New and Improved Noncommissioned Officer Missions > U.S. Marine Corps Flagship > News Display

New and Improved Noncommissioned Officer Missions > U.S. Marine Corps Flagship > News Display

Manpower Management’s NCO assignment team is rapidly improving the process of retaining and assigning Marines to units and unique billets. Gone are the days when Marines were simply told where to go next. Currently, MMEA monitors and career planners guide Marines through the process of exploring further service opportunities.

The Marine Corps released Talent Management in November 2021, followed by an update in March 2023, proving that the Marine Corps’ processes and approach to personnel and talent management are not suited to today’s needs. The MMEA responded by modernizing its retention and assignment processes to build a more mature force.

In the past, Marines were hesitant to contact their monitors and often walked away from the command process, frustrated by having little input into the future.

“I thought the first sergeant gave the orders. At my second and third duty stations, my first sergeant handed me a piece of paper and I was sent to the 2nd Marines, 2nd Marine Division. I was told to report to 2nd Battalion,” said Gunnery Sgt. Brandon Brooks, MMEA’s 0369 and 0399 Major Military Occupation Specialty Monitor. “After my tour with V22, my new first sergeant told me I was going to Chesapeake to become a security forces instructor. I had no idea what a monitor was and had never even heard of it. There was no.”

Currently, the goal of the MMEA is to increase trust and cooperation among monitors, career planners, Marines, and Marine leaders. This is accomplished by being more transparent, improving engagement with Marines by asking the right questions, and actively listening. The most effective interactions are when Marines and their leaders live up to these characteristics. Leaders should coach Marines and discuss their future before Marines talk to monitors.

MMEA encourages Marines to contact the Monitor and discuss their future goals in the Marine Corps. The monitors are accessible through a variety of communication methods and travel throughout the year to engage in face-to-face conversations with resident Marines. The monitor views each Marine as an individual with unique skill sets and talents that are invaluable to the Marine Corps.

“The culture at MMEA today is to proactively approach Marines, listen, advise them about their future goals and aspirations, and do everything in our power to help them achieve those goals and achieve the organization’s goals. If we can accomplish both goals at the same time, that’s a win,” Brooks said.
The monitors are carefully selected from the military professional community. They are judged based on their MOS credibility, character, and desire to make a positive impact on the Marine Corps. Monitors within the MMEA issue an average of 55,000 orders per fiscal year. Each command set takes into account the needs and goals of the individual Marine, community health, leadership input, and family requirements to ensure the right Marine is assigned to the right billet at the right time. It will be.

“We receive thousands of requests each month and work hard to ensure each request is processed with appropriate speed and consideration.” Gunnery Sergeant Darrick Proffitt, MMEA Career Planner.

With this positive change, MMEA has exceeded the Marine Corps’ sustainment goals for the 0311, 0331, and 0341 communities in the past two fiscal years. This accomplishment is a credit to the infantry observers who worked tirelessly to build connections with Marines in their communities.

Beyond culture changes, MMEA is improving systems, processes and policies to help career planners and monitors serve Marines. The mover survey gives Marines scheduled to execute a permanent change of base order the opportunity to communicate their personal and professional preferences and goals to the monitor. The MMEA dashboard informs the Marine of her MOS’s population health, staffing goals, and more. These measures are intended to help Marines make informed career choices that align with their ultimate goals.

The reenlistment process has been streamlined, making it easier for Marines to remain in the military. Through programs such as the Commander Retention Program, Marines are pre-screened and conditionally approved for re-enlistment. These programs remove the burdensome administrative tasks previously associated with reenlistment. In addition, MMEA has introduced an excellent career planner in the action package. MMEA’s career planners process an average of 30,000 reenlistment, extension, and lateral transfer packages per fiscal year. Even if there is a large number of cases, our career planners will handle them carefully and quickly.

“We receive thousands of requests each month and work hard to ensure each request is processed with the speed and attention it deserves,” said Gunnery Sgt. Darrick Proffitt, MMEA Career His Planner. “These are not random screens in our systems. These are the lives and families of the Marines we impact. Their future depends on our ability to serve them in a timely manner.” We know that.”

Changes in Marine Corps personnel management will not happen overnight. However, MMEA monitors, career planners, and Marines work every day to improve the experience of Marines in the retention and assignment process.
When asked what advice he would give Marines, Brooks said, “Be proactive in your career, it’s your future. Always reach for the monitor. Talk to us, contact us. Don’t let anyone tell you that you are not allowed to take it.”

The Marine Corps needs capable, experienced Marines to keep its forces lethal and ready for tomorrow’s battles. Marines interested in remaining in the Marine Corps and continuing its tradition should contact their monitor or unit career planner for more information.

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