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NAVY CDB PART 1 OF 2.wmv

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Published on Apr 14, 2011

Navy Career Wise PowerPointer Issue #2: How To Conduct a Career Development Board (Video Training)
To comply with NSIPS/CIMS, PTS-FleetRIDE and NAVPERS 15878J a Career Development Board will not only save provide s a solid advice to all Sailors but a chance to have a face to face communication with mentors, supervisors, career counselors, enlisted senior leader (CMC), Department Head and even the Executive Officer and establish an accountability when something change in member's career path. For Discussion purposes, let's provide as many reasons why each command should conduct a Career Development Board to every Sailor. Here is a start:

1. When Sailor report to a new command, CDB formally establishes a foundation for Sailor's goal as guided through individual command mission.
a. Is the member eligible for NCPACE so Sailor can pursue college? When is the best time to have it?
b. Does member have time to get a funded Navy training?
c. Did the previous command conducted necessary procedures to transition the member (Obliserve, PTS completed, ESR updated, etc.)
2. After 6 months of reporting, the Sailor gets a follow up. The command gets a chance to improve or motivate Sailor on certain areas: leadership, rating knowledge, behavior, etc.
3. After 12 months of reporting, is the member meeting all the command requirements? Was there a shift in behavior? Is he getting the qualifications needed?
4. After 24 months of reporting, how did the member do in his advancement? Is the member up for any programs and screening such as: Officer's Program, Tuition Assistance, Warfare Qualifications, etc?
5. After 36 months of reporting, did the Sailor advance in the right time frame? If he is up for Perform to Serve, what ratings is he/she qualified? Is his record up to date? Is there a need to retake the ASVAB?

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