Chapter 4 Professional Development

CHAPTER 4 PROFESSIONAL DEVELOPMENT LEARNING OBJECTIVES Upon completion of this chapter, you should be able to do the following: 1. Describe the procedures to prepare draft in- 5. Identify the sources of information concerning puts for enlisted performance evaluations. financial management for junior personnel. 2. Describe the use of performance recordkeeping and its relation to performance evaluations. 6. Describe the different types of money manage- 3. State the purpose of the petty officer quality ment used by junior Navy personnel. control review board. 7. Describe the use of credit by junior Navy 4. List the incentives for reenlistment, education, personnel. and special duty. Sign on with me. The stature of our homeland is no more than the measure of ourselves. Our job is to keep her free. Our will is to keep the torch of freedom burning for all. To this solemn purpose we call on the young, the brave, the strong, and the free. Heed my call. Come to the sea. Come sail with me. —John Paul Jones The purpose of this chapter is to help you in your professional development. We will begin by discussing your responsibilities in rating the performance of subordinates. We will discuss the Report of Enlisted Personnel Evaluations along with the Navy’s performance standards, pro- cedures for rating personnel, performance record- keeping, and the petty officer quality control review board. This chapter will tell you how to develop yourself professionally. By now you are well into your enlistment; you might be considering reenlisting, changing your rating, or continuing toward other goals. These concerns and many more form the basis for your long-range career planning. You should also take interest in career opportunities to improve yourself professionally. We will discuss career-enhancing programs such as the Selective Conversion and Reenlistment (SCORE) Program, the Selective Training and Re- enlistment (STAR) Program, and the Guaranteed Assignment Retention Detailing (GUARD) Pro- gram. We will present brief descriptions of incentives for a Navy career such as special programs, special-duty assignments, and reenlist- ment bonuses. Finally, we present the sources of information concerning financial management for junior naval personnel. Ask your division chief, your educa- tional services officer (ESO), your command career counselor (CCC), or your command master chief (CM/C) for more information and material on subjects discussed in this chapter. PERFORMANCE AND EVALUATIONS As a P02 you may have to rate your assigned personnel on how well they work as a group and 4-1