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
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