• Home
  • Download PDF
  • Order CD-ROM
  • Order in Print
Chapter 4 Career Information - 14504_65
Special Programs and Projects Duty Assignments - 14504_67

Military Requirements for Petty Officers Third and Second Class
Page Navigation
  49    50    51    52    53  54  55    56    57    58    59  
PETTY OFFICER QUALITY CONTROL PROGRAM Learning  Objective: Recall the purpose of the Petty Officer Quality Control Program. The  Navy  needs  qualified,  responsible  people  in positions of leadership. Many opportunities and efforts are  made  to  retain  experienced  Sailors.  Some  of  the opportunities  like  formal  schools  for  a  trade  or  skill and leadership training would cost a civilian thousands of  dollars.  We  are  privileged  because  the  Navy  takes care   of   its   highly   motivated   Sailors   by   promotion opportunities   and   advanced   schooling.   The importance   of   our   welfare   is   reflected   by   many programs for the family, recreation, health (hospitals, doctors,   etc.),   and   nonmilitary   schools.   Sailors   are guided to more career opportunities by boards, called Professional   Development   Boards   (PDBs), established by BUPERSINST 1040.5 Additionally,  there  is  an  effort  by  the  Navy  to ensure  that  those  personnel  with  problems  that  affect the  Navy  adversely  are  counseled  and  given  help  to resolve  those  problems.  In  chapter  1,  we  covered  the need  for  petty  officers  to  counsel  subordinates  with performance   and   behavior   problems.   However,   all Sailors   need   to   be   aware   of   the   consequences   of continued bad performance and behavior, which could lead to retention in the Navy being denied. Career petty officers, usually E-5 and above, are screened by way of the Petty Officer Quality Control Program when there is an indication of deficiencies. The Petty Officer Quality Control Program can be found in MILPERSMAN, article 3410180. Established in 1980, the focus of the Petty Officer Quality Control Program was to provide centralized oversight of career petty officers with identified performance or behavior deficiencies,   to   provide   guidance   to   improve   those deficiencies,   and   to   monitor   their   performance   for improvement.   When   first   established   BUPERS screened   service   records   of   E-5   and   above   for performance problems. As  outlined  in  NAVADMIN  253/96,  BUPERS  no longer  screens  service  records  to  identify  individuals who   should   not   be   reenlisted   for   performance   or behavior deficiencies. This oversight function has been delegated   to   unit   commanding   officers.   The commanding  officer  may  set  up  a  board  as  needed  to review service records of members who warrant review. GENERAL CATEGORIES OF PERFORMANCE The   following   quality-standard   categories   of performance   are   considered   by   the   commanding officer and, if needed, by the board in their evaluations and recommendations:    Financial responsibility    Sobriety    Leadership    Military/personal conduct    Performance of duty    Willful  racism,  sexism,  or  acts  that  deny  equal opportunity to others    Appearance  and  compliance  with  Navy  fitness standards FUNCTION OF THE REVIEW BOARD If  the  board  determines  that  the  performance  of  a petty  officer  is  below  standard  in  one  of  the  above groups, it will take one or more of the following actions: 1.   Advise the petty officer that it would be to his or her personal benefit to request a transfer to the Fleet   Reserve,   Navy   Retired   List,   or   Naval Reserve Retired List. 2.   Process   the   petty   officer   for   administrative separation. 3.   Enter  a  letter  of  warning  into  the  permanent service record of the petty officer. (The member would  then  require  approval  from  the  Chief  of Naval   Personnel   before   reenlistment   or extension   of   current   service   or   before   other appropriate administrative action.) 4.   Recommend   denial   of   reenlistment.   (The member  would  then  require  approval  from  the Chief of Naval Personnel before reenlistment or extension   of   current   service   or   before   other appropriate administrative action.) In addition, members under Petty Officer Quality Control Program review will be informed by letter via their commanding officers. All subsequent requests for reenlistment or extension would be submitted directly to   the   member’s   commanding   officer.   If   a   service member objects to a decision to deny reenlistment, the commanding   officer   will   forward   a   denial   of reenlistment   recommendation   to   CHNAVPERS (PERS-83).   The   affected   service   member   shall   be provided   the   opportunity   to   make   a   statement. CHNAVPERS   (PERS-8)   will   make   the   final determination of reenlistment eligibility. 4-2







Western Governors University

Privacy Statement
Press Release
Contact

© Copyright Integrated Publishing, Inc.. All Rights Reserved. Design by Strategico.