Event Synopsis/Comments: The SWTJC held a CBP Recruiting event at the Eagle Pass, Texas campus on Tuesday, November 17, 2015 from 1100-1230 hours. The event was held in a classroom and was geared towards students from SWTJC. Supervisory CBP Officer Eric Galarza along with CBP Officers Javier Torres and Gilberto Rodriguez from the Eagle Pass Port of Entry attended the event as recruiters on behalf of the Laredo Field Office. This event was different than others for the Eagle Pass recruiters as it was set up in a classroom for a more intimate setting. Thirteen people attended the event; they listened to OFO recruiters give a presentation on the history, the duties, benefits, and training.
In companies a lot of managers do the hiring, so they would most likely be the ones attending career fairs. In the military recruiters attend these events because that’s what they do every day and they know what it takes to be in that job. By sending out those qualified people they are insuring that the most qualified will come searching for the job. They aren’t going to be wasting their time interviewing someone that is not qualified or a good fit for the job because they would have already figured that out from the career
Also, Sneeden skills as a Field Training Officer, mentor and role model makes him a valuable asset as a leader. Sneeden was able to articulate the furtherance of the Agency Mission by expressing the importance of forming relationships with the community using methods such as foot and bike patrol. In addition, Sneeden understands the challenges our agency will face in the future and was able to give good ideas such as using social media as a recruiting tool, assign season quality FTO’s and encourage personnel to recruit from within our diverse
MEMORANDUM FOR Commander, 75th Ranger Regiment, Fort Benning, GA 31905 SUBJECT: AR 15-6 Investigation Findings and Recommendations 1. FINDINGS: The following are the findings of this investigation into the events of Saturday 12 MAR 16 and Sunday 13 MAR 16, leading to the arrest of 1LT Paul Handelman (Platoon Leader, Bravo Company, 2d Battalion, 75th Ranger Regiment) by Korean National Police (KNP). 1LT Handelman is suspected of: violating General Order #1, violating the United States Forces Korea (USFK) curfew policy, violating a direct order from his Company Commander (Co CDR) CPT Ferriter, assaulting a KNP Officer, causing property damage to a Korean National, and of being drunk and disorderly. This investigation also illuminates the actions of CPT Soren Jorgensen (Executive Officer, Bravo Company, 2d Battalion, 75th Ranger Regiment) who was with 1LT
We immediately reinforced the task force to a total of fifty- two law enforcement personnel which includes twenty-six s of the F.B.I.’s National Center for the Analysis of Violent Crimes Division including our Violent Crimes Apprehension Program and our Behavioral Analysis Unit. I am handing out copies of the task force’s Official Memorandum of Understanding, the (MOU,) and at this time I will be handing over the podium to Special Agent Adrian DeWinter who is Lead Investigator on the task force.” Applause followed
When they enter the civilian world, they are heading into an entirely new, uncharted phase of life with both challenges and opportunities to navigate.” (web) In order to understand the struggle and changes in society for veterans, they need someone who can understand them and utilize trades developed through the military in which can be offered to civilian employment agencies. The inability to successfully obtain this help and guidance is inevitably discouraging to veterans. Many exit the military and miss the camaraderie and sense of continuous operations.
My career at Flagger Force began on April 12, 2010 at our Harrisburg Branch in Middletown, PA. I arrived an hour early, and upon my arrival I was escorted to Bill McDaniels office and he immediately sent me outside to my car because I was too early and he was busy. At the time, I thought that HE was Mike Doner; I had always worked for “Mom & Pop Shops”, and I remember thinking to myself, “Great, my first day in the office and I already pissed off the owner”. Forty-Five minutes later, Ann Johnson came out to my car, and told me to pull out my vehicle and back it in before “Mike” yelled at me for pulling into the parking space. My first assignment at Flagger Force was pre-screening.
Their motto is honor first. USCBP is one of the biggest and largest federal law enforcement agency of the United States Department of Homeland Security, it has a workforce of more than 45,600 federal agents and officers. In order to become a border patrol agent there are 7 basic qualifications you need to have. 1st you have to be a US citizen, 2nd you must possess a valid driver 's license, 3rd you must pass the CBP Border Patrol entrance examination, 4th your resume must complete and specifically describe your job duties that you want considered in the determination, 5th pass a urine drug test, 6th must be younger than 37 at the time of selection, and lastly you must appear before an oral interview panel and demonstrate that you posses the abilities and other characteristics important to Border Patrol Agent
I believe that our fighting forces need strong minded individuals who are driven and determined to always strive for the Army to stay relevant and strong. Consequently, the recruiter duty is to recruit those who are passionate with a strong desire and pride to serve the nation. A sense of pride in which does not feel like you are doing a job, but honor to be in the Army’s uniform. As a combat veteran who have deployed to both Iraq and Afghanistan multiple times, I have the capability due to taught persistence, determination, organization and built stamina from past experiences, to be an admirable recruiter. Being out in combat have shown me the kind of heart within a person the Army need, the kind of fight within an individual that the army need, and the characteristics in which makes up a US Army personnel.
The Veterans Reemployment website can be accessed at the following website address http://www.careeronestop.org/militarytransition. The Veterans Reemployment is part of the Career One-Stop Pathways to Career Success Web site, which can provide veterans with more resources to help them transition into the civilian career. This site will allow the veterans to match their military skills to a civilian career. The site provides veterans with job search tips, information about returning to school, help veterans understand their benefits and locating their military records. Furthermore, the site offer separating veterans to opportunity to attend the Transition Assistance Program (TAP) seminar, which veterans will participate in a three-day workshop
Why does the Customs and Border Protection (CBP) exist even though there are always issues with immigration and terrorist acts? CBP exists “To safeguard America's borders, thereby protecting the public from dangerous people and materials while enhancing the Nation's global economic competitiveness by enabling legitimate trade and travel” (“Mission Statement”). Without the border, entry between the United States and Mexico would be in utter chaos. I would give the average of employment by CBP is around 60,000, which includes officers and agents, as well as agricultural specialists, aircraft pilots, canine offers and many, many more. These employers’ of the CBP are well-trained and committed in a wide assortment of disciplines, while being committed
SP18 MGMT3341.02/03 - Human Resource Planning, Staffing, & Selection Team #6 - Heather Fralish, Craig Gil, Emerald Kormah, Jennifer Restivo, Bianca Tolentino Team Exercise: Chapter 2, Case Study (page 44-45) Integrating McDonald’s Business, Human Resource, and Staffing Strategies This week, we were asked to take a closer look into the business of McDonald’s and to discuss the importance of people to the organization. As we all know, all businesses thrive on one main person: their consumers. Without them, no business could be successful! But in order for the consumers to be happy, a business thus begins with another person: their workers.
P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.