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Link to National Testing Center
2008
MT SCHEDULE
Division
3 welcomes the participation of any member of the Auxiliary in the
member training programs listed. Events are regularly provided to Auxiliary members free of charge.
Information can be
provided by directing your inquiry to the contact listed. The following is a list of training events for 2008. For security
reasons, contact information and some location details are not available
here; Refer specific questions to the
SO-MT
(Division Staff Officer for Member Training),
your FSO-MT (Flotilla Staff Officer for Member Training) or the
event facilitator. (E-mail links provided)
To
list courses or training events open to the Auxiliary Membership
e-mail the SO-CS with details
and contact.
2008 Training
Schedule
Some events are
multiple session and may require attendance at all sessions for
completion. E-mail contact for further information. To list your
Flotilla Events open to Division Members. Contact
SO-CS
New Vessel
Examiner Training, 2007
Bonnie O'Neal, VE, IT - Facilitator
Bear Lake Marina, 4 Attendees
Photo: Ralph Smith FC, 3-2
Bonnie O'Neal, Doug Hamernik, Art
Clever, Bob Moscato, Mike Grabecki
Flotilla 3-2
Public Education Event, March 3, 2007
Mike Grabecki IT - Facilitator
Sector Buffalo Community Room -
8 Attendees
Photo: Mike Grabecki SO-CS
Ray Block, Joyce
Block, Bob Moscato, Fred Willig, Chris Willig, Bill Walkden,
Eileen Reiner,
Mike Grabecki
Flotilla Commanders
Academy, January 20, 2007
Chris Gress - Facilitator
Sector Buffalo Community Room - 10 Attendees
Photo: Mike Grabecki SO-CS
*Multiple sessions. Contact facilitator for details.
Incident Command On-line Training
Link to the Ninth District Eastern
Region Member Training Site
http://www.a092.uscgaux.info/mt.htm?f=3&s=12
IT Course
On-Line and Paper-based Exams Availability
With the introduction of the new
“Instructor Development Course” (IDC) in January 2007, a new
standard was established for instructor training in the US Coast
Guard Auxiliary. We recognize, however, that during that course
introduction, there were members involved in training on the
“Instructor Training” (IT) course and they needed to complete
that course. To accommodate those members, the IT exam has been
available on-line and in ANSC.
At this point, new members
starting instructor training should use the “Instructor
Development Course” (IDC) available at
http://www.cgauxed.org/elib/idc.htm.
_______________________________________________________________________________________________________
AUXDATA and
AUXINFO PowerPoint Slides Available
Do you have trouble navigating
AUXDATA and AUXINFO? We’ve got the answer! A new PowerPoint
presentation, created by the Department of Information
Technology, is now available on the Training Resource Center.
This is a “Value-added Training” course and is available for you
to download at
http://www.auxtdept.org/Members.htm. Scroll to the bottom
of the page and look under “Value-added Training”. This
document is an excellent resource for every member! (Source:
DC-T and DC-I)
DIVERSITY
Coast Guard Diversity Policy Statement
Our
people are the core of our capability and are the main focus of my
attention. Our ability to attract, develop, retain, and deploy a
quality, diverse workforce is the key to the Coast Guard’s success -
it must be a top priority for everyone. We must draw on the strength
of our differences and similarities to:
Create
a positive environment, through consistent leadership, where all
members of the Coast Guard can achieve their potential and make
their greatest contribution to accomplishing the mission.
Continuously
strive for a workforce that reflects America, and promote an
environment that places high value on individual dignity, respect,
and professional growth.
Diversity
in the workforce contributes measurably to creative thinking and
innovation so critical to excellence. Each of us must ensure that our
actions conform to the spirit and intent of this policy, based on our
core values of Honor, Respect and Devotion to Duty. /s/ Thomas
H. Collins Admiral, U.S. Coast Guard
Diversity Definitions:
Diversity
is the uniqueness of all individuals which encompasses different
personal attributes, values, and organizational roles.
Diversity
Management is the process of creating and maintaining a positive
environment where the differences of all personnel are recognized,
understood, and valued, so that all can reach their full potential and
maximize their contributions to the Coast Guard.
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Many
people think managing diversity is the same thing as
affirmative action. In fact, they are completely different.
Affirmative
Action attempts to atone for past discrimination against
certain groups of people. Because it tries to even the playing
field for these groups, it does not apply to all people
equally.
Valuing
Differences, or Diversity, is the uniqueness of all
individuals (different personal attributes, values, and
organizational roles.)
Diversity
Management is the process of creating and maintaining a
positive environment where the differences of all personnel
are recognized, understood, and valued, so that all can
achieve their full potential. It fully includes the entire
work force.
This
chart further compares affirmative action, valuing
differences, and managing diversity.
| Affirmative
Action |
Valuing
Differences |
Managing
Diversity |
| Quantitative.
Emphasis is on achieving equality of opportunity in
the work environment by changing organizational
demographics. Progress is monitored by statistical
reports and analyses. |
Qualitative.
Emphasis is on appreciating differences and creating
an environment in which everyone feels valued and
accepted. Progress is monitored by organization
surveys focused on attitudes and perceptions. |
Behavioral.
Emphasis is on building specific skills and creating
policies that get the best from every employee.
Efforts are monitored by progress toward achieving
goals and objectives. |
| Legally driven.
Written plans and statistical goals for specific
groups are used. EEO laws and consent decrees mandate
reports. |
Ethically driven.
Moral and ethical imperatives drive this culture
change. |
Strategically
driven. Behaviors and policies are seen as
contributing to organizational goals and objectives,
such as profit and productivity, and are tied to
rewards and results. |
| Remedial.
Specific target groups benefit as past wrongs are
remedied. Previously excluded groups have an
advantage. |
Idealistic.
Everyone benefits because each person feels valued and
accepted in an inclusive environment. |
Pragmatic. The
organization benefits: morale, profits and
productivity increase. |
| Assimilation model.
Model assumes that groups are brought to existing
organizational norms. |
Diversity model.
Model assumes that groups will retain their own
characteristics and shape the organization as well as
be shaped by it, creating a common set of values. |
Synergy model.
Model assumes that diverse groups will create new ways
to work together effectively. |
| Opens doors.
Efforts affect hiring and promotion decisions in the
organization. |
Opens attitudes,
minds, and the culture. Efforts affect employees'
attitudes. |
Opens the system.
Efforts affect managerial practices and policies. |
| Resistance.
Resistance is due to perceived limits to autonomy in
decision-making and fears of reverse discrimination. |
Resistance.
Resistance is due to a fear of change, discomfort with
differences, and a desire to return to the "good
old days." |
Resistance.
Resistance is due to denial of demographic realities,
the need for alternative approaches, and the benefits
of change. It also arises from the difficulty of
learning new skills, altering existing systems, and
finding the time to work toward synergistic solutions. |
| Source:
Training & Development, April 1993. Adapted from
"Managing Diversity: A Complete Desk Reference
and Planning Guide," by Lee Gardenswartz and
Anita Rowe, Business One Irwin, 1993. |
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