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Required Interviews
Yeoman 1 & C - Military training manual
Documentation of Required Interviews
Get the member thinking and preparing well in advance of  mandatory  requirement  dates. Incentive Interview The proper time frame for conducting the group presentation  is  11  months  before  the  individual’s expiration active obligated service (EAOS) or projected rotation date (PRD). The group presentation is the same for all individuals, but the personal interviews should be conducted  on  the  basis  of  whether  the  member  is approaching PRD or EAOS. The personal interview should be conducted by the division/work center career counselor  10  months  before  the  individual’s  EAOS  or PRD. The  division/work  center  career  counselor  will primarily be concerned with reviewing and updating the enlisted duty preference form for the individual who is only transferring. This is also the time to talk about advance training for these individuals. Detailers are more likely to give individuals advance training (C school) with PCS orders than during the middle of a tour. This is the time to submit an Enlisted Personnel Action Request,  NAVPERS  1306/7,  for  a  school.  Another important issue for these people is to make sure their training record and service record are up to date. The  incentive  interview  is  the  keystone  of  any retention  program  for  individuals  approaching  EAOS. It is the point in time where the sailor is first encouraged to make a commitment to further naval service. It is here that the retention team’s past efforts in improving a member’s potential for retention start to pay off, and it is here that even the best laid efforts can fail if the interview  is  not  properly  conducted.  Again,  because  of the family’s acute involvement in the retention decision, it is recommended that the spouse be encouraged to attend (subject to the approval of the member). The areas  that  must  be  discussed  at  the  incentive  programs interview  are  listed  in  the  following  paragraphs. The purpose of this interview is to make sure the individual  understands  the  career  benefits  and reenlistment  incentives  to  allow  the  member  to  make sound career decisions. It would be an error for the counselor to say, “The purpose of this interview is to get you  to  reenlist,”   although the statement would be partially  true. Review  the  member’s  performance  marks  and accomplishments up to the present tour/career point and advise  the  member  about  prospects  for  a  future prosperous  career.  This  may  include  suitability  for officer   programs   as   well   as   selection   board competitiveness  for  chief,  senior  chief,  and  master  chief petty  officer. l Ask the member to make a career of the Navy. If the answer is yes, go right onto “gaining a commitment.” . Remind the member of the benefits of a career. l Ask the member what problems a Navy career might present. List each problem the member presents on the left side of a sheet of paper. l  Proceed  to  eliminate  or  reduce  the  impact  of those items listed on the left side of the sheet by listing corresponding  good  points  of  a  Navy  career  on  the right-hand side. Never lie or misrepresent facts, but always present positive points for the Navy’s side. For example, frequent moves required by the Navy career on the left side of the sheet can be countered with the benefits gained from being in different parts of the country or world and the chance of using the GUARD III program or detailer to aid the member in getting to or remaining at a desired location. Do not forget to mention the travel aspects of civilian job possibilities; civilians move around too. l Ask the member and spouse (if present) if they now think a Navy career would be a desirable life-style. If  the  answer  is  yes  or  maybe,  go  on  to  gaining  a commitment. If the answer is an unequivocal no (and let us face it, not everyone will choose a Navy career), stress the importance of making preparation to start a civilian career. If the answer is “I don’t know” or ‘We’d like to think about it,” schedule another interview with the  member.  Maintain  the  positive  attitude  of  “you  will reenlist because the Navy offers the best opportunities for you and your family,” and you will likely achieve excellent  results. It is important to know how to gain a commitment. All of us have seen the used car salesman pull out a blank contract (even though we have not firmly decided to buy a car), put our names across the top of the page, list the identification of the car, and start taking about price. With this action, the salesman has implied that we have decided to buy the car and are only interested in haggling about  the  price.  Like  the  car  salesman,  the  counselor should try to gain an early commitment (though it can always be changed). The counselor’s contract is the special request chit. Start filling out the request chit with the member’s name and ask for the member’s social security number for use on the chit. Advise the member that the earlier the request is submitted the better, since it  allows  time  for  planning  paper  work  requirements, gaining  GUARD  III  approval,  and  so  forth.  Word  the 3-13

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