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Career (NCC) PDF

84 Pages·2017·1.01 MB·English
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Navy Counselor - Career (NCC) March 2020 United States Navy Ethos We are the United States Navy, our Nation's sea power - ready guardians of peace, victorious in war. We are professional Sailors and Civilians - a diverse and agile force exemplifying the highest standards of service to our Nation, at home and abroad, at sea and ashore. Integrity is the foundation of our conduct; respect for others is fundamental to our character; decisive leadership is crucial to our success. We are a team, disciplined and well-prepared, committed to mission accomplishment. We do not waver in our dedication and accountability to our Shipmates and families. We are patriots, forged by the Navy's core values of Honor, Courage and Commitment. In times of war and peace, our actions reflect our proud heritage and tradition. We defend our Nation and prevail in the face of adversity with strength, determination, and dignity. We are the United States Navy. The Sailor's Creed I am a United States Sailor. I will support and defend the Constitution of the United States of America and I will obey the orders of those appointed over me. I represent the fighting spirit of the Navy and those who have gone before me to defend freedom and democracy around the world. I proudly serve my country's Navy combat team with Honor, Courage, and Commitment. I am committed to excellence and the fair treatment of all. Page 2 of 99                         NCC - Navy Counselor - Career CAREER ROADMAP Seaman Recruit to Master Chief Roadmap The educational roadmap below will assist Sailors in the Navy Counselor - Career community through the process of pursuing professional development and advanced education using various military and civilian resources e.g. PQS program; JST Joint Service Transcript; E-Learning; Navy College Network; etc. Successful leadership is the key to military readiness and will always require a high degree of technical skill, professional knowledge, and intellectual development. What is a Career Roadmap for Navy Counselor - Career? Navy Counselor - Career roadmaps are just what the name implies - a roadmap through the Enlisted Learning and Development Continuum from Seaman Recruit through Master Chief. The principal focus is to standardize a program Navy wide by featuring the existing skills necessary to be successful in the Navy. The ultimate goal of a roadmap is to produce a functional and competent Sailor. What is the Enlisted Learning and Development Continuum? Enlisted Learning and Development Continuum is the formal title given to the curriculum and process building on the foundation of Sailorization beginning in our Delayed Entry Program through Recruit Training Command and throughout your entire career. The continuum combines skill training, professional education, well-rounded assignments, and voluntary education. As you progress through your career, early-on skill training diminishes while professional military education gradually increases. Experience is the ever-present constant determining the rate at which a Sailor trades skill training for professional development. Do Sailors have to follow the Roadmap? Yes. The Navy Counselor - Career roadmap includes the four areas encompassed by the Continuum in Professional Military Education to include; Navy Professional Military Education (NPME), Joint Professional Military Education (JPME), Leadership and Advanced Education. Some training and education is mandatory (Recruit Training, Command Career Counselor Course, E-Learning, etc.). Some may be directed by your chain of command (Microsoft Excel and PowerPoint courses), and the remainder is voluntary (MNP, E- Learning, college courses, etc.). Sailors are advised to seek out mentors, including your Command Master Chief, Senior Enlisted Advisor, Leading Chief Petty Officer, Leading Petty Officer and Command Career Counselor, and to make use of your Navy College Virtual Education Center (VEC) or OCONUS Education Office's vast resources. All are uniquely qualified to help you along the way. Notes: Page 3 of 99                         NCC - Navy Counselor - Career NC CAREER PATH (SW) Navy Career Counselor (NC ) rating is not open to incoming recruits. This rating requires a thorough knowledge of the Navy organization, including personnel and administrative procedures and policies.B ecause the NC rating accepts only Petty Officers First and Second Class, it is not open to first-term enlistees. A service member who intends to apply for this rating must have experienced the total environment of the Navy. The individual's background must clearly indicate familiarity with shipboard life; first-hand knowledge of varied aspects of Navy life and duties gained through participation in a wide range of activities and assignment; and a high level of leadership as well as comprehension of diverse assigned duties. Navy Career Counselors offer career guidance to personnel aboard ships, deployable units, and at shore facilities, and to civilians who are considering enlistment in the Navy. They assist commands in organizing and implementing an aggressive enlisted career information program; evaluates enlisted career information program within own command and/or subordinate commands as applicable; supervises and coordinates interviewing and counseling efforts; counsels individuals and gives presentations to civic groups, naval personnel and their family members on the advantages of career opportunities and professional development in the Navy; establishes and maintains liaison with local media; serves as Transition Assistance Program Managers; provide counseling to transitioning officers and enlisted personnel on veteran benefits and relocation programs. YEARS OF CAREER AVERAGE COMMISSIONING OR SEA/SHORE TYPICAL CAREER SERVICE MILESTONES TIME TO OTHER SPECIAL FLOW PATH DEVELOPMENT ADVANCE PROGRAMS 26-30 NCCM 22.6 Yrs CSEL 36 Follow on Sea/Shore Tours Billet: CSEL/DLCPO/ Fleet/Force CC Program Manager Duty: ECH I/II/III Fleet/ Force/ISIC/TYCOM Counselor Follow on Sea tour : CVN 23-26 NCCM 22.6 Yrs CSEL 36 3rd Shore Tour NCCS 19.6 Billet: CSEL/DLCPO/ Fleet/Force Counselor / Program Manager Duty: ECH II/III TYCOM/ISIC/Regional CC/NC Detailer 20-23 NCCM 22.6 Yrs CWO, MSC/IPP, CSEL 36 3rd Sea Tour NCCS 19.6 Billet: NCC 14.5 LCPO/DLCPO/Senior CC: Senior CC Duty: LSD/LPD/LHD/LHA/CV N/NECC/ NSW/AS Qual: Section Leader/Requal ESWS/Lead Training Team Member 20-23(Cont.) NCCM 22.6 Yrs CWO, MSC/IPP, CSEL 36 2nd Shore Tour NCCS 19.6 Billet: DLCPO/Senior CC/ NCC 14.5 Program Manager CCC. Instructor/Staff/ Regional CC Duty: ECH III/IV TYCOM/ISIC/ NSSC/NECC/NSW/FMF/ NPC / Regional CC 1 Revised: December 2019 NC CAREER PATH (SW) YEARS OF CAREER AVERAGE COMMISSIONING OR SEA/SHORE TYPICAL CAREER SERVICE MILESTONES TIME TO OTHER SPECIAL FLOW PATH DEVELOPMENT ADVANCE PROGRAMS 16-20 NCCS 19.6 Yrs CWO, OCS, MECP, 48 2nd Sea Tour NCC 14.5 MSC/IPP, CSEL Billet: LPO/LCPO/Senior CC. NC1 9.5 Duty: CG/ /CVN/LHD/ LHA/LPD/LSD/NECC/NSW Qual: Ship training team/D3MA/Section Leader/Requal ESWS/ATTWO st 12-16 NCCS 19.6 Yrs LDO, CWO, OCS, MECP, 36 1 Shore Tour NCC 14.5 MSC/IPP, CSEL, STA-21 Billet: NC1 9.5 CCC/Instructor/Staff ISIC. Duty: NAS/NAVSTA/ TPU/NSSC/NECC/NSW/F MF Schoolhouse/NPC/ISIC/NI OC Qualification: ACDO/CDO/ MAP Coordinator/Board Member st 8-12 Conversion to 9.5 Yrs LDO, CWO, OCS, MECP, 36 1 Sea Tour 6-12 NC1/ MSC/IPP, CSEL, STA-21 Billet: CCC/LPO. Duty: NC2 NECC/NSW. Squadron/Ship/DDG / AS/LPD/LSD/LHD Qualification: LPO/JOOD/OOD (I/P)/3M 303-304/DC 312/DCTT, Duty Admin/WBC Notes: 1. Class “A” school is not required. 2. In addition to the above career path, an NC is advanced in their ability to plan, develop, coordinate, and implement career information programs and policies in the Navy; oversee regional, battle group, and command training and development; motivate and manage aggressive career information and training programs; establish rating and staffing requirements; provide oversight and management of retention and attrition management programs; provide review and analysis of Fleet and Force Career Development and Transition Assistance Programs; collect and examine retention and attrition data and provide trend analysis; review career information surveys and provide recommendations and feedback; and provide executive guidance in all aspects of career counseling and ensure compliance with changing laws and regulations. 3. Even though the NC rating is primarily a surface rating, Navy Career Counselors are assigned to all war fighting domains within the Navy. Consideration for advancement should be based on their contribution and performance to the war-fighting domain and the command mission in which they are assigned. a. Warfare designators earned while assigned to war-fighting domains should be given equal consideration as earning a warfare designation in primary source rating. 2 Revised: December 2019 NC CAREER PATH (SW) b. Primary watch standing qualifications vary in each of the war-fighting domains NCs are expected to obtain the prerequisite watch qualification for the command in which they are assigned. These watch standing qualifications should be given equal consideration. c. Diverse assignments during an NC’s career are essential in developing Fleet and Force Career Counselors. d. Consideration should be given when requirements are met for the Retention Excellence Award (REA). This a major contributing factor to command mission and within the NC job scope for all paygrades. e. E7-E9 personnel should be properly aligned to a valid billet within their respective paygrade, unless an overriding requirement exists which should be properly documented and on file. Considerations for advancement from E6 to E7 • Prior to selection for E7, candidate should successfully complete a Command Career Counselor tour or at least a minimum of 24 months. Successful operational tour is optimal (Ship/Squadron/NECC/NSW). • Successful completion is defined by the member earning competitive performance marks on their evaluation and completion of their paygrade level Professional Military Education (PME). Considerations for advancement from E7 to E8 • Prior to selection for E8, candidate should successfully complete a Command Career Counselor tour: (NAS/NAVSTA/TPU/DESRON/NSSC/NECC/NSW/NPC/FMF/Schoolhouse/ISIC/NIOC/Sea-duty). Successful diverse back-to-back operation tours, though not required, will be favorably considered. Successful completion of large shore command tour (Region) as the Senior Career Counselor. • Successful completion is defined by the member earning competitive performance marks on their evaluation. Considerations for advancement from E8 to E9 • Prior to selection for E9, candidate should successfully complete a large deck tour (LHD/LHA/CVN/NSW/NECC/ISIC or TYCOM) as the Senior Career Counselor. • Successful completion is defined by the member earning competitive performance marks on their evaluation and having completed their paygrade level PME. 4. Best qualified candidates will have a diverse background and have completed prescribed PME, and SEJPME I/II. Additional qualifications are listed below. • Command Career Counselor: o Maintain Career Development Programs (CDP) o VOW Act Compliance and pre-separation counseling o Career Development Boards (CDB) (e.g. military lifecycle, etc.) o Career Waypoints (CWAY) program eligibility o Counsel personnel on professional growth (e.g. High Year Tenure (HYT), Physical o Fitness Assessment (PFA), evaluations, etc.) o Reenlistment incentive programs (e.g. Selective Training and Reenlistment (STAR), Senior Enlisted Retention Bonus (SERB), Selective Retention Bonus (SRB), etc.) o Analyze career development data (e.g. NRMS, CIMS, Career Navigator, etc.) o Audit CDP o Prepare CDP training plans o Brief CDT o Coordinate CDBs o Coordinate career development training o Coordinate reenlistment ceremonies 3 Revised: December 2019 NC CAREER PATH (SW) o Deliver career information briefs o Deliver enlisted assignment briefs o Prepare career development documents (e.g. reports, graphs, charts, etc.) o Compile reenlistment and attrition data o Maintain career information training records in CIMS o Maintain Transition Assistance Program (TAP) files o Submit Enlisted Personnel Action Requests as applicable o Submit SRB authorization requests o Analyze reenlistment and attrition data o Conduct Career Information Program (CIPR) reviews o Prepare CDP Plan of Action and Milestones (POA&M) • Immediate Superior in Command (ISIC) or Type Commander (TYCOM) Career Counselor (CC) o Coordinate subordinate command CDP Implementation o Coordinate with ISIC or TYCOM CC o Analyze Fleet or Force CDP o Analyze Fleet or Force CDP statistical data o Analyze ISIC CDP reports o Analyze subordinate command CDP statistical data o Conduct CIPR for subordinate echelon commands o Prepare CDP reports (e.g. Fleet, Force, or ISIC) o Recruit future NC’s and chair or a member of conversion boards o Coordinate regional CC training o Provide effective training to the CDT, Commands and the NC community 4 Revised: December 2019 FTS/NC CAREER PATH The Navy Counselor rating is not open to the incoming recruit s. This rating requires a thorough knowledge of the Navy organization, including personnel and administrative procedures and policies. Because the NC rating accepts only Petty Officers First and Second Class eligible for First Class, it is not open to first-term enlistees. A service member who intends to apply for this rating must have varied experiences serving in the Navy. The individual's background must clearly indicate first-hand knowled ge of both Active and Reserve Navy life gained through participation in a wide range of activities and assignment s; and a high level of leadership as well as comprehension of diverse assigned duties. Navy Counselors offer career guidance to personnel at sea commands and shore facilities. Navy Counselors work closely with Commanding Officers and CMCs. They assist commands in organizing and implementing an aggressive enlisted career information program; evaluates enlisted career information program within own command and/or subordinate commands as applicable; supervises and coordinates interviewing and counseling efforts; counsels individuals and gives presentations to, educational program such as tuition assistance, MGIB, MGIB-SR; serves as Transition Assistance Program Managers who provide counseling to transitioning officers and enlisted personnel on veteran benefits and relocation programs. YEARS CAREER AVERAGE COMMISSIONING Tour Length TYPICAL CAREER PATH OF MILESTONES TIME TO OR OTHER *See note 1 DEVELOPMENT SERVICE ADVANCE SPECIAL PROGRAMS *See note 2 26-30 NCCM 23.5 Yrs CSEL 36/36 Follow on Shore Tours *See note 2 Billet: Dept Head/LCPO/ Program Manager Duty: Force / TYCOM / ISIC Counselor 23-26 NCCM 23.5 Yrs C*See note 2SEL 36/36 Billet: Dept Head /LCPO/ NCCS 19.5 36/36 Program Manager/Course Manager Duty: TYCOM / ISIC/ Staff 20-23 NCCM 23.5 Yrs CWO, CSEL 36/36 Billet: Dept Head/LCPO/ NCCS 19.5 36/36 Program Manager. NCC 14.0 *See note 2 36/36 Duty: TYCOM / ISIC / Staff / RCC / Wing / Detailer 16-20 NCCS 19.5 Yrs LDO, CWO, OCS, 36/36 Billet: LPO/LCPO/Senior CCC NCC 14.0 MECP, CSEL, STA-21, 36/36 Duty: Staff / CNRFC / CNRC / NC1 8.5 RDC 36/36 NOSC / RCC/Wing 12-16 NCCS 19.5 Yrs *See note 2 36/36 Billet: CCC/Instructor/Staff NCC 14.0 36/36 Duty: CNRFC / NOSC / NC1 8.5 36/36 Squadron / RCC / Wing / CNRC / NPC 8-12 Conversion to 8.5 Yrs 36/36 Billet: CCC/LPO NC1 Duty: CNRFC/ NRPDC / NPC / NRD / NOSC / Squadron Notes: 1. The NC(FTS) rate does not follow a typical sea/shore rotation due to limited sea duty requirements. 2. CMDCM/CMDCS/CSEL program eligibility is very limited due to the NC(FTS) community being small. Rating billets will always be the first priority. 3. In addition to the above career path, an NC is advanced in their ability to plan, develop, coordinate, and implement career information programs and policies in the Navy and Navy Reserve; oversee regional, command training and development; motivate and manage aggressive career information and training programs; establish 1 Revised: July 2019 FTS/NC CAREER PATH rating and staffing requirements; provide oversight and management of retention and attrition management programs; provide review and analysis of Force Career Development and Transition Assistance Management Programs; collect and examine retention and attrition data and provide trend analysis; ; and provide executive guidance in all aspects of career counseling and ensure compliance with changing laws and regulations . 4. Consideration for advancement should be based on their contribution and performance to the command mission and welfare of all Sailors where they are assigned. a. Warfare designators earned while assigned to operational commands should be given equal consideration as earning a warfare designation in primary source rating. b. Primary watch standing qualifications vary in each command. NCs are expected to obtain the prerequisite watch qualification for the command in which they are assigned. These watch standing qualifications should be given equal consideration. c. Diverse assignments during an NC’s career are essential in developing Force Career Counselors, but many FTS NCs are limited to the type of commands available at the time of order negotiations . d. Consideration should be given when requirements are met for the Retention Excellence Award (REA) or the Reserve Personnel Program Excellence Award (RPPEA)(a command cannot receive both for the same timeframe) and when scoring a 80% or greater on the Command Information Program Review (CIPR). These are major contributing factors to command mission and within the NC job scope for all paygrades. 5. NECs held: A16A - Command Pay and Personnel Administrator (CPPA) 805A - Instructor 807R - Reserve Career Information Program Advisor 6. Best qualified candidates will have a diverse background and have completed prescribed PME, and SEJPME I/II . Additional qualifications are listed below. a. Command Career Counselor:  Maintain Career Development Programs (CDP)  Maintain VOW Act Compliance and pre-separation counseling  Coordinate Career Development Boards (CDB) (e.g. military lifecycle, Physical Fitness Assessment (PFA), evaluations etc.)  Counsel personnel on Career Waypoints (CWAY) program eligibility  Counsel personnel on professional growth (e.g.enlisted assignments, High Year Tenure (HYT), Fleet Reserve/Retirement , etc.)  Counsel personnel on reenlistment incentive programs (e.g. Selective Retention Bonus (SRB), Selected Reserve Bonus, MGIB-SR, Post 911 transferability)  Analyze career development data (e.g. NRMS, CIMS, Career Navigator, etc.)  Audit Career Development Program (CDP)  Prepare Career Development Program (CDP) training plans; Brief Career Development Teams (CDT)  Coordinate Career Development Boards (CDB)  Coordinate and provide Career Development Training (CDT)  Coordinate reenlistment ceremonies  Deliver career information briefs  Deliver enlisted assignment briefs  Prepare career development documents (e.g. reports, graphs, charts, etc.)  Compile and analyze advancement, reenlistment and attrition data  Maintain career information training records  Maintain Transition Assistance Management Program (TAMP) files  Submit Enlisted Personnel Action Requests 2 Revised: July 2019 FTS/NC CAREER PATH  Submit Selective Reenlistment Bonus (SRB) authorization requests  Conduct Career Information Program (CIPR) reviews /Audit Career Development Program (CDP)  Prepare Career Development Program (CDP) Plan of Action and Milestones (POA&M) b. ISIC and TYCOM Career Counselor  Coordinate subordinate command Career Development Programs (CDP) Implementation  Provide monthly training to subordinate commands on career development programs and policies  Coordinate with Immediate Superior in Command (ISIC) or Type Commander (TYCOM) Career Counselors (CC) to update progress and address concerns  Analyze Force Career Development Program (CDP)  Analyze Force career development statistical data  Analyze Immediate Superior in Command (ISIC) Career Development Program (CDP) reports  Analyze subordinate command career development statistical data  Conduct Career Information Program Review (CIPR) for all subordinate commands  Prepare Career Development Program (CDP) reports (e.g. Force, or ISIC) Considerations for advancement from E6 to E7  Prior to selection for E7, candidate should successfully complete a Command Career Counselor tour or at least a minimum of 24 months.  Successful completion is defined by the member earning competitive performance marks on their evaluation and completion of their paygrade level Professional Military Education (PME).  Awarded Career Counselor of the Year (CCOY). A NC who is awarded the CCOY has been ranked against all other NC FTS.  Sailor of the Year (SOY).  Subject Matter expert in Selected Reserve Career Counselor Programs is a must. If selected for E7, their first tour after selection could be as an ISIC in a RCC or Wing.  Sailor 360 with strong involvement and documented impact. Special consideration should be given to those in leadership positions.  FCPOA with strong involvement and documented impact. Special consideration should be given to those in leadership positions.  Command collateral duties with documented impact. Considerations for advancement from E7 to E8  Prior to selection for E8, candidate should successfully complete an ISIC and/or Command Career Counselor tour managing Reserve programs: (RCC/Wing/NRPDC/NOSC/NPC/CNRFC, CNIFR, NECC).  Successful completion is defined by the member earning competitive performance marks on their evaluation as an NC.  Subject Matter expert in Selected Reserve Career Counselor Programs is a must for a successful E8 tour.  Sailor 360 with strong involvement and documented impact. Special consideration should be given to those in leadership positions.  CPO Initiation with strong involvement and documented impact. Special consideration should be given to those in leadership positions.  Command collateral duties with documented impact. 3 Revised: July 2019

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Most books are stored in the elastic cloud where traffic is expensive. For this reason, we have a limit on daily download.