Posted on Oct 17, 2016
What is the first Navy Enlisted/NCO Professional Development course, and what is generally taught there?
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Hello all, Army guy here. I've been researching professional development in the different branches for enlisted members. I'm looking to understand how the Navy handles NCO professional development. The Army has Basic Leader Course, Marines have a Corporals Course, Air Force has Airman Leadership School. All have basics of service, counseling, and so on. How is this in the Navy in this area?
Posted 9 y ago
Responses: 23
When I became a 3rd class, I went through an informal training in our teletype room, my supervisor and some nonrate named Floyd, basically showed me what it was like when you have a "person" who just don't want to follow directions....learned a lot that day.....
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We go through PO or petty officer indoc when we are eligible for PO3 and if we make it, then you are frocked for almost up to nine months depending on how high your FMS or final multiple score which is based off of your evaluation score amd test score plus some other formulas anyway you wear and take the authority of the rank beofre you actually get paid so i guess its kinda like a trial by fire except you cant not get paid unless you screw uo amd go to mast dyring that time frame...
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Back in the day they had Leadership Continueums for each of the ranks from E5 and up. It was like, a one week course...but that was back in the day 17 years ago.
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Your performance evaluation by your division officer will tell if you are ready to step into your next pay grade and take responsibility for directing your men and women to do their jobs.You take written tests to show how prepared you are and are rated as to how hi you score in incraments of months you will be rated.I was A BM 2 in 19 1/2 months with two deferments with time in rate by my Captain as he thought I would be a good Petty Officer .
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So I know this is way late,
In the deployed navy there are things that make you more promotable for career advancement. When you make e-4 nothing is truly expected, you do Petty Officer Indoc, after that you wait until you can be up for promotion. If your evals have an EP, you are promotable one year early meaning you can make the jump from e-4 to e-5 in 2 years instead of 3. How you earn that EP can be different based on your command's needs (Volunteer for everything if you are looking to get an EP). If they need a diver and you volunteer, could look good and you get an EP. However there are more things that are necessary as well. With regards to Engineering, to make e-6 (can get an EP for this as well to make e-6 after 2 years at e-5) we have to get Work Center Supervisor, most get it at e-5 but some get it FOR e-5, you cannot get e-6 without it (And getting qualified for Senior-in-rate too, both requirements are from what I recall back when I was in, in 06 - 11) once you are up for e-7 (Same thing with EP) you have to sit boards to be promoted passed e-6 and it becomes more political (from what I heard). Each examination period (every 6 months) if you were up for advancement, you had to take the exam, regardless of want or needs of the navy. if you pass points go towards your promotion, certifications, some medals, and warfare insignia earn you points as well. If you are passed the threshold congrats you made rank. If you did not but passed the exam, you get PNA (Passed Not Advanced) points to carry to the next period. The threshold was determined based on need at that time for your rate. What you end up getting is high demand jobs promoting quickly (as fast as 6 years to e-7 (Hotrunner)) and low demand jobs barely promoting (They hit tenure and are forced out) The system is great for ensuring the low demand jobs have great leadership, but in higher demand fields you get some "less than best qualified" leaders which give you a love hate relationship with the navy as a whole. There are also what they call push button rates(I was in one), where you reenlist for rate based on high demand need for the navy. Because everyone does it it makes it impossible to make that pay grade by the traditional examination. So you end up getting this disproportionately high amount of individuals at a certain pay grade for certain rates. And if you desired to be career military would force you to reenlist to not hit tenure. (Tenure back then was 20 for an e5 and I believe 8 for an e4, I believe it went down in 2010 to 14 for e5 and 6 for e4 but I may be wrong).
Sources: Former Nuc ET2(SS), was career navy until my motorcycle accident, and now I'm out.
In the deployed navy there are things that make you more promotable for career advancement. When you make e-4 nothing is truly expected, you do Petty Officer Indoc, after that you wait until you can be up for promotion. If your evals have an EP, you are promotable one year early meaning you can make the jump from e-4 to e-5 in 2 years instead of 3. How you earn that EP can be different based on your command's needs (Volunteer for everything if you are looking to get an EP). If they need a diver and you volunteer, could look good and you get an EP. However there are more things that are necessary as well. With regards to Engineering, to make e-6 (can get an EP for this as well to make e-6 after 2 years at e-5) we have to get Work Center Supervisor, most get it at e-5 but some get it FOR e-5, you cannot get e-6 without it (And getting qualified for Senior-in-rate too, both requirements are from what I recall back when I was in, in 06 - 11) once you are up for e-7 (Same thing with EP) you have to sit boards to be promoted passed e-6 and it becomes more political (from what I heard). Each examination period (every 6 months) if you were up for advancement, you had to take the exam, regardless of want or needs of the navy. if you pass points go towards your promotion, certifications, some medals, and warfare insignia earn you points as well. If you are passed the threshold congrats you made rank. If you did not but passed the exam, you get PNA (Passed Not Advanced) points to carry to the next period. The threshold was determined based on need at that time for your rate. What you end up getting is high demand jobs promoting quickly (as fast as 6 years to e-7 (Hotrunner)) and low demand jobs barely promoting (They hit tenure and are forced out) The system is great for ensuring the low demand jobs have great leadership, but in higher demand fields you get some "less than best qualified" leaders which give you a love hate relationship with the navy as a whole. There are also what they call push button rates(I was in one), where you reenlist for rate based on high demand need for the navy. Because everyone does it it makes it impossible to make that pay grade by the traditional examination. So you end up getting this disproportionately high amount of individuals at a certain pay grade for certain rates. And if you desired to be career military would force you to reenlist to not hit tenure. (Tenure back then was 20 for an e5 and I believe 8 for an e4, I believe it went down in 2010 to 14 for e5 and 6 for e4 but I may be wrong).
Sources: Former Nuc ET2(SS), was career navy until my motorcycle accident, and now I'm out.
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The first one I remember is the petty officer indoctrination course. It's for new E-4s. Teaches professional development, duties, responsibilities, chain-of-command, decision making, and leadership training.
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When I made E-5 I was sent to a leadership course on base in San Diego for a week
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I think, of course my opinion, that naval leadership is strong in tradition and strict disciplinarian views of do or die or reason why concepts. Leadership correspondence courses were mandatory before basic advancement to Petty Officer! Inasmuchas, Naval rotation is not sedentary as your chain of command is rapidly changing and evaluating of members performances is constantly under new evaluation. Competition based on high competency and leadership basically never changes as advancement depends on testing of skill as well as leadership. Rating in job skills are also permanent in nature as you area rated in a particular skill group that follows you throughout your career such as a electronic technician, gunnery, engineering skill and so on. I attended the Chief Petty Officers academy just after making E-7 and although was given leadership instruction, I can say it wasn't a big improvement in my ability to lead as past emulating of others leaders was what I followed. I graduated at the top when I finished. The six weeks weren't easy and highly resembled basic training with constant humiliation and threat of dismissal if you failed, thusly ruining your career. Looked great in you jacket for advancement, but viewing my classmates, I could pick out who were the stronger leaders prior to graduation. I think consistency in leadership is the best development for future leaders with emphasis on competitional level of competence and leadership and rewarding those strongly in both areas! There is nothing worse than working for a politicican who gain advancement based on inferior evaluations and usuary. Leadership is so important throughout from the top down and for those to set a strong example for emulation to progress for the future. These PC developers can dismiss good leadership and replace it with complexed variations. Work for self improvement, pick your friends and not let them pick you, take care of your people and ensure they have support for improvement and most of all set the example!
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For the Corps: Corporals Course (E-4), Sergeant's Course (E-5), Career Course (E-6), Advanced Course (E-7), 1st Sergeants Course (Only First Sgts), Master Sergeant / 1st Sergeant Seminar (all E-8s) and the Master Gunnery Sergeant / Sergeant Major Symposium (all E-9s). Most demanding are the first four, if you don't do your PME you don't get promoted.
For the US Navy: the first real leadership step is to Chief, so that's when you start getting PME. Semper Fi.
For the US Navy: the first real leadership step is to Chief, so that's when you start getting PME. Semper Fi.
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PO2 Luciano Alfaro
Yea, I agree lower enlisted courses and requirements don't really relate to chiefs course but they do have the requirements for promotion at the lower paygrades.
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