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Summary - 14213_29
Personnelman 1 & C - Military manual for government personnel administration
Figure 2-1.—Phases of a proper interview
CHAPTER 2 COUNSELING SERVICE MEMBERS This   chapter   discusses   counseling   techniques, financial  responsibility,  medical  boards,  limited  duty, humanitarian  assignment,  and  hardship  discharge procedures. We also discuss Navy assignment policy, types  and  locations  of  duty  stations,  overseas  service, the  enlisted  duty  preference  form,  and  Enlisted  Navy Career  Options  for  Reenlistment  Reporting  (ENCORE). The information contained in this chapter will help you whenever  the  need  arises  to  counsel  or  interview personnel concerning any of these areas. COUNSELING As  a  Personnelman  first  class  (PN1)  or  Chief Personnelman (PNC), counseling personnel is one of your  responsibilities.  Counseling  service  members  must be done as often as required. As a PN1 or PNC, you will provide guidance and advice to your workers and your customers to help them personally and professionally. As a junior PN, you gained experience in counseling personnel the first time you checked in or checked out individuals. The counseling process began when you had  a  conversation  with  a  customer  and  you  provided information and advice. It takes time to gain the skills necessary to be a successful  counselor.  The  more  you  counsel  personnel, the more you learn to spot areas where you need to improve. In learning how to counsel personnel, you must  remember  that  all  individuals  are  different.  You also must remember to treat all persons with dignity and respect. There are many types of counseling sessions. Some types   are   customer   assistance,   career   intentions, performance evaluation, outstanding or substandard performance, and Fleet Reserve counseling sessions. As a  PN,  customer  assistance  counseling  sessions  are  the most  common. You  are  in  a  customer  service-oriented  occupational field  where  the  customer  is  your  first  priority.  Provide customers with the answers they are searching for. If possible, have the particular reference source available whenever   you   counsel.   This   shows   that   your information  is  credible. When dealing with your workers, establish and maintain  counseling  file  folders  on  each  individual.  File in each individual’s folder his or her counseling sheets. The counseling sheets provide you with information about  a  person’s  accomplishments  and  personal conduct. When the evaluation period approaches, for example,   you   will   have   sufficient   information   to document  each  person’s  Performance. Your  workers’  counseling  sheets  should  contain both positive and negative information and must be made available to the members on request. Counsel members not only when they commit serious mistakes or need guidance to get them back on track, but also when their performance is noteworthy and requires recognition. Have your subordinate sign the counseling sheet. If a member refuses to sign a counseling sheet that contains  derogatory  comments,  sign  the  sheet  yourself and  get  another  senior  person  to  certify  that  the counseling  session  actually  took  place. COUNSELING  METHODS  AND TECHNIQUES The  following  information  will  help  you  with counseling sessions and also help you become more aware of things you can do to help individuals. The use of  these  techniques  will  depend  on  the  particular circumstances. Office  Space Choose an office or area away from excessive traffic and  noise.  The  office  for  a  counseling  session  must  be easily  accessible.  A  quiet  and  private  space  provides  a better opportunity for concentration as well as a relaxed atmosphere. This is necessary so the member will feel free  to  relate  problems  or  desires. Planning the Interview Find out as much as you can in advance about the member before you begin the interview process. You should  review  the  member’s  service  record,  if  possible, and  also  ask  officers  and  petty  officers  who  know  and work   with   the   individual   about   the   member’s performance. Based on what you find out about the 2-1

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