Memphis9489
15-Year Member
- Joined
- Oct 27, 2008
- Messages
- 1,389
I have read in too many different places, from BGOs, about all the "extra" things they do for their candidates to help them gain an appointment. Some even proofread their Personal Statements.
To me, that is overstepping the bounds of their job description and it only serves to make the playing field uneven. One candidate may have a very energetic, proactive, knowledgeable BGO who has this notion that he is on some kind of commission - almost as if he gets a free toaster oven or a free trip to the Bahamas for each candidate who gains an appointment.
It should not be that way!
In my opinion, the BGO has a very narrow function:
1. Determine if the candidate really wants to attend the Naval Academy. Are his parents making him? Does he really want to do something else? Does he not really want to serve in the military?
2. Determine if the candidate knows what he/she is getting into. It's a very military environment. They will not have all their summers off. They will have limited freedoms. They will have a service commitment at graduation.
3. Allow the candidate to explain anything unusual that appears in his record.
4. Review with the candidate the remaining items to complete their package.
5. Answer any questions the candidate has.
That's it!
The candidate should not get any more help than that. Don't teach them about any of the do's and don't's (there are a few tips). You are not their mentor. You are not their career counselor. You are not their buddy. You are not there to coach them through the process and help them put together any better package than they could have done without your help.
If the candidate wants to venture off into areas like that, he should initiate those topics - not the BGO. The candidate should get no additional beyond the help that he asks for - and then the BGO should determine if that kind of "help" is appropriate.
To me, that is overstepping the bounds of their job description and it only serves to make the playing field uneven. One candidate may have a very energetic, proactive, knowledgeable BGO who has this notion that he is on some kind of commission - almost as if he gets a free toaster oven or a free trip to the Bahamas for each candidate who gains an appointment.
It should not be that way!
In my opinion, the BGO has a very narrow function:
1. Determine if the candidate really wants to attend the Naval Academy. Are his parents making him? Does he really want to do something else? Does he not really want to serve in the military?
2. Determine if the candidate knows what he/she is getting into. It's a very military environment. They will not have all their summers off. They will have limited freedoms. They will have a service commitment at graduation.
3. Allow the candidate to explain anything unusual that appears in his record.
4. Review with the candidate the remaining items to complete their package.
5. Answer any questions the candidate has.
That's it!
The candidate should not get any more help than that. Don't teach them about any of the do's and don't's (there are a few tips). You are not their mentor. You are not their career counselor. You are not their buddy. You are not there to coach them through the process and help them put together any better package than they could have done without your help.
If the candidate wants to venture off into areas like that, he should initiate those topics - not the BGO. The candidate should get no additional beyond the help that he asks for - and then the BGO should determine if that kind of "help" is appropriate.