Chapter 5 Career Information and Training

SELECTIVE TRAINING AND REENLISTMENT PROGRAM

Military Requirements for Chief Petty Officer
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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 5-1

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