ADMINISTRATIVE MESSAGE
 
ROUTINE       
 
R 131620Z NOV 03 ZYB MIN PSN 377579J38
 
FM CNO WASHINGTON DC//N1//
 
TO NAVADMIN
 
UNCLAS //N05000//
NAVADMIN 294/03
 
MSGID/GENADMIN/CNO WASHINGTON DC/-/NOV//
 
SUBJ/BEST PRACTICES FROM THE FLEET - NUMBER EIGHT//
 
RMKS/1.  DISCUSSIONS FORMULATED AT THE WORLDWIDE CMC SYMPOSIUM IN
JUNE, FOLLOWED BY WORKING GROUPS DURING THE NAVY COUNSELORS
ASSOCIATION SYMPOSIUM IN AUGUST, WERE TIED TOGETHER BY THE CENTER
FOR CAREER DEVELOPMENT DURING A RETENTION SUMMIT ATTENDED BY THE
FLEET N1'S, FLEET/FORCE MC'S/NC'S AND REPRESENTATION FROM MCPON'S
OFFICE.  THE FOLLOWING ARE THEIR RECOMMENDATIONS THAT FORM THE
FOUNDATION FOR SUCCESSFUL CAREER DEVELOPMENT PROGRAMS:
    A.  COMMAND LEADERSHIP IN CAREER DEVELOPMENT.  LEADERSHIP
REMAINS KEY TO THE ESTABLISHMENT AND MAINTENANCE OF AN AGGRESSIVE
CAREER DEVELOPMENT PROGRAM.  ADHERENCE TO CORE GUIDANCE FROM
OPNAVINST 1040.11A, NAVY RETENTION AND CAREER DEVELOPMENT PROGRAM,
WILL HELP GOOD COMMANDS BECOME BETTER:
- HOLD CAREER DEVELOPMENT TEAM (CDT) MEETINGS QUARTERLY.
- USE THE CCC AS THE PRIMARY SOURCE FOR CAREER INFORMATION, AND TO
ORGANIZE, MANAGE, AND TRAIN THE CDT.
- ENGAGE FIRST TERM SAILORS EARLY; WITHIN THE FIRST THIRTY DAYS OF
REPORTING ABOARD.  CONDUCT CAREER DEVELOPMENT BOARDS (CDB) AS EARLY
AS POSSIBLE IN A SAILOR'S TENURE TO ESTABLISH A PATH FOR SUCCESS.
AN EXAMPLE OF A CDB INST (NAVPERSCOMINST 1040.1) CAN BE FOUND ON THE
STAYNAVY WEB SITE IN THE COUNSELOR'S CORNER.
    B.  CDT.  SUCCESS BEGINS WITH THE SELECTION AND TRAINING OF
PERSONNEL WHO WILL BE RESPONSIBLE FOR PROGRAM ADMINISTRATION.  EVERY
DEPT HD, DIV OFF, LCPO, CPO AND LPO PLAYS A KEY ROLE IN THE CAREER
DEVELOPMENT OF HIS OR HER SAILORS.
- CONDUCT ROUTINE TRAINING ON CURRENT PERSONNEL PROGRAMS, POLICY
UPDATES, AND NAVY MANPOWER ISSUES.
- CONTINUE THE SAILORIZATION PROCESS.  FOR FIRST TERM PERSONNEL, IT
IS VITAL TO REINFORCE THE BASIC DEVELOPMENT THAT BEGAN IN RECRUIT
TRAINING, ESPECIALLY DURING THE FIRST YEAR OF SERVICE.  STRUCTURING A
PROGRAM THAT FOCUSES ON TEACHING NEW SAILORS ABOUT THEIR
RESPONSIBILITIES AND EXPECTED BEHAVIOR WILL HELP ELIMINATE CONFUSION
AND DEVELOP A MORE PRODUCTIVE TEAM.  NAVY MILITARY TRAINING (NMT)
WAS DEVELOPED TO CONTINUE THE FORMATIVE PROCESS STARTED DURING
RECRUIT TRAINING.  A LIST OF SUGGESTED TRAINING TOPICS AND MATERIALS
TO CONDUCT AN EFFECTIVE NMT PROGRAM CAN BE FOUND BY LOGGING ON TO
WWW.CNET.NAVY.MIL AND SELECTING THE PROFESSIONAL DEVELOPMENT SECTION.
- TRACK ALL PERSONNEL IN THE TEAM DETAILING WINDOW (PERSONNEL WITHIN
THIRTEEN MOS OF PRD) AND THE PERFORM TO SERVE WINDOW (PERSONNEL
WITHIN FIFTEEN MOS OF EAOS), AND CONDUCT CAREER DECISION BOARDS AS
APPROPRIATE.
    C.  CDB'S.  CDB'S SHOULD BE STRUCTURED WITH CLEAR OBJECTIVES IN
MIND.  EACH SAILOR SHOULD ESTABLISH A CAREER DEVELOPMENT PLAN (CDP)
WITH CLEAR SHORT-RANGE AND LONG-RANGE GOALS.  ALIGNING EXPECTATIONS
BETWEEN THE COMMAND AND THE SAILOR WILL HELP PREVENT DISAPPOINTMENT.
- THE MOST EFFECTIVE COMMANDS SCHEDULE A REVIEW OF THEIR SAILORS'
PROFESSIONAL DEVELOPMENT WITHIN THE FIRST THIRTY DAYS AND THEN EVERY
SIX MONTHS REGARDLESS OF CAREER MILESTONES.
- MINUTES SHOULD BE FORWARDED UP THE ENTIRE CHAIN OF COMMAND WITH
ACTION ITEMS ASSIGNED WHERE REQUIRED.
    D.  DEVELOPMENT OF NON-DESIGNATED SAILORS.  NON-DESIGNATED
SAILORS MUST BE MATCHED UP WITH A CAREER PATH.  TO ACCOMPLISH THIS,
EVERY COMMAND SHOULD:
- REVIEW ASVAB SCORES AND DETERMINE RATINGS FOR WHICH THE SAILOR IS
QUALIFIED.  FOR LOW ASVABS, SAILORS SHOULD BE ASSIGNED TO COMPLETE
FUNCTIONAL SKILLS TRAINING AND RETAKE THE ASVAB UPON COMPLETION.
- ESTABLISH TARGET GOALS FOR EACH NON-DESIGNATED SAILOR TO SELECT A
RATING WITHIN ONE YEAR OF REPORTING ABOARD.  UPON SELECTING A
QUALIFIED RATING, COMMANDS SHOULD REQUEST FORMALIZED TRAINING ("A"
SCHOOL) AT THE TWELVE TO EIGHTEEN MONTH POINT FOR SCHOOL ASSIGNMENT
AT ABOUT TWENTY-FOUR MONTHS OF SERVICE.
    E.  MENTORSHIP PROGRAMS.  MENTORING AND CAREER DEVELOPMENT
PROGRAMS GO HAND-IN-HAND TOWARD HELPING SAILORS REACH THEIR MAXIMUM
POTENTIAL.  A SAMPLE PROGRAM DEVELOPED BY USS ESSEX EDUCATES SAILORS
ABOUT RESPONSIBILITY TOWARD SELF-DEVELOPMENT.  THE GOAL OF "UNDER MY
WING" IS TO DEVELOP YOUNG SAILORS INTO MATURE, GOAL-ORIENTED, AND
PRODUCTIVE TEAM MEMBERS WHO ARE MENTALLY AND PHYSICALLY PREPARED TO
ACCOMPLISH THE MISSION AND SUCCEED.  TOPICS COVERED UNDER THIS
PROGRAM INCLUDE CULTURAL ENRICHMENT, SPIRITUAL GROWTH, FINANCE AND
INVESTING, CAREER DEVELOPMENT AND EDUCATION, AND LIFE-LONG LEARNING.
DETAILS OF "UNDER MY WING" ARE AVAILABLE ON THE STAYNAVY WEB SITE IN
THE COUNSELOR'S CORNER UNDER MENTORING.
 
2.  VISIT WWW.STAYNAVY.NAVY.MIL TO READ PREVIOUS BEST PRACTICE
MESSAGES AND SHARE IDEAS THAT HAVE HAD THE GREATEST IMPACT IN YOUR
COMMAND.
 
3.  RELEASED BY VADM G. L. HOEWING, N1.//
 
BT
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