Culinary Specialists,

Good evening! As promised, I will be sending out an email updating the rating on a variety of different topics. The last email mentioned the new (and extremely helpful) Culinary Support Branch (CSB) Knowledge HUB (please check your past emails).  Today we will be discussing CS Career Paths to include: Seatime Requirement Changes (ALCOAST coming soon), eSWE, Operational Analysis (OA) Update, New RPQs, New RFMC MCAP guidance and how to shape your career in this new Rating atmosphere.

Sea time Requirements:

With the Rating moving out of critical status, the CS culture and the Rating career progression situation has changed. To adapt to these changes, we will be releasing an ALCOAST message shortly with adjustments to our Sea Time requirements. We have been deliberating this for over a year and a half, and it’s time for a final decision. It will most likely be a new 5-year requirement at E8, E7 will stay the same and we will remove the current 2-year requirement for E6. Here’s the primary rationale behind these changes:

Fair Advancement Opportunities: The minimum sea duty requirement for advancement to the paygrade of E6 is resulting in a loss of talent and future leaders. Currently, we determine whether new CSs are stationed on land or at sea before they leave boot camp. They remain at that location for a minimum of three years. Those assigned to sea duty typically advance in rank at a much faster pace compared to those assigned to land duty. However, transferring after reaching E5 is no longer guaranteed as it has been in the past, creating an unfair disadvantage for CSs initially sent to land. A2P further exasperates the problem.

Raising Operational Standards for Senior Leaders: You’ve consistently advocated for more stringent sea time requirements for E8 leaders in the CS rating, which is one of the most sea-going ratings. This change directly addresses that call to action by ensuring senior leaders bring substantial sea experience to their roles. The existing sea time requirements have created an environment within the CS rating where an apprentice (E4/E5) can achieve the minimum sea time for advancement to E7, E8, and E9 early in their career. As CS is a major underway rating, many junior (time in service) members are eligible, but not ready, for impactful senior positions early in their career.

** Important Consideration: To justify the 5-year requirement at E8, we must also adjust the current 2-year E6 requirement to align with these updated expectations. E7 will stay the same at 3 years. Along with this change, we have been working to add more requirements to advancement as well (see below).

RPQs:

With the Operational Analysis almost complete you will be seeing a whole new set of CS RPQs. We are meeting this week to finalize the OA/new RPQs. If these RPQs are dated before (AUGUST 2025) they will be in effect for the 2026 SWE. You may need to complete these RPQs to be eligible to compete in the May 2026 service wide exam.  Please look out for the upcoming ALCOAST message ENLISTED RATING ADVANCEMENT TRAINING SYSTEM (ERATS) 2025 UPDATE for guidance on the requirements for the next SWE.

For more information on RPQs please go to: https://uscg.sharepoint-mil.us/sites/erats_spo/SitePages/EventPlanHome.aspx

eSWE:

Along with the revamp of the RPQs, the Operation Analysis (OA) results will require us to deep dive into the current SWE question bank. This mean you will not be seeing the same SWE questions you have been seeing since the last CS OA. Be prepared to study our latest up to date references. We are also requesting to be part of the new eSWE. This will be a whole new test replacing the traditional paper-based exam with a 75-question, 90-minute exam delivered through the Coast Guard Online World of Learning (CG-OWL) platform. Multiple paygrades and ratings may test concurrently in a designated testing space. For more information on the eSWE read please read the following ALCOAST https://content.govdelivery.com/accounts/USDHSCG/bulletins/3da3393 you can also view the ask me anything video on eSWE https://www.dvidshub.net/video/960948/coast-guard-eswe-beta-test-ama put together by MST/ME RFMCs Bryan Griffiths, Ryan Patterson with FORCECOM CMC Dan Morales.

MCAP guidance:

I have recently updated the MCAP Guidance. This document is a good start to understanding the best path to CS Master Chief. For example, the CS MCAP Guidance states the TOP FIVE most important billets a potential CS Master Chief should have in their career are listed as follows:

1.                  Program-level experience at FINCEN, EPM, A-C School, DSCP Liaison, Program Manager, Culinary Operations Service Center (COSL), and Culinary Service Branch (CSB).
2.                  Served as Underway Command Chief.
3.                  Training or Instructor Billet.
4.                  PI Food Service Officer (FSO) Afloat.
5.                  PI Food Service Officer (FSO) Ashore.

The key Competencies for a CS Master Chief are listed as: Cutterman’s Pin, Training or Instructor Qualification, Underway Command Chief Competency, FSO PI Competency CS-18, ACF (American Culinary Federation) Chef or Executive Chef Certification, SELC Qualification, FSO PVA Competency CS-17, Ashore Command Chief Silver or Gold Badge, Chief Petty Officer (CPO) Academy Grad, Additional ACF Certifications or Equivalent.

Special Note** MCAP Guidance states: Are special assignments/geographic diversity a positive?

–             Is there such a thing as too many special assignments? Yes How long is too long out of rating? 1 tour
–             As long as member is not out of rate for more than one tour, special assignments and a diverse background can lend towards positive leadership attributes.
–             Spending a tour at CSA/Yorktown VA area, CSA/Training Center Petaluma CA area, NCR/Head Quarters D.C. area can lead to a more strategic, executive level mind set.

The MCAP Guidance also includes a great question:

What is a CS Master Chiefs Role and what is the future of the rating?

Our Master Chiefs will take a more active role in supporting Food Service Officers (FSOs) to ensure they create a positive and motivating environment for our junior CSs. These talented, passionate, and driven junior CSs need a galley to learn, grow, and excel, and our Master Chiefs will champion this effort every step of the way. They will hold FSOs and Commands accountable for maintaining the cleanliness and financial integrity of our galleys. At the same time, they will inspire FSOs to challenge our new CSs with complex menus, fresher ingredients, and unit-level culinary training that pushes their skills to new heights. Additionally, our Master Chiefs will maintain a full Personnel Allowance List (PAL) to ensure progress remains attainable. For too long, leadership has reacted to fleet-wide CS issues rather than proactively addressing them. This approach will change. Our Master Chiefs will adopt a proactive stance in managing the rating, ensuring history does not repeat itself. In the next five years, we should see the following:

–             Completion of the Subsistence Transformation Plan – Garrison Culinary Support Activities (GCSAs).
–             Enhanced recruiting initiatives with high schools, ProStart, SkillsUSA, and culinary competitions.
–             Standardized the Tailored CS Recruit Career Path, including Lateral Entry, Vested Crew Member programs, Agile A School, and TRACEN Rank Assessment processes.
–             Expanded resources in galley management through Manpower Requirement studies, updated SOPs templates, and self-paced Logistics and CS Management courses with core competencies.
–             Start a Food is Medicine program, integrating Nutrition Support Teams and providing CS Dietetics Training.
–             Realigned CS sea-time requirements and advocated for appropriate compensation for TDY deployments.
–             Pilot a streamlined paperwork system with FINCEN ensuring 100% accountability for CS administration.
–             Implemented the Patrol Boat Regional Support Galley Concept to optimize our Patrol Boat Community.
–             Strengthened financial and sanitation standards through unit visits and unit reports by CSB.
–             Continued support through Round Up events and Symposiums focused on CS growth and collaboration.
–             Conducted annual updates to the Culinary Operations Management Manual to reflect modern practices.
–             Updated RPQs and Service Wide Exam Questions, and the implemented the CS eSWE.
–             Add Core Competency to advancements, SWE Points for certs, uw qualifications, and CS competencies.
–             Separated the CS A School from Galley Operations and explore potential new locations for CS A School.
–             Maintained a strong partnership with the American Culinary Federation (ACF) and established ACF Certification testing centers to validate professional standards.

Please review this document Attached). Master Chiefs consist of 1% of the Enlisted Workforce. This is your guide to achieving CS Master Chief.

Career Path Guidance:

CWO Dustin Web and I have been working on the CS Pay Grade Progression Flow Chart (Draft attached). It is not finished, but this gives you an idea of what we would like the future requirements (for each pay grade) to be. This includes a competency/Self Paced Course attached to each rank. These courses would be along the same lines of the successful JOD Course such as a Logistics Self Paced course for CSC and Galley Management Self Paced Course for CS1. 

Bottom line is:  There are many paths to advancement in our rating, and people often ask what I think the best path is. Here’s a simplified version:

•             E4-E5: Serve Afloat as Duty Cook and Jack of the Dust.
•             E6: Serve in an Underway FSO role, followed by Instructor, SCA, or Ashore FSO jobs.
•             E7: Fill an underway FSO billet on a large cutter, then pursue Instructor, Ashore FSO, Fleet Support, or SCA positions.
•             E8: Serve in a billet combining Underway FSO with Command Chief responsibilities, followed by Instructor, FSO, or Fleet Support roles.

*Fleet Support jobs include roles at COSL, CSB, FINCEN, DLA, Culinary Program, or C School.

The main takeaway is straightforward: after earning rank, take an Underway FSO position. Then apply for roles that need a command endorsement.

Naturally, I believe my career path worked well, here’s a breakdown of my career progression for more context:

• E4 (378 Cutter): Learned everything about galley cooking, paperwork, loading the cutter, purchases and breaking out food properly. Ensured Duty Cooks were never stuck with frozen food, making their jobs much easier.
• E5 (87-Foot Patrol Boat): Refined cooking skills for smaller crews and gained a deeper understanding of other ratings due to the close-knit team environment. Learned everything about PVA.
• E6 (SCA at Coast Guard Academy): Learned leadership, catering for formal events, and collaborating with executive-level leaders while managing a small, skilled  team.
• E7 (Chief of DHS Executive Dining Facility): Gained greater leadership experience managing a talented culinary team while supporting high-ranking personnel.
• E8 (SCA Program Manager): Developed HQ program management skills, worked with Admirals, AOs, EPM, and focused on strategic thinking while supporting senior leaders and maintaining operational excellence.
• E8 (Coast Guard Cutter Eagle): Took on the challenging role of Command Senior Chief and FSO. Leading both the Chief’s Mess and supporting the crew tested and strengthened every skill I had. It was tough but incredibly fulfilling.
• E8 (Back at DHS Executive Dining): This experience was easier the second time due to E8 experience. Kept my passion for afloat cooking alive by undertaking TDY duty cook requests to retain my hands-on connection with life underway. I highly recommend getting underway every year as a senior leader.
• E8 (Culinary Program): Learned policy, HQ operations, and how to advocate for the CS fleet effectively. This position honed my skills in balancing what could realistically be accomplished within constraints. Great job for setting up the ground work for RFMC.
• E9 (RKM): Learned about TRACEN and saw firsthand the exceptional work of our instructors, both civilian and military, in molding the next generation of CS professionals. Gained appreciation for the incredible capabilities of the C School and gained no appreciation for the archaic SWE processes.
• E9 (RFMC): Traveled extensively and realized how much CSs sacrifice while serving others. Witnessed the resilience and talent of our community, and gained a deeper understanding of their hard work and dedication without always receiving the recognition they deserve. You are the most amazing group of human in existence. You are resilient, caring, smart, talented and strong. I’m not sure if the Coast Guard or I deserve you.
• At every step, the focus was on hard work, leadership, learning from experiences, and lifting people up.

Thank you for everything you do CSs! Looking forward to putting out the next updates:

• How will FD 2028 affect the CS Rating? If the Big Beautiful Bill passes the CG will receive Billions to expand drastically. We are standing by ready to increase our size immediately with Garrison Culinary Support Activities (GCSAs)
• How is the new paperwork system coming along? Sweeping Changes to our Paperwork system are coming. We have the funding and are moving forward quickly.
• Are there any Recruiting/Retention Initiative changes now that we are a non-critical Rating? Bonuses, SDP, BRS, Vested Crew Members. There are many changes now that we are no longer a Critical rating.
• Is our billet structure changing? We are making moves at the E4/E5 level and taking a look at some of our E9 Billets.
• How is the increase in technically proficient recruits effecting our rating? New Vested Crew Members and experienced CSs are joining our ranks. How do we provide them with Galleys where they can grow and fuel their passion.
• Epic Force Notes – People are always asking about paper Force Notes (archaic). We would like to give them what they want. We are creating an Epic Force Notes book documenting all the CS initiatives that have supported Coast Guard and FD-2028 goals in the couple of years.