The five required interviews are the reporting, the
retention programs, the incentive programs, the 17-year
monitor, and the presaparation/retirement interviews.
Each is designed to be conducted at specific career
points during an individuals career and to provide
certain information relating to that particular career
point. The action plan for the five required interviews is
set forth in appendix B of the Retention Team Manual,
The retention programs interview and 17-year
monitor interview will only be conducted one time for
each individual during an entire career. The reporting,
the incentive programs, and the preseparation
interviews may be conducted many times during an
individuals career. It is imperative that the required
interviews be conducted when they are due because they
impact heavily on the retention process.
The reporting interviews group presentation should
be conducted as part of the indoctrination process (I
Division). This presentation should be part of the
command career counselors (CCCs) I Division
The one-on-one reporting interview must be
conducted within 30 days from the time an individual
reports on board a command. This interview should
always be conducted by the division or work center
career counselor. This will enforce the retention team
concept to the new member from the start.
There are a number of CCCs who like to conduct
this interview themselves because all individuals check
in with them anyway. It is true that the CCC should meet
personally with every individual when first reporting on
board. The CCC should review the new members
service record so that an individual counseling file can
be setup and the members name placed in the interview
tickler system. However, to conduct the reporting
interview at this time can be counterproductive.
If the CCC conducts the interview, then the CCC,
instead of the division or work center career counselor,
is established as the new members career counselor.
The first time members need career assistance they will
come straight to the CCC and bypass their division
career counselor. Remember, the Career Information
Program Management (CIPM) concept is to put
retention back in the chain of command and usc all
The reporting interview is the initial contact through
which the retention process is established, Counseling
members with their spouses present is appropriate and
encouraged. Areas to discuss other than the ones
covered in the group presentation are as follows:
. Learn the status of a members career counseling
exposure and arrangement to correct any deficiencies that are
found by offering whatever voluntary interviews are
. Explain the commands retention program and
give some insights into the programs and opportunities
that are available to the individual.
. Show senior personnel how they may assist in
reaching the retention goals of the command.
. Assist members in completing a Duty Preference
Form, NAVPERS 1306/63, if they do not have one on
The group presentation should be conducted at
active duty service date (ADSD) plus 17 months and the
personal interview held by the division/work center
career counselor at ADSD plus 18 months.
The division/work center career counselor must be
prepared to discuss any material covered in the group
presentation, as it is brought up by the individual being
This interview is a formal expression of the
commands interest in the members progress to date.
An examination of the members service record,
training record, and division officers notebook before
the interview will disclose the efforts and progress the
individual has made. It is here the career counselor
might discover the trends, both favorable and
unfavorable, that can be corrected or complimented.
It is strongly recommended that the spouse be
invited to the interview (subject to member approval).
Remember to stress the good the spouse can do to assist
the husband or wife in reaching full potential. Be patient
when explaining services and programs available, since
the spouse most likely will not be as familiar with
benefits and entitlements as the member is.
Check to make sure minimum advancement
requirements have been met for the members
advancement and thoroughly explain advancement
requirements through PO2. Encourage completion of all
requirements through PO2 at the earliest possible date.