Career (NCC)

84 Pages·2017·1.01 MB·English

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