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Page Title: Required Interviews
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REQUIRED  INTERVIEWS 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 individual’s 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, NAVPERS  15878-G. 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 individual’s  career.  It  is  imperative  that  the  required interviews be conducted when they are due because they impact  heavily  on  the  retention  process. Reporting Interview The reporting interview’s group presentation should be conducted as part of the indoctrination process (I Division).  This  presentation  should  be  part  of  the command  career  counselor’s  (CCC’s)  I  Division lecture. 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  member’s service record so that an individual counseling file can be setup and the member’s 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  member’s  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 assets available. 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 member’s career counseling exposure and arrangement to correct any deficiencies that are found by offering whatever voluntary interviews are deemed  appropriate. . 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 file. Retention Interview 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 interviewed. This  interview  is  a  formal  expression  of  the command’s interest in the member’s progress to date. An  examination  of  the  member’s  service  record, training  record,  and  division  officer’s  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  member’s advancement and thoroughly explain advancement requirements through PO2. Encourage completion of all requirements through PO2 at the earliest possible date. 3-12

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