Current RTAC/RFMC/Program/Product Line collaborations

• Jan 19th – March 3rd RFMC WEST PAC onboard CGC BERTOLF
• March 11^th CSA Alameda Site Visit
• March 13^th Kick-off the CS rating review process (RTAC)
• March 12^th TRACEN Petaluma Site Visit
• March 11^th CSA Alameda Site Visit
• March 14^th Bay Area Site Visits
• March 15^th Bay Area Site Visits
• March 19^th LA/LB Cutter Round up (RKM)
• April 1 ACF Instructor Certification Week at TRACEN Petaluma (Program, School House)
• April 8 San Juan PR Site Visits
• April 10^th Underway 210 Familiarization Visit
• April 20^th – 24^th Florida Unit Visits
• 2024 Pro Start/Skills USA event recruiting visits (PROGRAM, RKM, B&PMC)
• New CS RFMC “LIVE” Force Notes released at https://coastguardculinary.com/
• Jack of the Dust Course Code Obtained (School House)
• Jack of the Dust new CS-19 competency is now available in Direct Access (Program)
• Submitted the MCAP CS Career Guide https://uscg.sharepoint-mil.us/sites/psc_spo/psc-epm/epm-1/Boards%20and%20Panels/SiteAssets/SitePages/Master-Chief-Advancement-Panel/CS-MCAP_Career-Guide-Highlight.docx?web=1
• 2024 WPT/SDP panel submissions (Program, AOs)
• Assignment Priority Panel (Program, AOs)
• OMR for OPC staffing models – 7 CS is the latest
• FRC Support Hub Research LA/LB
• Telesupport/video training qual sign off started for independent duty CS (RKM)
• Researching the possibility of FRC Stores Hub/Support Center/CSA concept galley that SPL/Program would like to initiate as a test (Boston)
• Creating Competencies for the CS Rating (Program)
• Realigning Sea-Time requirements for the CS Rating (Program)
• 2024 World Food Show Upgrade – Military Chef Challenge (RKM, AO)
• Rednour Awards Message and Selection Board (Program)
• 2024 Culinary Team Event Logistics (Program, AO, SCA)
• CS of the Year Selection Board (Program)
• CS A School Revamp – Remove the Operational Requirements (Program, A School)
• New resilience coordinators roles in better nutritional practices for our galley and sailors (Program)

Recently Completed- RTAC/RFMC/Program/Product Line collaborations:

• JAN RFMC Oxnard and Santa Barbra Cutter Visits
• JAN RFMC LA/LB Cutter Visits
• JAN RFMC San Diego Cutter Visits
• AMIO CS Procedures PI/PVA Lant/PAC Alignment (Program, SPL, CSB)
• 2024 Pro Start/Skills USA – Funding and CG Rep Travel Schedules (PROGRAM, RKM)
• Beta Test Turning Contracted Galleys into a hybrid concept (SPL)
• Culinary Programs ACF Certification push is working: CS “A” 04-24 became the first class in history to graduate with the American Culinary Federation (ACF) Certified Fundamentals Cook certification. 13 CS3s and 4 Philippines Coast Guard (PCG) members earned this industry leading certification. (Program, A School)
• CS recruiting efforts are working “A” School graduated 17 members, tied for the largest graduating class in the history of the CS rating. (Program, A School)
• Attended Program brief with LANTAREA Commands on station galley closures (Program)
• Attended Program brief with Deputy Principals Council on station galley closures (Program)
• Realign Culinary School LOIs to E4 for better results (Recruiting Command)

RFMC UPDATES:

Culinary Specialists!

Good day. A group of Master Chiefs and Senior Chiefs and I worked on this document requested by Boards and Panels Master Chief, CSCM Nick Write: The following is provided by the respective RFMC to assist the MCAP Board in better understanding the rating being reviewed. It should be used in conjunction with other guidance provided (e.g. COMDT and MCPOCG Guidance to Boards and Panels, panel criteria, official rating career guide) and shall not be used as a standalone document in determining a candidate’s suitability for selection. This document is published on CG Portal and available to all members.

MCAP – RFMC Career Guide Highlights – Culinary Specialist

Participants: Reed, Justin L MCPO; Ball, Kevin M MCPO; Thornton, Christopher E MCPO; Johnson, Derek R MCPO; Champlin, Mason T SCPO; Oellrich, Ernest N SCPO; Rowton, Brian Michael SCPO;

Please take a look and Review these Document Highlights:

• What is the future of the rating?

(Where will it be/where does it need to be in five years?)

The CS rating needs to maintain a full Personnel Allowance List (PAL) to ensure progress is achievable. For far too long, our leadership has been reactive to fleet-wide issues rather than being proactive. We need to adopt a proactive approach to managing the rating to prevent history from repeating itself. It is necessary to have our Master Chiefs work closely with the Coast Guard Recruiting Command (CGRC) to maintain full “A” Schools. Additionally, our Master Chiefs must do a better job of supporting our Food Service Officers (FSOs) and of ensuring our FSO’s are creating a positive environment for our junior CSs to learn, grow, and excel. In the next five years, we should see the following:

• Increased recruiting efforts with high schools, ProStart, SkillsUSA, and culinary competitions
• More Culinary Support Activities (CSAs)
• Patrol Boat Hubs Regional Support Galley Concept implementation
• CSB completing regular unit visits
• Continued Round up/Symposium CS Support
• FINCEN providing 100% accountability on CS administration
• Piloting of a new paperwork system
• Annual revisions to the Culinary Operations Management Instruction
• Updated RPQs
• Re-evaluation of where we place E9s for more strategic placement of senior leader billets
• Competency-based advancements
• Separated “A” School from the Galley, TRACEN Galley converted to a standalone CSA
• Continued partnership with the American Culinary Federation (ACF) and ACF testing centers in CSAs, large dining facilities, executive dining halls, etc.
• Construction of a new CS “A” School training facility
• Realignment of sea-time requirements for the CS rating
• Proper CS career advancement compensation for TDY deployments.
• Standardized Manning Power Requirements and Guidance for Underway CS Management

Overview of E-9 billets (Not a list of jobs, but general overview of roles and responsibilities)

Our CS Master Chiefs need to be positioned strategically to move the rate forward. The Master Chiefs need to empower and hold the Senior Chiefs accountable while facilitating an environment that fosters progress within the Rating.

They need to lead recruiting efforts, conduct unit outreach visits, symposiums, interact with others, and promote the CS Rating. Every Food Service Officer (FSO) should know every Master Chief because they are visible and present.

Our Master Chiefs should be seasoned leaders of chiefs and exhibit passion, vision, and a strong desire to continue leading. They must be effective communicators, culinary trainers, and experienced operators.

Lastly, the CS Master Chiefs must do whatever it takes to maintain a full Personnel Allowance List (PAL) to protect and support our people.

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Next update, MYCG wanted a message for the pending Scheduled Mission Station Galley Closures. Here is my response:

In times of crisis, opportunity often arises.

An overview of the last few years: Prior to the workforce realignment, the Culinary Program, RFMC, RTAC, and Product Line collaborated to update our plan to streamline CS Rating resources. The strategy included closing underperforming small boat stations and increasing deployable Culinary Specialist (CS) billets at strategic locations, employing the Culinary Support Activity  (CSA) model—a model we have advocated for over a decade, beginning with the successful implementation at CSA Yorktown.

 CSA Yorktown stands as a testament that the CSA concept is effective, offering substantial TDY support to the fleet, creating an environment ripe for career development, mentorship, and direct access to seasoned CS leaders. Following this success, we established CSA Alameda on the west coast, which has mirrored these results, demonstrating improved TDY management, enhanced guidance for junior CS staff, and better work-life balance for the CS community.

Five years ago, we witnessed a renewed urgency in our efforts due to the escalating CS TDY crisis. Many culinary specialists expressed a preference for sea duty over shore assignments plagued by personnel shortages and incessant TDY demands. This has signalled that relying on non CSA TDY is merely a stopgap solution; it comes with significant repercussions for personnel. The spike in Surge Staffing has triggered an uptick not only in TDY requests but also in “Not Fit for Duty” (NFFD) reports.

The challenges have compounded when units, already facing their own staffing gaps, are called upon for TDY support—forcing commanding officers to decline TDY support or constantly reclose and reopen their unit’s Coast Guard Dining Facility (CGDF). A troubling pattern has emerged wherein CS personnel are deployed multiple times within a year, fostering a perception of shore billets as a source of “ashore stress” in the shadow of impending TDY assignments.

Our solution: The key to disrupting this pattern lies in the CSA model, which could alleviate the imprudent use of non CSA Surge Staffing. The Work Force Realignment represents a small step forward—the stations earmarked for closure have been identified. To address sea-to-shore ratio concerns and ensure effective workforce management, our proposal suggests reallocating these billets as temporary deployable positions at pivotal CSA capable units.

Current state: For now, we are discussing a limited number of units transitioning to “scheduled mission only.” It’s important to note that although there was a more extensive list created earlier identifying many unit closures, this concern is now outdated. Many of the units on the outdated list will be filled this year because of the impacts of FAI (cutters going offline, SMS stations reassignments), the influx of members with guaranteed A School and those who are in the fleet that we incentivized with pre-slating that are on the wait list.

Yes, are initial proposals has become a victim of our own success.

As for the select units slated for “scheduled mission only,” arrangements may be possible to temporarily reassign them. The members at these units have been contacted and the AO will consider each member’s individual circumstances to arrive at the best decision for the member and the Coast Guard. 

Clarifying Misconceptions

–              It’s crucial to dispel certain myths, particularly the notion that closing boat stations will disrupt the Cutterman sea-to-shore ratio. This concern is unfounded. The transition of these billets from land-based roles won’t impact the ratio adversely.

–              Additionally, these reassignments are temporary measures—they create deployable assets that enhance fleet capabilities outside of traditional roles, such as managing dining facilities. Once standard operations resume and small boat stations return to full activity, they will regain their billets with no adverse effects on the new CSA allocations.

–              I must also emphasize that we have not yet received authorization to re-allocate billets. Advocacy for this has spanned several years, and we remain hopeful that Coast Guard Leadership will grant approval. This would enable us to initiate discussions on the optimal relocation of these billets. For now, they are considered temporary Non-Fills.

Conclusion

Ultimately, this approach represents a win-win for the CS rating and should be expanded to address the broader TDY crisis by closing down more underutilized small boat stations. We commend Coast Guard leadership for taking this small, decisive action to reduce the operational load during a time of staff shortages and for striving to right-size our organization for optimal efficiency. More of this is needed.

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Other Updates:

• RFMC Shout Out to CS2 Derek Mazzocoli https://coastguardculinary.com/2024/02/21/rfmc-shout-out-to-cs2-derek-mazzocoli/

• RFMC Shout Out to CS2 Jerry Marin https://coastguardculinary.com/2024/02/20/rfmc-shout-out-to-cs2-jerry-marin/

• How to get your 2024 SDP (With Sample Memo Template) Want your well-deserved SDP? Please do the following: https://coastguardculinary.com/2024/02/08/how-to-get-your-2024-sdp-with-sample-memo-template-2/

• As the FY25 Workforce Planning Team (WPT) and Special Duty Pay (SDP) Panels approach, we are diligently researching the intricacies of our current bonus structures to ensure we’re adequately prepared to request continuations of existing incentives. In the process of documenting our findings, we’ve decided to share this information with you. Our hope is that this will assist all CSs in obtaining the compensation they’re entitled to and shed light on the financial initiatives available to us for boosting retention and recruitment. Here is the 2024 Bonus Guide https://coastguardculinary.com/2024/02/08/rfmc-update-2024-bonus-guide/

• It was dumb luck and crazy… but we were able to get 4 Advanced Culinary Degrees available for CSs in 2024 (more info to follow next month):
  – Culinary Management (E): CS RFMC, DCMS-DPR-2 1
  – Dietician (E): CS RFMC, DCMS-DPR-2 1
  – Hospitality Management (E): CS RFMC, DCMS-DPR-2 1
  – Nutritionist (E): CS RFMC, DCMS-DPR-2 1

Lets go get educated! https://coastguardculinary.com/2024/03/11/subj-coast-guard-advanced-education-program-allocations-ay2025/

Thanks for everything you do each and everyday Culinary Specialists! You have changed the way the Coast Guard views our Rating.

-MC