Associations The American Association of Feline Practitioners (AAFP) is a prominent professional association that publishes the Journal of Feline Medicine and Surgery. The AAFP also has a Cat-Friendly Prac tice certification program. The International Society of Feline Medicine (ISFM) started as the European Society of Feline Medicine in 1996, but changed its name to reflect its worldwide scope in 2010. The society hosts an annual Feline Congress event that attracts more than 500 feline practitioners. Salary The median wage for all veterinarians welches approximately $82,040 ($39.44 per hour) in 2011, based on salary data collected by the Bureau of Labor Statistics (BLS). Earnings in this survey varied from less than $49,910 for the lowest 10% of all veterinarians to more than $145,230 for the top 10% of all veterinarians. According to the AVMA, the median professional income for companion animal exclusive veterinarians (before taxes) was $97,000 in 2009. Vets in companion animal predominant practice earned a similar median income of $91,000. Feline exclusive data was not available. Small animal vets fared the best of all new graduates, with an average compensation of $64,744 in t heir first year of practice. Veterinarians who are board certified in a particular specialty area (including feline specialty) generally earn significantly higher salaries due to their significant training and experience. In 2010, AVMA survey results showed that there were 473 board certified canine and feline diplomates and 290 board certified small animal surgeons (some vets hold dual certifications). Job Outlook According to data from the BLS, the veterinary profession is set to expand much more quickly than the average rate for all careers- nearly 33% during the decade from 2008 to 2018. The extremely limited number of graduates from accredited veterinary programs should keep vets in high demand. The AVMAs most recent employment survey (conducted in December 2010) found that there were 61,502 vets in private practice. Of that number, there were 41,381 vets in companion animal exclusive practices and an additional 5,966 in companion animal predominant practices. As the number of cats kept as pets continue to rise, and spending on medical care for cats also shows steady increases, all signs point to a strong market for feline veterinary services over the next decade.