Career Counselor’s HandbookCareer Counselor’s Handbook(NAVPERS 15878K)(NAVPERS 15878K)

IT1 Christopher ButlerIT1 Christopher ButlerHopper Information Services Hopper Information Services CenterCenterCommand Career CounselorCommand Career Counselorcbutler@nmic.navy.milcbutler@nmic.navy.mil301-669-2205301-669-2205

Navy Career Information ProgramNavy Career Information Program

The primary goal of the Navy Career Information The primary goal of the Navy Career Information

Program is to ensure each Sailor is provided with Program is to ensure each Sailor is provided with a sufficient quantity and quality of career a sufficient quantity and quality of career information, in a timely manner, to allow them to information, in a timely manner, to allow them to make sound career decisions. Complying with make sound career decisions. Complying with the Chief of Naval Operation’s directive that no the Chief of Naval Operation’s directive that no Sailor will be left behind, specifically designed to Sailor will be left behind, specifically designed to engage the career counselor and the chain of engage the career counselor and the chain of command in the career development of Sailors.command in the career development of Sailors.

ChaptersChapters

(1) Career Development Program (CDP) Management(1) Career Development Program (CDP) Management

(2) Career Development Team (CDT)(2) Career Development Team (CDT)

(3) Training(3) Training

(4) Command Sponsor and Indoctrination Program(4) Command Sponsor and Indoctrination Program

(5) Career Development Board (CDB)(5) Career Development Board (CDB)

(6) Navigational Tracks(6) Navigational Tracks

(7) Career Information Program Review(7) Career Information Program Review

Chapter 1: Career Chapter 1: Career Development Development

Program (CDP) Program (CDP)OPNAVINST 1040.11COPNAVINST 1040.11C (Navy Retention and Career (Navy Retention and Career Development Program)Development Program)

CCC/UNIT CC is responsible to the CO and reports CCC/UNIT CC is responsible to the CO and reports directly to the CMC/COB/SEL; focal point for directly to the CMC/COB/SEL; focal point for enlisted career development and ensures all enlisted career development and ensures all Sailors have every opportunity to excelSailors have every opportunity to excel

All Career Development Team (CDT) members All Career Development Team (CDT) members must complete the must complete the Navy Customer Service Navy Customer Service Manual (NAVEDTRA 14056) via NKOManual (NAVEDTRA 14056) via NKO

Career Development Program Career Development Program cont.cont.

Solicit Immediate Superior in Command/Type Commander Solicit Immediate Superior in Command/Type Commander (ISCI/TYCOM) support(ISCI/TYCOM) support

Assign a counselor for every Assign a counselor for every 3030 Sailors Sailors

Career Counselors must have suitable office space with Career Counselors must have suitable office space with access to private counselingaccess to private counseling

The Career Information Management System (CIMS) is The Career Information Management System (CIMS) is the the “primary”“primary” means to plan, schedule, and track CDP means to plan, schedule, and track CDP activitiesactivities

Utilize Utilize SECNAVINST 5216.5DSECNAVINST 5216.5D to ensure all to ensure all correspondence is correct.correspondence is correct.

Career Development Program Career Development Program cont.cont.

Review the career counselor budget and update Review the career counselor budget and update annuallyannually

CCC/Unit CC is responsible for maintaining and CCC/Unit CC is responsible for maintaining and monitoring retention statistics and preparing monitoring retention statistics and preparing monthly/quarterly utilizing the Navy Retention monthly/quarterly utilizing the Navy Retention Monitoring System (NRMS) for submission to the Monitoring System (NRMS) for submission to the COCO

Utilize other counselors; its imperative at all levels Utilize other counselors; its imperative at all levels to maintain a network through continuous to maintain a network through continuous communicationscommunications

Chapter 2: Career Chapter 2: Career Development Development

Team (CDT) Team (CDT)Drastically reduces the one-on-one counseling for Drastically reduces the one-on-one counseling for the CCC/Unit CC’sthe CCC/Unit CC’s

Engages the entire chain of command and Engages the entire chain of command and provides a means to guarantee continuity in provides a means to guarantee continuity in career development efforts and individual career development efforts and individual professional growthprofessional growth

Minimum career information training required is Minimum career information training required is the Career Development Training Course the Career Development Training Course (CDTC)(CDTC) via the NPC StayNAVY websitevia the NPC StayNAVY website

Career Development Team Career Development Team (CDT) cont.(CDT) cont.

Composition of the CDT includesComposition of the CDT includes::

COCO

XOXO

CMC/COB/SELCMC/COB/SEL

CCC/Unit CCCCC/Unit CC

Department Heads/ division officersDepartment Heads/ division officers

Department/division LCPO’sDepartment/division LCPO’s

Department/division career counselorsDepartment/division career counselors

Counselors should be selected based on their ability to be Counselors should be selected based on their ability to be effective communicators; success depends on the effective communicators; success depends on the command’s willingness to assign the command’s willingness to assign the BESTBEST Sailors to the Sailors to the CDTCDT

Career Development Team Career Development Team (CDT) cont.(CDT) cont.

Commands must avoid assigning Sailors whose other Commands must avoid assigning Sailors whose other responsibilities are too demandingresponsibilities are too demanding

Large commands are encouraged to assign full time Large commands are encouraged to assign full time departmental CCs. Departmental CC’s should attend the 4-departmental CCs. Departmental CC’s should attend the 4-week CCC course (A-501-0011) and Unit CCs should attend week CCC course (A-501-0011) and Unit CCs should attend the 2-week Career Information course (R-501-0005), the 2-week Career Information course (R-501-0005), identified in the Catalog of Navy Training Courses identified in the Catalog of Navy Training Courses (CANTRAC).(CANTRAC).

CDT meetings should be held CDT meetings should be held monthly monthly and are critical to the and are critical to the success of the program; scheduled via Planning Board for success of the program; scheduled via Planning Board for Training Training (PBFT)(PBFT) or commands alternative scheduling or commands alternative scheduling vehicle.vehicle.

Career Development Team Career Development Team (CDT) cont.(CDT) cont.

CDT Meeting Components:CDT Meeting Components:Have detailed agendaHave detailed agendaConfirm guest speakers as requiredConfirm guest speakers as requiredCO should chair a command CDT meeting at least quarterly w/ OMBUDSMANCO should chair a command CDT meeting at least quarterly w/ OMBUDSMANReserve space/room well in advance large enough for audienceReserve space/room well in advance large enough for audienceTest audio/visual at least 15 mins prior to meetingTest audio/visual at least 15 mins prior to meetingCancels meetings far in advance as possible for reschedulingCancels meetings far in advance as possible for rescheduling

CDT Meeting:CDT Meeting:Review EAOS/PRD/HYT/PTS/CSBReview EAOS/PRD/HYT/PTS/CSBReview results of all CDB’s from the previous monthReview results of all CDB’s from the previous monthReview all career development related issuesReview all career development related issuesReview recent NAVADMINS, new programs, and policiesReview recent NAVADMINS, new programs, and policiesAnnotate Minutes (start/end time, date, place held, members Annotate Minutes (start/end time, date, place held, members present/absent)present/absent)

Chapter 3: TrainingChapter 3: Training

Training is the key ingredient to a successful CDP and is Training is the key ingredient to a successful CDP and is necessary to assist in providing adequate and accurate necessary to assist in providing adequate and accurate career information to Sailors.career information to Sailors.

CDT members and supervisors are considered CDT members and supervisors are considered trained/qualified after they attend a trained/qualified after they attend a CDTC (primary source CDTC (primary source of training)of training)..

CCC course quotas can only be obtained by the CCC course quotas can only be obtained by the ISIC/TYCOMISIC/TYCOM..

Department/Divisional CC’s training must be documented in Department/Divisional CC’s training must be documented in the members the members ESR via NSIPSESR via NSIPS..

Chapter 4: Command Sponsor Chapter 4: Command Sponsor and and

Indoctrination Program Indoctrination Program

OPNAVINST 1740.3COPNAVINST 1740.3C establishes the Command establishes the Command Sponsor and Indoc Program.Sponsor and Indoc Program.

Commands must ensure all sponsors complete Commands must ensure all sponsors complete training provided by the local FFSC prior to executing training provided by the local FFSC prior to executing sponsor duties.sponsor duties.

Assign sponsors equal to or higher paygrade (at least Assign sponsors equal to or higher paygrade (at least E5) to arriving Sailors.E5) to arriving Sailors.

Check-in points should be kept to a minimum but Check-in points should be kept to a minimum but efficient and positive.efficient and positive.

Command Sponsor and Command Sponsor and Indoctrination Program cont.Indoctrination Program cont.

Topics for Indoctrination:Topics for Indoctrination:

- Command mission/policy/operating schedule - CO’s brief - CMC/COB/SEL brief - CDTC - First Term Success Workshop (FTSW) - Standards of conduct, command performance and

eval standards, leave, liberty - Religious facilities and services - Navy Exchange facilities

Command Sponsor and Command Sponsor and Indoctrination Program cont.Indoctrination Program cont.

- Navy Exchange facilities- Navy Exchange facilities

- Navy Relief- Navy Relief

- Legal- Legal

- Medical and Dental- Medical and Dental

- Red Cross- Red Cross

- Fleet and Family Support Center(s)- Fleet and Family Support Center(s)

- Postal Services- Postal Services

- MWR- MWR

Chapter 5: Chapter 5: Career Development Career Development

Board (CDB) Board (CDB)PurposePurpose: : CDB provides all enlisted Sailors the opportunity CDB provides all enlisted Sailors the opportunity for optimal development of their professional skills, both for optimal development of their professional skills, both military and technical as per military and technical as per OPNAVINST 1040.11B (Navy OPNAVINST 1040.11B (Navy Retention and Career Development Program),Retention and Career Development Program), thereby thereby enhancing:enhancing:

- Unit readiness- Unit readiness

- Individual upward mobility- Individual upward mobility

- Job satisfaction- Job satisfaction

- Retention of better qualified Sailors- Retention of better qualified Sailors

““It’s the right thing to do”It’s the right thing to do”

CDB cont.CDB cont.At the Command level CDB members will includeAt the Command level CDB members will include::

- CMC/COB/SEL (Board Chairman)- CMC/COB/SEL (Board Chairman)

- CCC (references, recorder)- CCC (references, recorder)

- Education Service Officer (ESO)- Education Service Officer (ESO)

- Department LCPO’s (as required)- Department LCPO’s (as required)

- Deparment CC’s (as required)- Deparment CC’s (as required)

- Mentor (as required)- Mentor (as required)

CDB cont.CDB cont.Department level CDB members will includeDepartment level CDB members will include::

- LCPO- LCPO

- LPO- LPO

- Departmental Career Counselor- Departmental Career Counselor

- ESO (as required)- ESO (as required)

- Mentor (as required)- Mentor (as required)

CDB cont.CDB cont.

Following topics will be discussedFollowing topics will be discussed::

- Rating / “A” School Selection (GENDETS)- Rating / “A” School Selection (GENDETS)

- Warfare Qualifications- Warfare Qualifications

- Personnel Qualification Standards (PQS)- Personnel Qualification Standards (PQS)

- Military Training- Military Training

- Voluntary Education and GED completion- Voluntary Education and GED completion

- Officer Programs- Officer Programs

- Advancement- Advancement

CDB cont.CDB cont.CCC/ Departmental CC ResponsibilitiesCCC/ Departmental CC Responsibilities::

- Indoctrinate all newly reporting Sailors on CDB process- Indoctrinate all newly reporting Sailors on CDB process

- Schedule CDB and maintain a tickler system- Schedule CDB and maintain a tickler system

- Draft minutes and recommendations from the CDB to - Draft minutes and recommendations from the CDB to

chain of command for endorsement chain of command for endorsement

- Maintain minutes of every CDB for 2 years within - Maintain minutes of every CDB for 2 years within

Career Information Management System (CIMS)Career Information Management System (CIMS)

- Provide personnel records and pertinent advancement - Provide personnel records and pertinent advancement

criteria and stats are available criteria and stats are available

CDB cont.CDB cont.Command CDB:Command CDB:

Command level CDB will see all Sailors within 30 days of Command level CDB will see all Sailors within 30 days of reporting. Additionally, Sailors will appear before the CDB reporting. Additionally, Sailors will appear before the CDB for the following reason/requests:for the following reason/requests:

- - Recommended by department CDBRecommended by department CDB- 24 months prior to HYT / or those requesting HYT waivers- 24 months prior to HYT / or those requesting HYT waivers- Striking for a rating- Striking for a rating- “A” school requests- “A” school requests- Rating conversion/reversion- Rating conversion/reversion- Not approved for in-rate reenlistment or conversion 3- Not approved for in-rate reenlistment or conversion 3RDRD rollover rollover PTSPTS- Commissioning program applicants- Commissioning program applicants

CDB cont.CDB cont.

- - Advancement exam PNA (3X), standard score Advancement exam PNA (3X), standard score < < 40, 40, selection selection

board “not eligible”board “not eligible”

- Special Programs- Special Programs

- CD records review for E7/8/9 selection board candidates- CD records review for E7/8/9 selection board candidates

- Non select E8/9- Non select E8/9

- Professional Apprenticeship Program Tracks (PACT) 18 - Professional Apprenticeship Program Tracks (PACT) 18 monthmonth

- Upon member’s request- Upon member’s request

CDB cont.CDB cont.Departmental CDB:Departmental CDB:

Professional growth and goal setting is the key to enhance career planning and motivation.

Departmental CDBs will see all Sailors as stipulated below:

- 6 month - 60 month- 12 month - Transfer/SEP- 24 month - Special Programs- 36 month - PTS- 48 month - CMS/ID (13 month prior to PRD)

CDB cont.CDB cont.Recommended CDB Discussion Topics:Recommended CDB Discussion Topics:

- - Familiarization with individual Sailor’s backgroundFamiliarization with individual Sailor’s background

- Command mission, vision, and guiding principles- Command mission, vision, and guiding principles

- - Command and Sailor goals/expectationsCommand and Sailor goals/expectations

- Introduce established CDP- Introduce established CDP

- Advancement- Advancement

- Rating “A” school selection- Rating “A” school selection

- PQS- PQS

- ASVAB- ASVAB

- Reserve Incentive Bonus/MGIB-SR Eligibility- Reserve Incentive Bonus/MGIB-SR Eligibility

- PTS/HYT- PTS/HYT

- Warfare qualifications- Warfare qualifications

CDB cont.CDB cont.Career Development Plan (CDP)Career Development Plan (CDP)

Who can better steer a Sailor’s career but a group of Who can better steer a Sailor’s career but a group of seasoned, experienced , well trained and technical seasoned, experienced , well trained and technical

experts? What the CDB does is not to force programs experts? What the CDB does is not to force programs into the service member. The board is here for into the service member. The board is here for

guidance, and provide advice and specific information guidance, and provide advice and specific information on subjects not normally available at the supervisory on subjects not normally available at the supervisory

and lower management levels.and lower management levels.

Chapter 6: Navigational TracksChapter 6: Navigational TracksTimelines:Timelines:

An effective timeline readily identifies Sailors An effective timeline readily identifies Sailors approaching a critical career decision point. Early and approaching a critical career decision point. Early and continuous intervention ensures every Sailor has the continuous intervention ensures every Sailor has the information needed to make an informed decision. information needed to make an informed decision. Every command must track the progress of each Every command must track the progress of each Sailor and provide necessary guidance and counseling Sailor and provide necessary guidance and counseling to support that decision. CIMS is an on-line to support that decision. CIMS is an on-line transactional system which will follow Sailors transactional system which will follow Sailors throughout their career. CIMS is integrated with Navy throughout their career. CIMS is integrated with Navy Standard Integrated Personnel System (NSIPS) and Standard Integrated Personnel System (NSIPS) and available to all CC’s who have a PKI Certificate.available to all CC’s who have a PKI Certificate.

Navigational Tracks cont.Navigational Tracks cont.Transition and Counseling Timeline:Transition and Counseling Timeline:

Transition counseling and assistance positively impacts Transition counseling and assistance positively impacts retention and mission readiness by providing professional retention and mission readiness by providing professional career development resources to Sailors. career development resources to Sailors. OPNAVINST OPNAVINST 1900.2B (Transition Assistance Management Program)1900.2B (Transition Assistance Management Program) is is very specific regarding separation guidance. Personnel very specific regarding separation guidance. Personnel transferring to the Fleet Reserve or retiring should begin transferring to the Fleet Reserve or retiring should begin transition counseling or Transition Assistance Program transition counseling or Transition Assistance Program (TAP) at 24-months prior to EAOS. Historically, over 25 (TAP) at 24-months prior to EAOS. Historically, over 25 percent of undecided or separating Sailors who attend pres-percent of undecided or separating Sailors who attend pres-separation briefs and the TAP workshop prior to 180 days separation briefs and the TAP workshop prior to 180 days from EAOS decide to stay Navy!from EAOS decide to stay Navy!

Navigational Tracks cont.Navigational Tracks cont.Perform to Serve (PTS):Perform to Serve (PTS):PTS provides Sailors greater opportunities for career growth and PTS provides Sailors greater opportunities for career growth and success. PTS acts as a force shaping tool by leveling rating manning success. PTS acts as a force shaping tool by leveling rating manning from overmanned to undermanned, and acts as a centralized from overmanned to undermanned, and acts as a centralized reenlistment reservation system. reenlistment reservation system. The most important step in the The most important step in the PTS process is a positive retention recommendation from the Sailor’s PTS process is a positive retention recommendation from the Sailor’s CO.CO.

Career and Status Bonus (CSB):Career and Status Bonus (CSB):

CSB CSB is for members who entered the US Navy after 1 August is for members who entered the US Navy after 1 August 1986.1986.

The election must be made by the time the member has The election must be made by the time the member has accrued accrued 15years of active duty service and is irrevocable 15years of active duty service and is irrevocable once that date is passed.once that date is passed.

Chapter 7: Career Information Chapter 7: Career Information Program (CIP) Program (CIP)

ReviewReviewThe Career Information Program (CIP) review The Career Information Program (CIP) review provides the command with a means to assess the provides the command with a means to assess the effectiveness of programs and support systems that effectiveness of programs and support systems that directly impact the command climate. Commands directly impact the command climate. Commands can objectively identify their organization strengths can objectively identify their organization strengths and other areas that require further attention.and other areas that require further attention.

Per OPNAVINST 1040.11C ( Navy Retention and Per OPNAVINST 1040.11C ( Navy Retention and Career Development Program), the CIP must be Career Development Program), the CIP must be evaluated at least evaluated at least annually annually and POA&M updated to and POA&M updated to make sure all elements of the program are make sure all elements of the program are functioning properly.functioning properly.

CIP cont.CIP cont.Plan of Action and Milestones (POA&M):Plan of Action and Milestones (POA&M):

The POA&M should state exactly what action is to be The POA&M should state exactly what action is to be taken, who will be responsible for seeing it is taken, who will be responsible for seeing it is completed, the start date and completion date, the completed, the start date and completion date, the milestone dates, and the expected results. Immediate milestone dates, and the expected results. Immediate action must be taken to carry out the POA&M once it action must be taken to carry out the POA&M once it is written and approved by the CO. CMC/COB/SEL and is written and approved by the CO. CMC/COB/SEL and CCC should track all action items and ensure they are CCC should track all action items and ensure they are completed as required.completed as required.