Career Development

Training Course
Introduction
CDTC Mission Statement
 To provide Career Counselors with the career development
training necessary to successfully guide Sailors in reaching
their personal and professional goals, both on active duty
and after their service is complete
Class Introductions
 Instructor Introductions
 Student Introductions
 Create list of Classroom “norms”
Career Development
Training Course
Career Development Program
References
 Navy Enlisted Retention and Career Development
Program, OPNAVINST 1040.11 (Series)
 Bureau of Naval Personnel Career Counselor Handbook,
NAVPERS 15878 (Series)
Enabling Objectives
 STATE the purpose of a Career Development Program
(CDP)
 LIST the foundational elements to a Career Development
Program (CDP)
 STATE the purpose of OPNAVINST 1040.11 (Series)
 STATE the purpose of NAVPERS 15878 (Series)
 LIST the key responsibilities and actions of the command
element
OPNAVINST 1040.11 (Series)
 Subject of instruction: Navy Enlisted Retention and Career
Development Program
 Purpose: Provides guidance for the management and
operation of the Navy Enlisted Retention and Career
Development Program
 Scope: Improve our Sailor’s ability to achieve goals, garner
active involvement of the chain of command, and
functions as guidance for all Navy commands
NAVPERS 15878 (Series)
 Subject of manual: Bureau of Naval Personnel Career
Counselor Handbook
 Purpose: Serves as "how-to" guide in the implementation
of the Career Development Program
 Commonly known as the “Career Counselor Handbook”
CC Handbook Chapters
 Chapter 1: Career Development Program (CDP) Management
 Chapter 2: Career Development Team (CDT)
 Chapter 3: Training
 Chapter 4: Brilliant on the Basics
 Chapter 5: Command Programs
 Chapter 6: Career Planning
 Appendix A: Command Information Program Review
Career Development Program (CDP)

 Designed to improve the ability of Sailors to achieve their

professional goals and positively impact their desire to
remain on active duty or transition to the Navy Reserve
 Active chain of command involvement, from the top down,
is the key element to a successful CDP
 Provides Sailors the guidance needed to successfully
manage their own careers and to meet personal and
professional goals
 The cornerstone of a successful CDP is an effective Career
Development Team (CDT)
Career Development Team (CDT)

The Command Career Counselor (CCC) is the primary

manager of the CDT. The membership is comprised of:
1. CO
2. XO
3. CMC/COB/SEL
4. CCC
5. Department heads and division officers
6. Department and division LCPOs
7. Department, division, and unit CCs
Key members of the CDT
Key members of the CDT and their responsibilities:
1. CO
2. XO
3. CMC/COB/SEL
4. CCC
5. Department, division, and unit CCs
Key Responsibilities of the CO/OIC

1. Establish and maintain an aggressive and proactive Career

Development Program (CDP), as outlined in instruction
2. Ensure the CCC reports to the XO via the CMC/COB/SEL
3. Ensure the utilization of CIMS as the foundation for the career
development of their Sailors
4. Ensure Career Development Team (CDT) meetings are
conducted quarterly
5. Utilize the CCC and unit CC as the primary source of career
information
6. Ensure the CMC/COB/SEL chairs, monitors and participates in
the command’s Career Development Board (CDB) Program
Key Responsibilities of the CO/OIC (cont’d)

7. Review CDB minutes and endorse as appropriate

8. Ensure the command has an effective command Sponsor and
Indoctrination Program
9. Ensure an internal CCC review is conducted within 90 days of a
new CC reporting
10. Ensure compliance with Career Waypoints (CWAY) program
11. Ensure the CMC/COB/SEL and CCC prepare and brief the
monthly career information report
Key Responsibilities of the XO

1. Ensure the CMC/COB/SEL supervises and supports the CCC in

the performance of their duties
2. Ensure the CCC has access to a computer that is capable of
running career development and associated online programs
3. Ensure the CCC has suitable office space, access to private
counseling space, voice and data communications, and
internet capability
4. Ensure utilization of CIMS as the foundation for the career
development of their Sailors
5. Ensure utilization of the CCC as the primary source of career
information
6. Ensure CMC/COB/SEL and CCC develop, maintain and
supervise a CDT training program
Key Responsibilities of the XO (cont’d)

7. Ensure all department, division, and unit CCs are designated in

writing
8. Ensure Client-to-CDTC trained counselor ratio of 30:1 or more
9. Ensure the CMC/COB/SEL and CCC conduct a Career
Development Program review as outlined in the CC Handbook
10. Ensure all Sailors in paygrades E1 through E4 attend First-
Term Success Workshop (FTSW) during initial assignment
11. Ensure all eligible transitioning Sailors receive counseling on
the benefits of Navy Reserve affiliation
12. Ensure compliance with C-Way program
13. Ensure the CMC/COB/SEL, and CCC prepare and brief monthly
career information report
 Key Responsibilities of the CMC/COB/ SEL

1. Responsible for and support of CCC in the performance of their

duties
2. Support the Career Development Program, encouraging chain of
command involvement at every level
3. Chair command level CDBs or assign an alternate when necessary
4. Ensure Department Leading Chief Petty Officers chair department
level CDBs
5. Ensure CDBs are conducted and documented as required in CIMS
6. Participate in Career Development Team meetings
7. Manage the Command Sponsor and Indoctrination Program
 Key Responsibilities of the CCC

1. Responsible to the CO and report directly to the XO via the

CMC/COB/SEL for all matters related to CDP management
2. Manage the Career Development Program
3. Conduct CDTCs that will maintain training levels of 100 percent for
all Career Development Team(CDT) members
4. Conduct monthly CDT training
5. Prepare and brief a Commanding Officer's monthly report
6. Ensure all Sailors in paygrades E-1 through E-4 attend FTSW and
ensure all newly affiliated Reserve Sailors attend RASW during initial
assignment
7. Conduct an annual review of each department's CDP and provide
written feedback to the respective department chain of command
Key Responsibilities of the CCC (cont’d)

8. Distribute career information throughout the command

9. Ensure all separating Sailors with remaining military service
obligation receive counseling about the Individual Ready
Reserve (IRR)
10. Ensure all transitioning Sailors receive formal pre-separation
counseling
11. Ensure every transitioning Sailor is provided assistance with
developing an individual transition plan
12. Coordinate Transition-GPS (Goals, Plans, and Success) quotas
for Sailors who are separating, transferring to Fleet Reserve, or
retiring
13. Ensure all de-mobilizing Sailors receive formal pre-separation
counseling
Department, Division, and Unit Career Counselors

 All department, division, and Unit Career Counselors are

vital parts of the CDT
 Training for department, division, and UCCs will be
conducted monthly, at a minimum, to comply with
OPNAVINST 1040.11 (Series)
 Department, division, and UCC candidates are evaluated
with the following attributes:
a. High professionalism
b. Ability to interpret and communicate career related
concepts and instructions
c. Willingness and enthusiasm to serve as a CC
Department, Division, and Unit Career Counselors

 For the program to be effective, commands will exercise

care not to exceed a 30:1 Sailor-to-counselor ratio. Large
departments may assign multiple counselors to maintain
an effective program. Departments that have greater than
250 personnel assigned, a full-time departmental CC is
required for an effective program
Career Development
Training Course
Brilliant on the Basics
S.A.I.L.O.R
 Sponsorship = Command Sponsorship
 Assign = Assign a Mentor
 Indoctrination = Command Indoctrination
 Leadership = Career Development Boards
 Ombudsman = Ombudsman Programs
 Recognizing = Recognizing Sailors
Sponsorship
 CMC/SEL/COB will oversee program
 Highly recommended that the Command Sponsor
Coordinator (CSC) collateral be assigned to someone other
than the CCC
 The CCC and CSC should work closely to ensure the
validity and efficiency of the program
 Sponsors should be E-5 and above, completed training
with the FFSC, and familiar with the command
Assign a Mentor
 All Navy leaders must be involved and take an active
interest in supporting mentorship
 Must be established and encouraged as part of the career
development process
 Refer to your local command directive
Indoctrination Program
 Reinforces Navy core values and Navy ethos
 Tailored to command specific requirements
 Highly recommended that the Command Indoctrination
Trainer (CIT) collateral be assigned to someone other than
the CCC
 The CCC and CIT should work closely to ensure the validity
and efficiency of the program
 CO, XO, CMC, and CCC will deliver welcome aboard
address and present briefs
Leadership Involvement
 It is imperative that Career Development Boards (CDBs)
are held at both command and department level
 Individual Career Development Plan (ICDP) should be
reviewed and updated in CIMS after CDB
 CDBs should be held in a location that supports privacy
and limits interruptions
Ombudsman Program
 Established to improve family readiness
 Primary focus is command communication, information,
and referral, while still providing an avenue for hearing
about the welfare of families
 Every command, afloat and ashore, is required to
designate an Ombudsman in writing
Recognition Programs
 The end of a tour should not be the only time a Sailor is
recognized
 Recognition can also include specific action awards, flag
letter of commendation, letters of appreciation,
highlighting accomplishments in the plan of the day and
other public venues, Hometown Area Recruiting Program
(HARP), opportunities, and nominations for special
programs
 Be creative, praise in public, and make sure your Sailors
know they are appreciated and valued
Knowledge Check
 What are the two documents that govern the Career
Development Program?
 How many Chapters are in the Career Counselor
Handbook?
 Name the five key members of the Career Development
Team?
 What does the L stand for in Brilliant on the Basics?
Career Development Program