This guide provides information that will help you with your decision to become a Navy Supply Corps Officer during Fiscal Year 2025.
Ever wondered who keeps Navy warships stocked with everything from missile parts to midnight snacks? Meet the Supply Corps Officer – the Navy’s business manager at sea.
A Supply Corps Officer is a Staff Corps Officer in the United States Navy who is in charge of logistics, supply, readiness, contracting, fiscal affairs, and combat support throughout the entire Fleet. The Navy designator code for Supply Corps Officers is 3100.
While fighter pilots grab headlines, these logistics wizards quietly ensure ships don’t run dry of fuel mid-ocean or submarines can repair critical systems thousands of miles from port.
Curious how your business degree might translate to managing floating warehouses worth millions?
Let’s explore the hidden world of naval logistics that keeps America’s fleet battle-ready in 2025.
- What Does a Supply Corps Officer Do in The Navy?
- How Supply Corps Officers Shape Mission Outcomes
- Work Environment (Shore & Sea)
- Structure, Communication, and Leadership in the Supply Corps
- Leadership in Practice: Managing Teams and Taking the Helm
- Training and Skill Development
- Physical Demands and Medical Evaluations
- Deployment and Duty Stations
- Career Progression and Advancement
- Compensation, Benefits, and Lifestyle
- Risk, Safety, and Legal Considerations
- Impact on Family and Personal Life
- Post-Service Opportunities
- Qualifications, Requirements, and Application Process
- Is This a Good Job for You? The Right (and Wrong) Fit
- More Information
What Does a Supply Corps Officer Do in The Navy?
Navy Supply Corps Officers blend business expertise with military leadership to manage complex logistics operations aboard ships and shore facilities. They control multi-million dollar inventories, oversee food service operations feeding thousands, manage retail facilities, and ensure financial accountability while supporting combat readiness through precise supply chain management.
A Day in the Life of a Navy Supply Corps Officer (SUPPO)
From ocean-bound destroyers to land-based logistics centers, the Navy’s Supply Corps Officers—called SUPPOs—navigate a workday shaped by fast pivots, layered priorities, and tactical problem-solving. Here’s how the typical day unfolds, depending on the assignment.
Shipboard Duties: Tight Quarters, High Stakes
- Early Hours — Critical Systems First
- Inventory checks for vital parts: radar components, engine systems, weapons systems.
- Review of what’s in stock vs. what’s needed for upcoming operations.
- Mid-Morning — Budget Briefs
- Sit-downs with department heads: everyone wants more, but funds are finite.
- Balance demands across combat, engineering, and culinary divisions.
- Midday — Triage in Real Time
- Authorize emergency parts for systems like radar or sonar.
- Oversee provisioning schedules: food, fuel, medical gear.
- Afternoon — Data Meets Duty
- Run supply chain projections.
- Adjust procurement plans based on mission changes or mechanical issues.
Shore Assignments: Different Arena, Same Pressure
- Start of Day — Contracts & Costs
- Evaluate proposals from civilian vendors.
- Negotiate service and product contracts—every dollar counts.
- Midday — Logistics Unplugged
- Identify bottlenecks delaying cargo or material flow.
- Coordinate solutions across ports, warehouses, and customs agencies.
- Later Hours — People and Paper
- Approve purchase requests submitted by subordinate units.
- Mentor junior officers on logistics protocols and Navy procurement systems.
- Constant Contact — Joint Ops
- Align supplies and schedules with Army, Air Force, and Marine Corps.
- Plan integrated missions, from base support to field deployments.
Flex Moments: When Routine Gets Tossed
- Fuel Deals in Foreign Ports
- Cut short-term contracts on the fly to keep ships moving.
- Crisis Response
- Manage humanitarian shipments post-disaster: tarps, food, medicine.
- Balance urgency with accuracy—no margin for error.
Core Function: The Tactical Backbone
SUPPOs serve as operational glue—fusing readiness, finance, and supply to keep missions on track. When assets run low or logistics stall, they step in, recalibrate fast, and deliver what’s needed under pressure.
Quick Snapshot: SUPPO’s Daily Functions
| Task Area | Example Activity | Impact |
|---|---|---|
| Inventory Management | Check radar part stock | Prevent mission delays |
| Financial Oversight | Budget allocation meetings | Maximize unit effectiveness |
| Contract Negotiation | Review and approve vendor bids | Secure best-value deals |
| Emergency Response | Ship aid kits during typhoon recovery | Enable fast disaster relief |
| Inter-branch Support | Sync fuel logistics with Marines | Support joint-force missions |
SUPPOs operate behind the scenes—but without their precision, strategy, and flexibility, the mission would stall before it even launches.
Specific Roles
Within the U.S. Navy’s officer classification framework, Supply Corps officers fall under a highly specialized coding structure. These codes identify both occupational roles and specific career qualifications.
Below is a streamlined breakdown of the designator, subspecialty (SSP) codes, and additional qualification designations (AQDs) assigned to active-duty Supply Corps officers.
Designator Code
- 3100 – Assigned to Active Duty Supply Corps Officers
This designator applies across all core assignments and marks entry into the Supply Corps professional community.
Subspecialty (SSP) Codes
Supply Corps officers may focus their careers in defined functional specialties. Each is represented by a four-digit SSP code:
| Code | Subspecialty Area |
|---|---|
| 1301 | Financial Management |
| 1302 | Supply Chain Management |
| 1304 | Transportation Logistics Management |
| 1306 | Acquisition and Contract Management |
| 1307 | Petroleum Management |
| 1309 | Logistics Information Technology |
These assignments reflect long-term career paths and determine eligibility for specific billets and training programs.
Additional Qualification Designations (AQDs)
AQDs recognize qualifications beyond core subspecialties. These supplemental codes highlight advanced training, warfare qualifications, and leadership milestones.
| Code | Qualification |
|---|---|
| LA8 | Surface Warfare Supply Corps Officer |
| BC8 | Naval Aviation Supply Officer |
| SQ1 | Submarine Qualified Supply Corps Officer |
| 93E | Navy Expeditionary Supply Corps Officer |
| 960 | Seabee Combat Warfare Specialist |
| 2D1 | Commander Milestone / Captain Major Command Eligible |
| 935 | Completion of Commander Milestone |
| 93A | Commander Milestone Screening & 18+ months in Shore Command billet |
| 93B | Captain Major Command Ashore & 18+ months in Major Command billet |
Assignments of AQDs follow specific service criteria and are officially tracked within Navy classification records.
For those looking to explore the full catalog of SSP codes and AQDs, refer to the Navy Officer Manpower and Personnel Classifications Manual, which governs all officer career coding structures across the service.
How Supply Corps Officers Shape Mission Outcomes
The impact of Navy Supply Corps Officers extends far beyond storerooms and spreadsheets. They function as critical enablers of combat power and operational reach, executing behind-the-scenes actions that keep missions moving forward.
Combat Support Without Firing a Shot
Fueling Frontline Action
Every strike mission launched from a carrier begins with a logistics chain. Supply Officers ensure jet fuel is on deck, ordnance is pre-staged, and spare parts are ready. Without that groundwork, combat readiness unravels.
Budget Stretching Under Pressure
Officers routinely make tough financial calls. They allocate constrained resources while ensuring readiness standards are met. The result: commanders sustain tempo without breaching fiscal lines.
Force Multiplier in Humanitarian Crises
Relief Logistics in Action
When disaster strikes, Supply Officers pivot from warfare support to humanitarian response. In the 2025 Pacific typhoon aftermath, these officers converted warships into supply hubs, delivering:
- Water purification systems
- Field medical kits
- Emergency rations
Their coordination turned military assets into civilian lifelines—demonstrating flexibility without sacrificing precision.
Guardians of Integrity and Accountability
Financial Oversight
Meticulous expense tracking prevents waste and mismanagement. Officers validate transactions, ensure contract compliance, and uphold audit-ready standards—all while maintaining pace with operational demands.
Inventory Control
They deploy systems that track and monitor high-demand parts, eliminating shortages that can compromise deployment schedules. This vigilance prevents mission delays while safeguarding taxpayer investment.
Tools of the Trade: Systems Powering Naval Logistics
Modern supply operations rely heavily on digital tools and real-time data. Supply Corps Officers are expected to master a range of platforms critical to logistics execution.
Core Platforms and Capabilities
| System | Function | Operational Value |
|---|---|---|
| GCSS-M | Tracks repair parts across ships | Enables real-time visibility for global fleets |
| Standard Accounting Systems | Manages financial transactions and audits | Ensures transparency and budget integrity |
| AI Maintenance Forecasting | Predicts part failures before they occur | Reduces downtime through proactive repairs |
| Blockchain Logistics | Secures part authenticity in transit | Blocks counterfeit components from entering the fleet |
Adapting to Innovation While Honoring Fundamentals
New technologies demand quick learning and constant adaptation. Supply Officers must:
- Stay fluent in evolving logistics software
- Apply traditional skills like vendor negotiation and operational planning
- Maintain cybersecurity awareness tied to cloud-based systems
This blend of new and old defines the role: data-driven, forward-looking, but grounded in tactical awareness.
Work Environment (Shore & Sea)
Serving as a Navy Supply Corps Officer isn’t just a job—it’s a revolving cycle of intense duty, strategic management, and evolving leadership challenges. The nature of this role requires shifting between dramatically different operational contexts, all while maintaining performance under pressure and accountability at scale.
Operating Environments and Schedules
No two tours look alike for Supply Corps Officers. One assignment may involve cramped shipboard conditions with persistent motion and machine noise; the next could offer a conventional office setting ashore with stable hours.
- At sea, especially aboard aircraft carriers, the pace and noise level rise sharply. Officers manage sprawling supply departments, often squeezed into compact workspaces flanked by storerooms of critical aircraft components. Twelve-hour days—every day—aren’t unusual during deployments. Sleep frequently breaks for emergency requisitions or logistical breakdowns that can’t wait.
- Onshore, the routine settles slightly. Operational commands continue to run 24/7, but officers usually follow a more traditional weekday schedule, with some on-call expectations. Administrative assignments offer even more predictability. However, units supporting active fleets still face surges during exercises or ship movements.
The constant shift between structured base environments and the unpredictable rhythms of deployment life builds versatility, but it also demands personal adaptability.
Structure, Communication, and Leadership in the Supply Corps
In the Navy’s logistics world, success doesn’t come from isolated decisions—it’s driven by structure, clarity, and leadership. Supply Corps Officers operate within strict protocols but are also expected to lead decisively, adapt rapidly, and communicate with precision.
Working the Chain of Command
Reporting Lines That Define Operations
The hierarchy is non-negotiable. Junior Supply Officers communicate up through department heads, who in turn brief executive and commanding officers. Jumping the chain doesn’t accelerate outcomes—it erodes trust and creates confusion.
Clarity Through Formal Channels
- Official correspondence includes naval messages, secured email systems, and command-level briefs.
- Junior officers are trained to distill logistical complexity into actionable language that aligns with operational priorities.
Clear communication isn’t just tactical—it’s strategic. It shapes how logistics are perceived and whether they’re prioritized by non-supply decision-makers.
Performance Visibility and Career Progression
Fitness Reports: The Paper Trail That Counts
These evaluations measure:
- Leadership effectiveness
- Technical expertise
- Alignment with command objectives
Every word in a fitness report can influence promotions and future assignments. They’re reviewed by centralized boards and compared across peers.
The Quiet Power of Informal Mentorship
Outside official evaluations, real growth often stems from spontaneous feedback:
- After-action reviews
- One-on-one sessions post-inspection
- Unscripted conversations during field operations
These interactions shape leadership instincts and refine decision-making more than written guidance ever could.
Leadership in Practice: Managing Teams and Taking the Helm
Supply Corps leadership looks very little like corporate supervision. It’s immediate, often under pressure, and always rooted in the mission.
From Small Units to Major Commands
| Officer Level | Typical Team Size | Leadership Scope |
|---|---|---|
| Junior Officer | 5–30 sailors | Direct daily supervision, task coordination, supply task execution |
| Mid-grade Officer | 30–100 personnel | Departmental leadership, base-wide logistics coordination |
| Senior Officer | 100+ staff | Strategic logistics planning for ships, squadrons, or installations |
Autonomy Comes with Rank
As officers move up, expectations shift. What begins as tightly guided decision-making becomes independent operational authority. Senior Supply Officers:
- Set procurement strategies
- Direct large-scale inventory operations
- Serve as principal advisors to commanding officers on logistics risk and readiness
Leadership in the Supply Corps doesn’t rest on titles. It’s measured by how well an officer balances people, systems, and the mission—often under conditions where there’s no margin for error.
Job Fulfillment and Long-Term Commitment
Roughly 65% of Supply Corps Officers remain in uniform past the 10-year mark. Their reasons aren’t hard to map. Many cite the satisfaction of leading teams, applying technical training, and enjoying a career that swings between sea and shore as key motivators.
- Performance is measured, not abstractly, but through concrete metrics: supply accuracy rates, inventory audit compliance, and satisfaction among supported commands.
- Perks that resonate include global travel, job stability, and acquiring transferable skills in logistics, finance, and contract management—assets in both military and civilian sectors.
Yet, challenges persist. Deployments strain family life. Financial oversight carries pressure, especially when handling inventory valued in the millions. Officers also regularly wrestle with the tension between business efficiency and rigid military protocols.
Still, for those drawn to problem-solving under real-world constraints, the role delivers. Supply Corps Officers aren’t just moving parts—they’re powering the mission from behind the scenes, ensuring readiness, efficiency, and operational success in every domain.
Training and Skill Development
Initial Training
| Training Phase | Duration | Location | Key Focus Areas |
|---|---|---|---|
| Officer Candidate School | 12-13 weeks | Newport, RI | Military fundamentals, physical fitness, leadership |
| Basic Qualification Course | 20 weeks | Navy Supply Corps School, Newport, RI | Supply management, food service, disbursing, retail |
| Division Officer Leadership Course | 5 days | Newport, RI | Team leadership, conflict resolution, counseling |
The transformation from civilian to Supply Corps Officer begins at Officer Candidate School (OCS) in Rhode Island. Here, candidates face a jarring immersion into military culture – predawn physical training, classroom instruction on naval history and regulations, and endless uniform inspections.
The demanding schedule builds mental toughness while instilling basic officer skills. Students practice leadership through rotating positions of authority, learning to give clear instructions under pressure.
After commissioning, new ensigns head straight to the Basic Qualification Course at Navy Supply Corps School. This intensive program covers core competencies through a mix of classroom lectures, computer simulations, and hands-on exercises.
Students master Navy-specific inventory systems, practice food service management in training galleys, and navigate complex financial regulations. The curriculum includes scenario-based exercises that mimic shipboard emergencies and supply shortages, forcing students to make rapid decisions with limited information.
Advanced Training
Supply Corps Officers don’t coast after their initial training. Instead, the Navy injects professional development throughout an officer’s career, layering advanced education with tactical specialization. These programs aren’t optional polish—they’re mission-aligned investments in operational leadership.
Graduate Education—Funded, Focused, and Forward-Leaning
The Navy foots the bill for select officers to earn master’s degrees, most commonly in:
- Acquisition and Contracting
- Supply Chain Management
- Financial Management
These 18–24 month programs run at either the Naval Postgraduate School or civilian universities. The content isn’t theoretical—it’s tailored to the real-world math, policy, and process management needed to lead high-stakes logistics operations. Officers come out with toolkits designed for enterprise-level decision-making.
DAWIA Certifications—Expertise by Design
The Defense Acquisition Workforce Improvement Act (DAWIA) tracks aren’t resume fluff. They’re structured to turn working officers into recognized specialists. Areas of focus include:
- Contracting execution
- Logistics coordination
- Defense financial oversight
Each certification level stacks coursework with applied assignments—officers aren’t just attending classes, they’re solving problems in live environments. By completion, they aren’t just trained—they’re credentialed to lead.
Training With Industry—Learning at Speed from the Private Sector
Some officers are tapped for the Training With Industry (TWI) pipeline. This six-month assignment embeds them with corporate giants—Amazon, FedEx, and others—where they observe logistics done at commercial scale.
These aren’t tours or internships; officers join project teams and absorb systems thinking, data-driven operations, and rapid-cycle decision-making. The takeaway isn’t just exposure—it’s actionable insight for military adaptation.
Targeted Courses for Specific Missions
The Navy runs additional specialty tracks aligned to niche but critical roles. Some of the more applied offerings include:
- Petroleum Systems Management
- Joint Aviation Supply Coordination
- Advanced Food Service Logistics
These short-form courses ensure the right officer has the right knowledge for the right mission—whether it’s fueling a strike group or feeding a battalion in the field.
Continuous Learning Infrastructure
Outside of degree programs and certifications, professional development never really stops. Officers rotate through:
- Digital learning platforms for systems updates
- Curated reading programs that blend military doctrine with private-sector logistics insight
- Annual conferences that bring together acquisition pros across government and industry
This ecosystem of learning doesn’t just check boxes—it maintains technical fluency in an environment where standards, threats, and technologies are always moving.
Ultimately, advanced training in the Supply Corps isn’t about resume-building. It’s how officers stay ready to run the logistics backbone of naval power—on sea, on shore, and under pressure.
Physical Demands and Medical Evaluations
While Navy Supply Corps Officers aren’t typically found in front-line combat roles, their responsibilities still carry a mix of physical exertion and intense cognitive strain. The job demands steady endurance, environmental flexibility, and consistent focus—often in high-pressure conditions.
Physical Expectations: Moderate but Mission-Critical
Shipboard Movement
Officers stationed at sea navigate a challenging environment:
- Steep ladderwells between decks
- Narrow passageways requiring agility
- Weather decks during underway replenishments, often in unpredictable sea conditions
Even without heavy gear, the physical toll builds through repetition and pace. Tasks like supervising pallet transfers or inspecting storerooms can stretch into long, active shifts.
Shore-Based Mobility
Stateside or overseas bases don’t offer much rest either:
- Officers routinely cover long distances on foot, especially across large depots or warehouse complexes
- Site walkthroughs often last hours, especially during inspections or system overhauls
The role requires sustained movement across logistical hubs, not static office work.
Mental Endurance: The Real Test of Resilience
The sharper demand lies in cognitive performance under time pressure. Officers must:
- Process competing priorities in real-time
- Manage overlapping deadlines (e.g., emergency orders, audits, budget submissions)
- Sustain focus through long cycles, particularly during deployment tempo or fiscal year-end closeouts
Decisions made while fatigued—financial, logistical, or operational—can ripple across entire missions. That makes mental durability a critical trait, sometimes more decisive than physical readiness.
Summary of Operational Demands
| Requirement Type | Activity | Operational Impact |
|---|---|---|
| Physical | Climbing ladders, walking warehouses, deck operations | Ensures visibility across inventory and execution tasks |
| Mental | Multi-tasking, urgent decision-making, sustained focus | Prevents errors, maximizes mission support under pressure |
Supply Corps Officers aren’t expected to match the physical loadouts of combat personnel. But they do need to be mobile, alert, and mentally resilient—day after day, mission after mission.
The Navy’s Physical Readiness Test (PRT) measures core fitness across strength, endurance, and cardiovascular capacity.
For officers aged 20 to 24, minimum standards are gender-specific and include three primary exercises, with a swim option available as an alternative to the run. Meeting or exceeding these baselines is required to maintain deployability and physical qualification.
| PRT Component | Male Minimum (Age 20-24) | Female Minimum (Age 20-24) |
|---|---|---|
| Push-ups | 42 | 18 |
| Forearm Plank | 1:20 (minutes:seconds) | 1:20 (minutes:seconds) |
| 1.5 Mile Run | 13:30 (minutes:seconds) | 15:30 (minutes:seconds) |
| 500-Yard Swim (alternate) | 12:30 (minutes:seconds) | 14:00 (minutes:seconds) |
Medical Evaluations
Supply Corps Officers are required to meet consistent medical benchmarks to remain eligible for deployment and operational duty. These evaluations are structured to track long-term health, prevent mission impairment, and verify that each officer is physically and psychologically fit for the demands of naval service.
Routine Health Requirements
Annual assessments include:
- Physical exams to screen for health risks and monitor chronic conditions
- Dental evaluations to ensure deployability
- Vision tests to verify prescription accuracy and lens readiness
- Immunizations aligned with global deployment schedules
Security and Psychological Screening
Officers holding clearances undergo periodic psychological evaluations, not only for personal wellness but as part of broader national security protocols. These assessments support risk mitigation for roles involving sensitive or classified information.
Sea Duty-Specific Medical Screening
Assignments at sea trigger an extra layer of evaluation:
- Focus is placed on long-term endurance and environmental tolerance
- Chronic issues like severe motion sickness may disqualify officers due to the sustained instability of shipboard life
- Readiness includes the ability to operate without immediate access to advanced care
Compliance and Deployment Preparedness
- Officers needing corrective eyewear must carry updated prescriptions, plus spare sets for extended deployments
- The Navy’s Periodic Health Assessment (PHA) serves as the primary tool for tracking yearly health trends and identifying potential duty limitations
Though not combat-intensive, the Supply Corps demands steady physical health, sharp cognitive performance, and readiness to serve in environments ranging from carrier decks to disaster zones. Medical compliance isn’t procedural—it’s operational insurance.
Deployment and Duty Stations
For Navy Supply Corps Officers, the rhythm of service is defined not just by what they do—but where and how often they do it. Assignment cycles vary widely by platform, location, and mission type. The constant across them all? Movement, complexity, and global reach.
Deployment Tempo and Mission Scope
Deployment schedules are anything but uniform. Supply Corps Officers attached to large-deck platforms—aircraft carriers or amphibious ships—typically face 6- to 8-month deployments every two to three years.
Those stationed aboard smaller ships, like destroyers or cruisers, often rotate out more frequently—7-month deployments every 18 months is a common pattern.
These missions reach across the world. Common deployment zones include:
- The Indo-Pacific for deterrence and power projection
- The Mediterranean in support of NATO operations
- The Middle East, often aligned with logistics for U.S. Central Command
Assignments run the gamut—combat operations, multinational exercises, humanitarian logistics, and presence missions.
For instance, during the Navy’s 2025 Pacific operations surge, Supply Corps Officers orchestrated extended logistical networks across contested sea lanes, executing support operations under tight deadlines and complex geopolitical constraints.
In between sea tours, shore duty offers a reset—but not always a breather. Officers attached to expeditionary logistics commands can find themselves deploying again, this time to forward-operating bases or remote disaster zones. These tours can last 6 to 12 months, often with minimal prep time, especially during contingency operations.
Station Assignments and Flexibility
Where Supply Corps Officers go next isn’t random—but it’s also not entirely up to them. Each new billet is assigned through a system that matches service needs with officer input.
Every officer submits a ranked list—nicknamed a “dream sheet”—that signals preferred locations and units. Detailers then weigh those preferences against the Navy’s personnel requirements and the officer’s career progression path.
High-demand stateside duty stations include:
- Norfolk, VA
- San Diego, CA
- Washington, D.C.
For overseas assignments, officers may rotate into billets in:
- Yokosuka or Sasebo, Japan
- Guam
- Naples, Italy
- Rota, Spain
Assignments aren’t guaranteed, but officers who hold critical skills or volunteer for underserved locations often receive priority consideration. Over time, as rank increases, officers gain more leverage in shaping where they go.
Programs like the Exceptional Family Member Program (EFMP) offer additional placement flexibility for families with unique medical or educational needs.
While mobility is built into the system, Supply Corps Officers who plan smartly can often steer their trajectory, balancing career development with personal goals. The key is knowing which billets offer strategic value—and when to pivot to secure the next opportunity.
Career Progression and Advancement
Career Path
| Rank | Typical Timeline | Common Assignments | Key Milestones |
|---|---|---|---|
| Ensign (O-1) | 0-2 years | Division Officer (small ship), Assistant Division Officer (large ship) | Qualification as Division Officer, Supply Corps Warfare pin |
| Lieutenant JG (O-2) | 2-4 years | Division Officer (large ship), Assistant Department Head | Department Head qualification, DAWIA Level I |
| Lieutenant (O-3) | 4-10 years | Department Head (small ship), Assistant Supply Officer (large ship), Shore Staff | Post-graduate education, DAWIA Level II |
| Lieutenant Commander (O-4) | 10-16 years | Supply Officer (destroyer/cruiser), Department Head (shore command) | Department Head tour completion, Joint duty |
| Commander (O-5) | 16-22 years | Supply Officer (aircraft carrier), Commanding Officer (shore facility) | Command qualification, DAWIA Level III |
| Captain (O-6) | 22+ years | Commanding Officer (major shore command), Fleet Staff | Major command tour, Joint qualification |
Supply Corps Officers advance through a structured system designed to build both leadership capacity and technical mastery. Each step along the career track introduces broader responsibility and tighter competition for advancement.
Early Roles: Division Leadership
Newly commissioned officers begin as division officers, managing focused areas such as:
- Food service operations
- Disbursing and financial transactions
- Retail or supply warehouse management
These roles emphasize hands-on leadership and daily accountability over key logistics functions.
Mid-Career: Department Oversight
After gaining experience, officers move into department head positions. At this level, they oversee entire supply departments aboard ships or at major facilities. Responsibilities include:
- Budget execution
- Personnel supervision
- Coordination with other departments for mission support
This stage serves as a proving ground for higher leadership.
Promotion Process and Selection Rates
Advancement depends on consistent performance, continuing education, and operational track record. Officers are evaluated by promotion boards at set intervals, with selection rates tightening at each rank:
| Rank Promoted To | Approximate Selection Rate |
|---|---|
| Lieutenant Commander | 65–70% |
| Commander | 50–55% |
| Captain | 30–35% |
Each rank signals readiness for increased strategic input and broader command roles. Promotion decisions weigh leadership evaluations, mission alignment, and specialized qualifications.
Supply Corps careers are intentionally paced to develop officers who can handle the full spectrum of logistics—from tactical execution to strategic planning—under the complex demands of naval operations.
Role Flexibility and Transfers
A Navy Supply Corps career isn’t rigid—it’s designed with built-in flexibility to support personal growth, evolving interests, and mission needs. Officers can steer their trajectory through formal transitions or targeted specialization, all while being measured by a performance system that rewards capability and leadership.
Lateral Transfers and Community Shifts
Supply Corps Officers may request transfers to other Navy officer communities, including:
- Civil Engineer Corps
- Restricted Line specialties (e.g., information warfare or intelligence)
These moves usually occur at transitional points between major assignments and require approval through administrative selection boards. Candidates submit formal applications and undergo evaluations to assess fit and readiness.
Specialization Within the Supply Corps
Even without leaving the corps, officers can refocus their career through:
- Subspecialty codes tied to areas like contracting, fuel logistics, or financial management
- Formal training and certification programs, often linked to operational demands
This system allows officers to shift from one track—such as shipboard logistics—to another like acquisition or inventory systems, without leaving the community.
Process for Transitioning Roles
Career transitions typically follow a structured process:
- Consultation with a detailer (career manager)
- Application for specialized billets or training
- Board review (if competitive selection is involved)
Timing these shifts at natural breakpoints—end of sea duty, post-graduate education windows, or completion of command tours—increases approval likelihood.
Performance Evaluation and Career Advancement
The Navy uses Fitness Reports (FITREPs) to assess officer performance annually. These reports are not generic appraisals—they’re detailed, comparative assessments that directly influence promotions.
Key Evaluation Areas
| Metric Category | Examples of Evaluation Focus |
|---|---|
| Operational Performance | Supply accuracy, readiness metrics, audit results |
| Leadership & Mentorship | Team development, morale, personnel retention |
| Strategic Contribution | Innovation, cross-functional planning, mission support |
| Professional Development | Certifications, graduate education, collateral duties |
FITREPs compare officers within peer groups, creating competitive rankings that shape who gets promoted and who gets sidelined. Even top performers must outpace peers to advance.
Keys to Long-Term Success
- Master fundamentals early in logistics, finance, and personnel systems
- Pursue varied assignments to build broad, adaptable expertise
- Invest in advanced education—both formal degrees and Navy-sponsored training
- Build mentorship ties for insight, sponsorship, and real-time feedback
Officers who balance technical depth with strategic vision tend to rise faster and farther. The system rewards those who deliver result
Compensation, Benefits, and Lifestyle
Financial Benefits
| Pay Grade | Years of Service | Monthly Base Pay (2025) | Annual Base Pay (2025) |
|---|---|---|---|
| O-1 (Ensign) | <2 | $4,030.50 | $48,366.00 |
| O-2 (LTJG) | 2 | $5,212.80 | $62,553.60 |
| O-3 (LT) | 4 | $6,394.80 | $76,737.60 |
| O-4 (LCDR) | 10 | $8,027.10 | $96,325.20 |
| O-5 (CDR) | 16 | $9,673.20 | $116,078.40 |
| O-6 (CAPT) | 22 | $11,668.20 | $140,018.40 |
Serving as a Supply Corps Officer doesn’t just offer a paycheck—it delivers a structured compensation system paired with deep, long-term benefits.
From tax-free allowances to full healthcare and subsidized education, the package rewards both the complexity of the role and the demands of naval life.
Compensation Beyond Base Pay
The base salary is just the start. Officers receive a combination of tax-free allowances and incentive pays that significantly boost their total income.
- Basic Allowance for Housing (BAH): Varies by location and dependent status, generally ranging from $1,800 to $3,500 per month for mid-grade officers. This benefit is entirely tax-free.
- Basic Allowance for Subsistence (BAS): Adds roughly $300 monthly, also tax-free, to offset meal costs.
Additional pays stack based on assignment type:
| Special Pay | Monthly Amount | Purpose |
|---|---|---|
| Career Sea Pay | $50–$750 | Compensates for cumulative time spent at sea |
| Hazardous Duty Incentive Pay | $150–$250 | For assignments with increased risk |
| Family Separation Allowance | $250 | Supports families during extended deployments |
| Retention Bonuses | Varies | Offered at career milestones for critical skills |
These supplemental pays are structured to recognize service complexity and incentivize high-retention specialties.
Comprehensive Benefits Package
Supply Corps Officers receive full-spectrum support that goes far beyond the paycheck:
- Healthcare: Covered through TRICARE, offering low-cost, full coverage for medical, dental, and vision needs. After 20 years of service, retirees transition into TRICARE for Life, providing near-total coverage after age 65.
- Housing: Officers can choose on-base living or draw BAH to secure private-sector housing in their preferred area.
- Education:
- Tuition Assistance (TA): Funds up to $250 per credit hour, capped at $4,500 annually, for off-duty education.
- Post-9/11 GI Bill: Covers tuition for post-service degrees and can be transferred to dependents after six years of service.
These benefits are regularly leveraged for MBAs, supply chain certifications, and other graduate-level coursework.
- Retirement: A hybrid system includes:
- Pension: 40% of base pay after 20 years
- Thrift Savings Plan (TSP): A government-backed 401(k) equivalent with matching contributions
Combined, the long-term financial stability rivals and often exceeds many civilian executive compensation packages.
Leave and Lifestyle Support
Work-life balance is realistic—but fluctuates with duty type:
- Paid Leave: 30 days annually, plus holidays when operational tempo allows.
- Family Care: Officers with dependents can submit care plans and access affordable childcare via Child Development Centers on most bases.
Shore duty typically brings consistent hours and weekends off. By contrast, sea duty often involves long days and rotating shifts, particularly during deployment cycles.
To offset stress and logistical burdens, the Navy operates Fleet and Family Support Centers, which offer:
- Counseling services
- Financial and transition planning
- Relocation coordination and spouse employment resources
Despite operational demands, these programs help officers maintain personal and family well-being while navigating the high-op tempo of military logistics leadership.
Risk, Safety, and Legal Considerations
Supply Corps Officers operate within a framework that demands precise logistical execution under variable physical and legal conditions.
While not front-line combatants, they are responsible for critical assets, hazardous operations, and regulatory compliance—all while navigating dynamic environments.
Operational Hazards Across Assignments
Shipboard Conditions
- Officers at sea regularly face structural risks. Movement between decks involves steep ladders, slick surfaces, and tight spaces—especially hazardous during rough seas.
- Underway replenishments increase exposure to high-tension lines, suspended loads, and shifting equipment between ships.
Industrial and Shore-Based Environments
- Forklifts, cranes, and powered tools present constant risk in aviation supply hubs and warehouse settings.
- Hazardous materials—including fuels, solvents, and industrial cleaners—require careful storage and handling procedures aligned with Navy safety codes.
Cognitive and Environmental Strain
- Extended hours at terminals and administrative stations elevate ergonomic stress and fatigue.
- Deployments bring prolonged workload intensity, and humanitarian missions may introduce biohazard exposure or environmental instability.
Combat Zone Exposure
- In forward-deployed locations, officers remain behind front lines but are not immune to indirect threats. Secure zones still carry elevated situational risk.
Safety Standards and Control Systems
Mandatory Protocols
- Safety compliance begins with initial training and continues through recurring certifications. Topics include:
- Fire suppression system operations
- Material handling and containment
- Emergency evacuation procedures
- PPE standards vary: flame-resistant clothing at sea, steel-toed boots ashore, protective eyewear in chemical zones.
Operational Risk Management (ORM)
- ORM is a planning process used before operations begin. It identifies high-probability failure points and introduces procedural controls to mitigate injury and asset loss.
- Routine audits reinforce policy enforcement and prevent lapse in compliance with Navy and OSHA directives.
Mental Health Infrastructure
- Confidential resources like Military OneSource and embedded psychological health programs address stress and burnout risk.
- Officers are explicitly authorized to halt unsafe actions—empowering a pause-first culture when safety standards are compromised.
Security and Legal Constraints on the Role
Clearance and Investigative Vetting
- Supply Officers require a minimum Secret clearance. Certain billets demand Top Secret with Sensitive Compartmented Information (SCI) eligibility.
- Investigations extend beyond employment history. They examine credit behavior, foreign connections, and patterns in personal conduct.
Contractual Service Commitments
- Officers commit to eight years of obligated service: four years active duty, four years in reserve.
- Voluntary participation in Navy-funded education or specialized training programs may add two to three years of additional obligation.
Legal Oversight and Financial Stewardship
- Supply Corps Officers manage inventory valued in the millions and oversee appropriated federal funds.
- Errors or negligence in contract execution, fund management, or inventory reporting carry administrative penalties.
- Familiarity with the Federal Acquisition Regulation (FAR), anti-fraud statutes, and fiscal law is not optional—it’s foundational.
Force Continuity Measures
- The Navy reserves the right to activate stop-loss orders—temporarily freezing promotions, reassignments, or separations to maintain operational integrity during conflict, crisis, or strategic shortfall.
Supply Corps Officers manage more than supplies. They bear the operational risk of physical harm, legal accountability for government assets, and regulatory responsibility in environments where error is measured in mission failure, fiscal waste, or personal harm. These aren’t theoretical risks—they’re occupational realities.
Impact on Family and Personal Life
Life as a Supply Corps Officer doesn’t happen in a vacuum. Behind every duty station, deployment, or promotion board is a family managing change, separation, and sacrifice.
The Navy lifestyle imposes real strain—but it also offers support systems, predictable growth paths, and a community that understands the cost of service.
Family Realities: What to Expect
Deployments are the most visible stressor. Supply Corps Officers regularly leave home for 6 to 8 months, often with minimal notice and limited communication once underway. While the tempo varies by assignment, irregular hours, weekend watches, and night shifts are common realities during sea tours—even when not deployed.
Frequent relocations add another layer. Most officers move every two to three years, which impacts:
- Spouse employment – Careers often restart with each PCS (Permanent Change of Station).
- Children’s education – Kids shift between school systems, sometimes midyear.
- Family networks – Rebuilding support systems becomes a recurring task.
Overseas assignments complicate matters further. Language barriers, cultural adjustments, and long distances from extended family can heighten feelings of disconnection—but also offer unique exposure and growth for families open to international life.
Despite the churn, many families find stability in the Navy’s benefits and rhythm. The structured promotion ladder brings predictability. Base life offers close-knit communities. And the experience of living in diverse regions can be a long-term positive for kids and spouses alike.
Support Systems: What’s Available
The Navy recognizes the pressure families face and has built a broad web of services designed to help.
Fleet and Family Support Centers (FFSC) deliver:
- Relocation planning
- Financial counseling
- Career services for spouses
The Military Spouse Employment Partnership (MSEP) connects spouses with companies attuned to military lifestyles—companies that understand remote work, relocation timelines, and job continuity.
For children, the Navy offers:
- Child and Youth Programs with subsidized care and activities
- Summer camps and enrichment programs
- School Liaison Officers to smooth school transitions between stations
During deployments, Family Readiness Groups organize outreach, updates, and social support. And for families managing medical or educational needs, the Exceptional Family Member Program (EFMP) ensures future assignments align with required resources.
Lastly, Military OneSource provides 24/7 support—everything from confidential counseling and legal help to elder care planning and tax prep.
Relocation Tempo and Flexibility
Relocation remains a defining feature of the job. Assignments rotate between sea and shore duty, typically on a 24–36 month cycle. While officers can submit location preferences, mission needs always take priority.
Some assignments offer more predictability. Shore duty tends to stabilize schedules and reduce travel, but short-term detachments still occur—especially in fleet support roles or during large-scale exercises.
Recognizing the wear and tear of this cycle, the Navy offers the Career Intermission Program (CIP). Officers can pause their service for up to three years to pursue education, address family priorities, or recalibrate. This option allows flexibility without derailing a career, although participants commit to additional service time afterward.
Military life will always test personal and family resilience. But with planning, support, and open communication, many Supply Corps families find a rhythm that works—built around purpose, adaptability, and shared commitment to something larger than themselves.
Post-Service Opportunities
Transition to Civilian Life
Supply Corps Officers develop highly transferable skills that open doors across multiple industries. Their logistics expertise translates directly to supply chain management roles with companies like Amazon, FedEx, or Walmart. Financial management experience prepares officers for careers in corporate finance, banking, or federal financial agencies.
Contract management qualifications align with procurement positions in government agencies or defense contractors. Officers with DAWIA certifications meet federal requirements for acquisition positions without additional training. Leadership experience managing large teams and complex operations makes former Supply Corps Officers attractive candidates for management consulting firms.
Specific examples include:
- A former Lieutenant Commander now directs regional distribution operations for Target
- An ex-Supply Officer manages government contracts for Lockheed Martin
- A retired Captain serves as Chief Financial Officer for a mid-sized healthcare system
Transition Programs
Separation policies allow officers to resign their commissions after completing minimum service obligations. Those seeking early separation for exceptional circumstances must submit formal requests through their chain of command.
Officers approaching retirement eligibility (20 years) typically receive career counseling to maximize their long-term benefits.
Exiting active duty as a Supply Corps Officer isn’t a detached handoff—it’s a structured, strategically designed transition built to preserve momentum. The Navy and affiliated organizations equip officers with practical tools, career access, and educational leverage to ensure the shift into the civilian workforce is informed, deliberate, and economically secure.
Transition Assistance Program (TAP): Early Exit Planning
The Transition Assistance Program (TAP) begins up to 24 months before separation and delivers more than basic information. It’s a multi-session framework designed to recalibrate military experience for private-sector expectations. Officers receive:
- Job market analysis tailored to career interests
- Resume conversion workshops focused on civilian-friendly language
- Mock interviews and coaching using current hiring standards
- LinkedIn optimization sessions to support targeted networking
Participation is mandatory—but the value lies in the depth, not the requirement. The structure encourages officers to exit with a plan, not just a DD-214.
SkillBridge: Pre-Separation Work Integration
The SkillBridge Program allows eligible officers to embed within a civilian company during their final 180 days of active duty, without loss of pay or benefits. It’s more than a job shadow—it’s a full-time, hands-on internship that often functions as a probationary hiring period.
Industries that regularly participate include:
- Supply Chain and Operations
- Corporate Finance and Accounting
- Aerospace, Defense, and Contracting
- Energy and Infrastructure
For separating officers, SkillBridge turns theory into relevance. It transforms military leadership and logistical coordination into direct private-sector impact—before terminal leave even starts.
Post-9/11 GI Bill: Education as an Economic Asset
The Post-9/11 GI Bill extends full tuition coverage and living stipends for qualified post-secondary programs. Key benefits include:
- 100% tuition and fee coverage for in-state public universities
- Monthly housing allowance based on location
- Annual book stipend up to $1,000
Supply Corps Officers commonly channel this funding into MBAs, data analytics certifications, PMP credentials, or logistics management degrees—credentials that support mid- to senior-level private-sector roles immediately upon transition.
Professional Networks: Leveraging the Supply Corps Alumni Base
Beyond government programs, affiliation carries weight. The Navy Supply Corps Foundation and similar service-aligned groups run exclusive job boards, host in-person networking events, and connect transitioning officers to vetted employer pipelines that recognize military supply chain experience as a direct workforce asset.
These networks bypass traditional application bottlenecks. Many job placements occur through referral channels, internal lists, or pre-qualified interview pools where military logistics, acquisition, and financial expertise are sought after—particularly in defense contracting, consulting, and operations-heavy industries.
The transition from uniform to civilian sector isn’t a handoff—it’s a pivot. With structured support, education-backed mobility, and access to high-trust professional networks, Supply Corps Officers routinely land in roles that align with both their expertise and long-term career trajectory.
Job Prospects
| Civilian Occupation | Median Annual Salary | Projected Growth Rate (2024-2034) |
|---|---|---|
| Logisticians | $79,230 | 8% (faster than average) |
| Supply Chain Managers | $98,540 | 7% (faster than average) |
| Financial Managers | $134,180 | 9% (faster than average) |
| Purchasing Managers | $127,150 | 6% (as fast as average) |
| Management Analysts | $93,000 | 10% (faster than average) |
Qualifications, Requirements, and Application Process
Basic Qualifications
| Requirement | Details | Waiver Availability |
|---|---|---|
| Citizenship | U.S. citizenship required | No waivers |
| Age | 19-37 years old (up to 42 with prior service) | Rare for exceptional candidates |
| Education | Bachelor’s degree with minimum 2.75 GPA | Possible with strong OAR scores |
| Mathematics | One calculus course (grade C or better) OR two college math courses (B average) | No waivers |
| Physical | Meet Navy height/weight standards, pass physical exam | Limited medical waivers available |
| Vision | Correctable to 20/20 | Limited waivers for minor deficiencies |
| OAR Score | Minimum 45 (competitive scores: 50+) | Rare for exceptional candidates |
Application Process
Breaking into the Navy Supply Corps isn’t a paperwork exercise—it’s a competitive, layered selection system that filters for strategic thinkers with leadership upside and technical edge. From initial contact to officer training, the application journey is built to vet judgment, resilience, and long-term fit.
Step One: Recruiter Gatekeeping
It starts with the recruiter. Not all inquiries move forward. Officer recruiters screen for degree completion, age, citizenship, and professional demeanor before sharing program specifics. If the fundamentals check out, candidates begin a rolling series of evaluations—each one a gate.
Step Two: Officer Aptitude Rating (OAR)
Candidates must complete the OAR exam, a timed, computer-based aptitude examination. It’s split into three parts:
- Math reasoning
- Reading comprehension
- Mechanical understanding
The scale runs from 20 to 80. A score of 45 gets you in the door. Above 50 puts you in real contention. You’ll want the latter. The test takes about two hours and plays a decisive role early in the process.
Step Three: Full Medical and Background Sweep
After testing, you’re scheduled for a MEPS medical screening—a top-to-bottom physical. It includes:
- Vision and color-blindness checks
- Hearing tests in isolation booths
- Musculoskeletal reviews
- Lab work and drug screening
Simultaneously, you’ll fill out the SF-86—a comprehensive, federal background questionnaire that digs into everything: residence history, employment gaps, travel, debt, foreign contacts, and more. This initiates your security clearance investigation, a non-negotiable for all officers.
Step Four: Interview with Line Officers
Each applicant completes two in-person interviews with senior Supply Corps Officers—usually Commanders or Captains. These aren’t chit-chat sessions. They’re formal evaluations of:
- Your ability to lead under pressure
- How you problem-solve when systems break down
- Whether you’ve actually researched what the Supply Corps does
Each officer submits an evaluation form that becomes a permanent part of your selection file. Poor preparation shows.
Step Five: Board Review and Wait Time
All components—test scores, medical clearance, background forms, transcripts, and interview write-ups—are bundled into a final submission. The Supply Corps selection board meets twice per year, and results can take 4 to 6 months to finalize.
If selected, you’ll wait another 3 to 6 months for your slot at Officer Candidate School (OCS) in Newport, RI. That time isn’t wasted—most use it to prep physically and brush up on naval customs, logistics fundamentals, and fitness standards.
This isn’t a one-and-done application. It’s a staged evaluation meant to identify officers who can navigate ambiguity, manage systems under pressure, and lead with credibility in complex environments. Every phase is weighted, every piece matters—and only complete candidates move forward.
Applicant Competitiveness and Evaluation Factors
Selection Rates and Metrics
- In 2025, only 15–20% of applicants received commissioning offers.
- Holistic review includes academic records, standardized test scores, leadership history, and interview performance.
Key Competitive Benchmarks
| Evaluation Category | Typical Thresholds for Competitive Candidates |
|---|---|
| High OAR Score | 50+ (top-tier applicants often 55+) |
| Undergraduate GPA | 3.0 or higher |
| Degree Field | Preferred: Business, Logistics, STEM |
| Coursework | Must include qualifying college-level math |
Academic background remains influential, but not decisive—applicants with non-technical degrees can qualify if coursework meets quantitative standards.
Experience and Supplementary Qualifications
What Strengthens a Package
- Relevant civilian experience in supply, finance, or operations management
- Prior military service, especially in enlisted logistics roles
- Letters of recommendation from senior Supply Corps Officers, particularly those who can attest to leadership potential or operational aptitude
These factors can elevate borderline candidates and offset marginal academic performance.
Entry into Service: Obligations and Initial Training
Service Commitment
All selected officers accept an eight-year service obligation:
- Four years active duty
- Four years in the Ready Reserve
Additional service time applies for those receiving Navy-funded education or entering specialized training programs.
Commissioning and Rank
- New officers are commissioned at the rank of Ensign (O-1)
- Prior-enlisted personnel may qualify for higher pay brackets, though not senior rank status
Training Pipeline
- Officer Candidate School (OCS) prepares candidates for commissioned service
- After OCS, all Supply Corps Officers attend the Basic Qualification Course (BQC) to develop technical and operational proficiency before their first assignment
The pathway into the Supply Corps is selective by design. It favors candidates who blend analytical strength, leadership promise, and logistical aptitude—qualities that translate directly into operational reliability once commissioned.
Is This a Good Job for You? The Right (and Wrong) Fit
The Navy Supply Corps is not a one-size-fits-all career. It rewards a specific mindset: detail-oriented, system-driven, and calm under pressure.
While some officers find the work deeply fulfilling, others may hit friction early. Understanding the fit ahead of time helps determine whether this path aligns with your strengths—or tests your patience.
Who Excels in This Role
Supply Corps Officers succeed by combining logic with leadership. The best performers don’t just track inventory—they translate data into strategy and make resource constraints work for operational outcomes. Ideal candidates typically share these characteristics:
- Analytical mindset – You like precision and solve logistical problems by breaking them into parts.
- People fluency – Leading sailors, briefing commanders, and negotiating with vendors requires a confident communicator.
- Process discipline – You manage regulations, maintain audit trails, and track dollars like they’re your own.
- Adaptability – You can switch gears when shipments don’t arrive, systems crash, or mission priorities change.
- Time control – You juggle budgets, training, inspections, and mission prep without losing focus or momentum.
For those with business instincts, the job is often a natural fit. Officers apply real-world supply chain, finance, and acquisition principles—only in global, high-stakes environments. The rotation between sea and shore duty also brings variety, breaking routine and building range.
Who Might Struggle
There are friction points that don’t suit everyone. The role isn’t built for those seeking front-line combat action or hands-off technical work. Areas that can feel like dealbreakers include:
- Heavy administrative load – From contract compliance to inventory audits, paperwork is constant and unforgiving.
- Strict financial accountability – Officers are personally responsible for millions in assets. Mistakes aren’t just errors—they’re liabilities.
- Unpredictable hours and deployments – Ship life means irregular sleep, sudden crises, and long periods away from home.
- Frequent moves – The Navy’s needs dictate your zip code. Every two to three years, you’re likely headed somewhere new.
- Career rigidity – The structured promotion path rewards performance, but it also locks you into timelines and requirements.
People who need consistent stability, dislike bureaucracy, or prefer hands-on tactical work may find the job draining. The challenges aren’t minor—and they show up early.
Long-Term Career and Lifestyle Match
For those with eyes on business, logistics, or public sector leadership, the Supply Corps builds career capital. Officers emerge with:
- Hard credentials – Budget management, supply chain analytics, acquisition certifications
- Soft leverage – Experience leading teams, managing crises, and briefing high-level decision-makers
- Educational support – Tuition assistance, GI Bill, and fully-funded graduate opportunities
The promotion system is clear-cut and structured, offering transparency in how careers move forward. And the job’s hybrid nature—part operational, part managerial—develops a profile that’s valuable both inside and outside the Navy.
Best-Fit Traits in a Nutshell
Those who thrive tend to check these boxes:
- Comfortable with financial responsibility
- Able to stay focused in high-pressure logistics roles
- Interested in blending leadership with technical mastery
- Adaptable to changing locations, priorities, and environments
- Motivated by supporting larger missions through behind-the-scenes execution
If that sounds like your lane, the Supply Corps doesn’t just offer a job—it builds a launchpad for high-impact service and post-Navy opportunity. If not, there are other communities that may be better suited to your preferences, lifestyle, or skills.
More Information
Curious about turning your business skills into naval logistics expertise? Your local Navy Officer Recruiter can provide personalized guidance based on your background and goals.
They’ll address specific questions about application timelines, training expectations, and current opportunities in the Supply Corps.
Reach out today to explore how your talents might support the fleet while building a rewarding career in naval logistics leadership.
You might also be interested in other Navy Staff jobs, such as Navy Nurse or Navy Chaplain. Check them out.
Hope you found this helpful as you plan your career.
