BYT Driver said:Didn't they try a new pay scheme a little while ago? Something about being paid for the courses you took and experience levels? Therby a new Cpl/LS would be lvl 1, as they advanced in thier particular trade and affiliate courses, not career courses, they got more pay. I.E. and MSEOP with Airfield Specialist (no, there is not spec pay for that!) and Grader/Dozer course would get, say, $100 extra per month.
I don't know about other trades, but with MSEOP, there's a ton of courses out there for Cpls only (we don't have LS's, that's Navy!) and you'd be hard pressed to get them all in your career or before you actually got promoted.
As a side note, I just viewed my career manglers site, there's over 1100 Cpls in my trade. WOW!!!
Regards
L/Cpl (Navy) would be an Able Seaman, just as it is. The navy would only have to "eliminate" Master Seaman....and I don't mean by throwing them all overboard >airmich said:BYT, my post was if we went to the system that was suggested earlier: with Pte, L/Cpl and Cpl. What would we do with all of the MS/MCpl? And what would a L/Cpl in the Navy be called? A Lance Leading Seaman, or just stick with Able Seaman?
That is exactly what I was thinking....it IS true: you can read my mindInfidel-6 said:Pte
LCPL - one chevorn with 4 years as a Pte and JNCO
CPL - two chevrons min 2 years as a LCPL and 3A
Recce By Death said:... and the ripples are still being felt to this day.
Hauptmann Scharlachrot said:The navy would only have to "eliminate" Master Seaman....and I don't mean by throwing them all overboard >
The Librarian said:Our min and max pay levels per rank are set by Treasury Board Canada based on benchmark standards for comparable work and experience in the private sector with an additional 'military factor' figured in.
What you are therefore asking for when stating you want 10 IPCs for the Cpl rank is:
Your difference between the benchmarked minimum pay level and the maximum pay level to be handed out over 10 years.
IE,
You want to take your difference in salary adjustment in 10% increments over 10 years vice reaching the max level in 4 years like you are now doing.
That doesn't make too much sense to me at all. I know a heck of a lot of Captains who'd like to reach their maximum benchmarked level in 4 years instead of 10. The grass is not always greener over there!!
You want 10 incentives? You can have them. Differnece between the min and max level for current Cpls divided by 10 now equals a much smaller pay increase, once per year for 10 years. Glad I'm not a Cpl anymore!!
CDN Aviator said:we just got one and , IMHO, we make pretty darned good money.......
Echo9 said:While others have commented on the topic from a practical perspective, I'll take this on from the theoretical one.
1. Corporals are, like it or not, doers, and for the most part, what you get with a 10 year corporal, on the average, isn't much different from what you get with a 4th year corporal. Look at this not from the perspective of the 10 year guy, but from the 4 year one: eagerness and energy can often win out over the additional trade knowledge.
2. Captains could also be considered the doers of the officer world, but there's a world of difference between what you get from an old captain and a young one. The additional incentives reflect that in years 5-10, you're often continuing to gain job knowledge. Again, from the perspective of the 4 year guy: the young, eager, and energetic captain is often just good enough to really mess things up....
The more apt NCO comparison to the Captain, I would argue, is the Sergeant- flexible, used for a wide variety of tasks, able to operate at different levels of the organization, etc. Also, both are leadership ranks, which Corporal is not.