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Military Requirements for Chief Petty Officer | Next
SELECTIVE TRAINING AND REENLISTMENT PROGRAM |
CHAPTER 5
CAREER INFORMATION AND TRAINING
LEARNING OBJECTIVES
Upon completion of this chapter, you should be able to do the following:
1. Recognize career information to be provided
3. Identify the Navy retirement programs.
to junior personnel.
4. Explain how to plan and conduct training.
2. Identify the roles and functions of chief petty
officers.
Chief, senior chief, and master chief petty
officers each have a distinct role and function
within the Navy. You should be aware of the
responsibilities associated with these positions as
you advance. One of your responsibilities is to be
able to provide junior personnel with career
information.
The first part of this chapter presents informa-
tion you and your junior personnel need to know
as you develop your naval career. It explains the
traditional benefits, entitlements, education, com-
missioning programs, and health care available.
Since you will retire at some point in your
career, you also need to know about your retire-
ment benefits. You may decide to retire with
only 20 years of service or wait to retire with
30 years of service. In either case you need to
know what retirement benefits you will have so
that you can plan for retirement. This text
provides a brief overview of the retirement
program. Since junior personnel also need to plan
for retirement, you should be able to present them
with this information.
The last part of this chapter covers training
programs. It explains how you can plan and direct
personnel training within your division or work
center. It also discusses your responsibility in
training junior officers to conduct Navy business.
CAREER INFORMATION
An important job of a chief petty officer is
to provide junior personnel with accurate infor-
mation about the advantages and the development
of a Navy career. Before you can provide junior
personnel with accurate career information, you
need to interview them about their background,
their interests, and their qualifications. Based on
that information, you can counsel personnel
about the various career development programs
and training available to help them advance. You
can also counsel with them about the many duty
assignments, benefits, and entitlements the Navy
offers. Plan to conduct the first career counseling
session about 2 years into their career.
THE INTERVIEW
The purpose of an interview with your junior
personnel is to inform them about the Navy and
the benefits they are entitled to. You may
conduct informal and formal interviews.
The informal interview often takes place on
the deck or in a lounge when counselees ask you
questions about specific programs. This type of
interview is difficult because you may not know
if they qualify for certain programs. When you
conduct informal interviews, follow the policy of
giving a general overview of programs and getting
back to the counselees with specific details. When
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