Command Career Counselor (CCC) Evals (2022)

- GIFTED MENTOR. As Assistant Command Career Counselor, he directly impacted retention by aiding in the completion of 39 reenlistments and extensions, 2 commissioning approvals, and 26 CDBs. His dedication, leadership, and management has formed the backbone of the command's outstanding career management of 380+ personnel earning him the trust of our Command Triad as an advisor for career management.

- EXCEPTIONAL COUNSELOR. As the divisional career counselor, he coordinated and provided counseling to 43 Sailors on reenlistments, separations, and career paths. He provided 16 hours of career counselor training which resulted in a grade of "outstanding" on the ISIC CIPR inspection.

- COMMAND INVOLVEMENT. As the divisional career counselor for the safety and training departments, he assisted in the facilitation of two reenlistments and prepared three check-in CDBs.

- MASTER COUNSELOR. Led, developed, and trained a 28 Counselor Career Development Team for a crew of 376 Sailors; scored 93% on CIPR and earned the FY20 Retention Excellence Award. Dynamic leadership resulted in 3 Commissioning Program selections, 1 PACT designation, 2 rate conversions and 100% CRS compliance.

- EXCEPTIONAL COUNSELOR. Provided outstanding guidance and mentorship to 14 CDT members which resulted in 100% command contact. Completed 29 CWAY applications, 1 PACT rating designation, 25 CDBs, 3 SELRES affiliations, and executed 7 reenlistments accruing over $20,000 in bonuses. As Command Transition Officer, completed 12 initial pre-separation counseling and capstones and 8 DD2648s resulting in an 86% retention rate, increasing first term retention by 14% and a 100% VOW compliance.

- COMMAND ORIENTED. Provided monthly career counseling training to 25 divisional counselors, career development workshops to 26 first term Sailors, career development training to 9 CPOs, and one quarterly CDT brief, improving career information throughout the command. Direct efforts towards sailorization resulted in achieving a CIPR score of 93% during the ISIC inspection.

- CONSCIENTIOUS LEADER. His innovative oversight of 21 Career Development Team Members (CDT) led to the implementation of a virtual command indoctrination program in line with COVID-19 restrictions across 4 commands, ensuring 98 newly reporting Sailors received necessary resources for a successful tour. NC1 completed 63 career development boards, 35 reenlistments, including 22 selective reenlistments bonuses totaling 1.3 million dollars.

Provided professional guidance to 9 sailors in completion of C-way submissions, 3 CDBs, 7 Mid-terms which yielded 2 extensions, 1 Command JSOQ, 1 BJOQ, 1 MAP, 3 Navy Cool certifications, 1 Good Catch award, a Daisy award and 350 hours of community service.

- PHENOMENAL COUNSELOR. Processed 117 personnel for C-Way approval, with a zero FTS rate. Maintained A/B/C/D retention rates at 84%, above the Navy's 66% benchmark. Managed Navy Reserve Affiliation for 5 Sailors, 21 pre-separation counseling and capstones with 100% Veterans Opportunity to Work compliance. Her efforts and attention to detail led to an "Outstanding" score of 97% on the Command Information Program Review, and earning the Retention Excellence Award for a (X) consecutive year.

(Video) How to Submit an ePAR/1306 on MyNavy Portal (For Sailors)

- EXEMPLARY LEADER. Ensured Sailor readiness, leading 17 Divisional Career Counselors at a dual UIC command. Processed 102 reenlistments and extensions, totaling 214 years of obligated service. Facilitated 4 vital Career Development Trainings to the Wardroom, 243 Career Development Boards, and 7 First Term Success Workshops.

-ASTUTE COUNSELOR. Performance was exemplary, completing 24 reenlistments and extensions, securing $44,455.27 in SRB payments ensuring maximum deployment readiness. Her career mentorship increased zone A/B/C/D retention from 71.5% to 84%, well above the Navy's 66% paradigm. In addition to managing dual UICs, she led an augment team that tracked three high OPTEMPO detachments and ensured full career counseling support and resources to over 135 front line Sailors. Her efforts played a lead role in earning the Retention Excellence Award for the (X) consecutive year.

-DECKPLATE LEADER. Trained the sea wall! Provided expert level guidance to 6 ACCLOGWING commands, ensuring department and divisional career counselors were abreast and current in CDTC, instructions, and best practices. Actions had an immediate positive community impact resulting in two NC conversions. Her unsurpassed loyalty and commitment to lead, advocate, and mentor led to her selection as Career Counselor of the Year for FY 20XX!

SAILORIZATION - Appointed by the CMDCM as the Command Career Counselor, CS1 Penascosas effectively led 24 departmental career counselors. Personally responsible for the completion of 200 CDB's and increased base completion rate from 67% - 97%. He meticulously processed 30 RC2AC, 15 RC2RC packages, 15 Reenlistments, and increased Base USMAP participation by 70%, thus improving the overall CCC program score from 73% - 98% from the recent Command Program Inspection.

- STELLAR AND DILIGENT COUNSELOR. Managed 24 Divisional Career Counselors and 9 CDT members in the facilitation of 12 training topics and 12 monthly report reviews. Flawlessly oversaw the execution of 107 reenlistments with a total of $182,722.00 in SRB payments and extensions, 91 1306/7s, 11 retirements and 207 CDBs which led the accomplishment of 99% on the Command Inspection Review Program scoring an "OUTSTANDING" for two consecutive years.

- EXCEPTIONAL COUNSELOR. Led 24 Divisional CCs and 9 CDT members supporting 416 Sailors. Completed 328 CDBs, 68 reenlistments, the payment of $225K in SRBs, 86 1306/7s, 8 retirements, 27 separation counselings, and 52 hours of CC training. Efforts resulted in the complete restructure of the CCC program, a grade of 96 percent and "outstanding" on the ISIC CIPR Inspection and my Command receiving the Retention Excellence Award.

Command Career Counselor. Appointed by the CMC to lead the CCC program. Through his tireless exploration and desire, CS1 Penascosas quickly learned the duties and responsibilities required of a CCC and was sought after by peers for career path guidance. As the Command Career Counselor, he successfully led, trained, and managed the career counseling efforts of 16 departmental Career Counselors for ten Departments and over 200 Sailors. Responsible for the completion of 40 CDBs, he meticulously processed five RC2AC and two Rate Conversion packages and three reenlistments. His excellent leadership as CCC for 16 departmental career counselors resulted in a successful facilitation of the TAPS/CAPSTONE program, a required training in preparation for separating from active duty orders. Under his guidance, 31 Sailors successfully completed the TAPS/CAPSTONE training and he ensured sailors were provided the necessary guidance to promote optimal career development.

- PERSONNEL MANAGEMENT. Ensured 100% command personnel readiness by coordinating with Manning Control Authority Fleet and THIRD Fleet to ensure enlisted manning needs for critical NECs and billets were met. Management of the CDTC program earned her a 99% on the command's annual CIPR. Maintained 100% retention across all zones. Conducted over 30 CDBs for staff personnel.

- VERSATILE LEADER. Expertly supervised two UICs on Sailor readiness with 18 Departmental Career Counselors in processing 102 reenlistments and extensions, 8 high-year tenure approvals totaling 214 years of obligated service. Facilitated 12 vital career development trainings to Wardroom, CPO Mess, and FCPO Mess, 243 CDBs, 7 FTSW and CDTC securing 20XX REA for third consecutive year.

(Video) Evaluations and Service Records

SAILOR ALWAYS - Selected to extend 6 months to fill a critical billet. As CCC, CS1 Penascosas supervised 19 department career counselors who managed 240 Sailors; resulted in completion of 150 CDBs that yielded 10 RC2AC, 5 rate conversions, 6 Reenlistments, 6 ASVAB testings, 2 RDC packages and 100% retention. Supported the ESOs in the verification of 141 Sailor's PMK-EE training completion prior to spring exam. Assisted in 4 Command INDOC for 136 newly reported personnel.

- MASTER COUNSELOR. Maintained Zones A/B/C retention rates at 71.5%, above the Navy's 66% benchmark. Processed 117 personnel for C-WAY approval, with a zero fail to submit rate. Managed Navy Reserve Affiliation for 5 Sailors, 28 pre-separation counselings, and capstones with 100% VOW compliance, resulting in an "Outstanding" score of 97% on the CIPR.

As CCC, she conducted 35 CDBs, 45 hours of pre-separation counseling, maintained 100% retention across all zones, earning 100% on annual CIPR.

*** MY #1 of 36 SECOND CLASS PETTY OFFICERS. VFA-2'S SAILOR OF THE YEAR! ***

- COMMAND IMPACT. Working out of rating as the CCC, she flawlessly coordinated 26 reenlistments, 16 extensions, and 8 SDIP-B/E, resulting in the payment of $203K to Sailors. Led a team of 13 divisional CCCs through 31 career waypoint applications, 3 SELRES quotas, 5 targeted reentry program quotas, and 93 CDBs, resulting in a 93% retention rate. Additionally, she assisted in the preparation of 23 separations, 3 retirements, and 8 command indocs for 84 newly reported personnel.
- DECK PLATE LEADER. As 1ST LT LPO, led five Sailors throughout all hanger maintenance, preservations, and appearance improvements while ensuring operational readiness of spaces.
- COMMAND ENGAGED. As MWR President, led a team of 4 E-5s throughout 112 food sales and 2 command functions, raising $14,527 for MWR, which bolstered morale throughout the command. As Lead BLS/CPR instructor she coordinated 27 classes for 7 different commands, qualifying and recertifying 226 Sailors across the NAS Lemoore flight line.
- COMMUNITY LEADER. She selflessly volunteered three hours to the Book Fair Family Night.
**PSG RSCA:3.53**
PETTY OFFICER CONTRERAS IS AN ASSET TO MY COMMAND WHO DEMONSTRATES TRUE LEADERSHIP!
***SHE HAS EARNED MY STRONGEST RECOMMENDATION FOR ALL PROGRAMS LEADING TO A COMMISSION.***

Chief Sullivan enhanced the careers of over 300 Sailors resulting in 21 advancements, 4 conversions, and 35 re-enlistments.

As Assistant Command Career Counselor, processed 800 Montgomery GI Bill page 13s, 230 Career Management System (CMS) Interactive Detailing (ID) actions.

- METICULOUS ADMINISTRATOR. As an out-of-rate Assistant ISIC Command Career Counselor, he provided valuable command indoctrination training to 103 Sailors, conducted 9 retirement ceremonies, 31 reenlistments, 12 extensions, conducted 35 pre-seperation counselings, and 46 capstone events.

As Unit Career Counselor, provided directional insight that helped Sailors to successfully navigate through the challenges and early stages of their Naval Career. Conducted Career Development Boards for 19 unit personnel. Counseled unit members on the use and employment of the Navy's Enlisted Learning and Development Roadmaps (LaDR) in an effort to identify direction for Sailors in their career development and build on the foundation of Sailorization. Ensured enlisted Sailors were provided the necessary guidance to promote optimal career development.

(Video) Medical Service Corps-In Service Procurement Program (MSC-IPP) Brief.

Command Career Counselor. Displaying exceptional initiative and resourcefulness, Petty Officer XXXXXXX assessed his Unit billet assignments and aligned them with the Joint Staff mission for critical support to combatant command exercises. Additionally, he conducted career development boards for 22 Sailors providing directional insight and ensured the necessary guidance fostering optimal career development and successful navigation through the challenges and early stages of his Sailors' Naval Careers.

While working at Camp Geiger Branch Medical Clinic, she developed and guided 13 advancement classes for 37 eligible Sailors and seven instructors for Cycle 203 which contributed to a 37% advancement rate for the department.

Petty Office Gauvereau demonstrated rare management skills and dedication to all Sailors while acting as a member of the career retention team. He developed a Career Counselor Program and performed over 50 career development boards, celebrated 20 reenlistments, submitted 2 officer packages, and managed the FleetRide-PTS process for transfers and separations of 60 staff members AC/RC, resulting in a 99% retention rate. His commitment to sailorization promoted mentorship throughout the command and led to the promotion of 3 Chief Petty Officers and 7 Petty Officers in the unit.

PETTY OFFICER XXXXXXX DISPLAYED OUTSTANDING PROFESSIONAL SKILL AS THE COMMAND CAREER COUNSELOR BY PROCESSING 7 REENLISTMENTS, 33 CAREER DEVELOPMENT BOARDS AND 5 PTS PACKAGES RESULTING IN $200,000 IN SRB WHILE KEEPING RETENTION AT 100%.

IT1 White volunteered for and assumed the duties as detachment Command Career Counselor when the position opened. Through his tireless exploration and desire, he quickly learned the duties required of a CCC and was sought after by peers and junior Sailors alike for career path guidance. IT1 White evaluated, overhauled and implemented a strong methodology to enhance and update the input of Career Development Boards within CMS/ID further enhancing the detachment's readiness. During his period as CCC, IT1 White conducted and entered approximately 49 Career Development Board (CDB) data entry sheets while guiding Sailors toward necessary information with regards to their Navy career and advancement goals enhancing retention and providing for rate conversion possibilities.

As Command Career Counselor, he managed a 26-member Career Development Team. He processed 165 Reenlistments, 81 Extensions, 12 approved "C" School packages, and 1 approved Medical Enlisted Commissioning Program package resulting in an overall 6% increase in retention.

As Career Counselor for 3rd MAW Yuma Units, HMC (FMF), conducted 25 Career Development Boards which resulted in 9 re-enlistments, 1 Combat Meritorious Advancement, 2 SOQs, and 13 advancements.

As Depatment Career Counselor for Operations, successfully completed over 50 PTS/C-Way Applicatons, 52 Career Development Boards, and 7 reenlistment packages.

AS COMMAND CAREER COUNSELOR, USS JOHN C. STENNIS (CVN 74), SHE SUCCESFULLY LED, TRAINED AND MANAGED THE CAREER COUNSELING EFFORTS OF 1119 DEPARTMENTAL AND DIVISIONAL CAREER COUNSELORS RESPONSIBLE FOR THE COMPLETION OF 254 REENLISTMENTS, 322 C-WAY APPROVALS, 229 PACT APPROVALS AND 4,885 CAREER DEVELOPMENT BOARDS RESULTING IN JCS RECEIVING PASSING SCORES ON FY-15, FY-16 AND FY-17 CAREER INFORMATION PROGRAM REVIEWS. HER ROLE AS TRANSITION OFFICER WAS INTEGRAL IN IMPROVING OUR VOW COMPLIANCE BY 23 PERCENT.

(Video) NAVY CDB PART 1 OF 2.wmv

As Command Career Counselor, he managed an 18-member Career Development Team and initiated, supervised, and conducted 14 First-Term Success Workshops; he processed 167 Reenlistments, 89 Extensions, and 12 approved “C” School packages, producing an overall 5.9% retention increase.

For Professional achievement in the superior performance of his collateral duties as the Command Career Counselor of NSF Mechanicsburg from XXXXXXX to XXXXXXXX. In 2016, he attended the Career Counselor certification course at Ft. Dix New Jersey. Petty Officer XXXXXXX has benefitted the Navy by becoming certified to train the Reserve Affiliated Service Workshop and the Chart the Way course in which he trained over 250 fellow sailors.

He trained two sailors as Command Career Counselors, conducted 67 Career Development Boards, 6 Re-enlistment packages, 36 worksheets for two navy-wide advancement exams and the Reserve Affiliation Success Workshop resulting in a 46% improvement to the Career Development Program.

AS ASSISTANT COMMAND CAREER COUNSELOR, LCS SQUADRON ONE, AND WITH NO FORMAL TRAINING OR PREVIOUS EXPERIENCE, PETTY OFFICER XXXXXXX EMBRACED THE ASSISTANT CAREER COUNSELOR POSITION AND ORGANIZED AND DOCUMENTED 955 CAREER DEVELOPMENT BOARDS, REVIEWED AND PROCESSED 138 PERFORM TO SERVE APPLICATIONS, 199 REENLISTMENTS AND EXTENSIONS, 44 FLEET RESERVE/RETIREMENTS, AND 19 TAP REQUESTS RESULTING IN OPTIMUM RETENTION AND RETENTION BENCHMARKS HIGHER THAN THE NAVY-WIDE AVERAGE, LEADING COMLCSRON ONE TO THREE CONSECUTIVE RETENTION EXCELLENCE AWARDS. PETTY OFFICER XXXXXXX ORCHESTRATED 66 INDIVIDUAL MARKETING EVENTS AND RAISED MORE THAN $10,000 IN FUNDS FOR THE COMMMAND MWR PROGRAM, EACH RECEIVING ACCOLADES FROM PARTICIPANTS AND ATTENDEES.

As the NMCB 18 Career Counselor, Petty Officer XXXXXXX conducted 15 Career Development Boards, entered CDB data for 17 DET 1218 members and trained Naval Operational Support Unit 1961 Career Counselors in conducting CDBs. He assisted in organizing 7 reenlistments, conducted individual counseling for 11 members to include career paths with future reenlistments, cross rating, and future schooling.

He provided numerous hours to the welfare of his Sailors as the Departmental Career Counselor. These efforts made him the go-to Career Counselor outside the Command Career Counselor's office. His dedication to all Sailors is hard to question as he genuinely cared and provided the needed guidance and mentorship to the junior Sailors around him.

AS COMMAND CAREER COUNSELOR, HE MANAGED, LEAD, AND TRAINED 58 RETENTION TEAM MEMBERS ON NAVY STANDARDS AND CAREER INFORMATION PROVIDED TO OVER 1,500 SAILORS. HIS LEADERSHIP WAS RESPONSIBLE FOR 220 REENLISTMENTS; 2,150 DOCUMENTED CDBS, AND 594 CAREER WAYPOINT APPLICATION SUBMISSIONS.

DEPARTMENTAL CAREER COUNSELOR IN USS ROOSEVELT (DDG 80). AS DEPARTMENTAL CAREER COUNSELOR, HE HAS BEEN RESPONSIBLE FOR MANAGING 3 DIVISIONAL COUNSELORS WHO MANAGED A TOTAL OF 77 PERSONNEL MAINTAINING A 100% RETENTION THROUGHOUT THE DEPARTMENT. PETTY OFFICER XXXXXXX'S EXCEPTIONAL PROFESSIONALISM AND LOYAL DEVOTION TO DUTY REFLECTED CREDIT UPON HIMSELF AND WERE IN KEEPING WITH THE HIGHEST TRADITIONS OF THE UNITED STATES NAVAL SERVICE.

FAQs

What is a command career counselor? ›

The Command Career Counselor (CCC) serves as the critical link between a Sailor, their command, and supporting Navy organizations, including Navy Personnel Command (NPC). On behalf of the Commanding Officer, the CCC is responsible for managing the command's Career Development Program.

What does CCC stand for Navy? ›

Navy COOL Summary - CCC - Command Career Counselor.

What is NRMS Navy? ›

Navy Retention Monitoring System (NRMS) provides the tools and capability to monitor, track, and analyze retention data. CCCs use NRMS to monitor retention and attrition statistics and provide monthly updates to the Commanding Officer.

How do I become a career counselor? ›

Where can I find a career counselor?
  1. Start by asking friends, family, colleagues, or professional acquaintances who may have a helpful connection. ...
  2. Check the National Career Development Association's (NCDA) and National Board for Certified Counselors if you're looking for one who works privately. ...
  3. Ask around on campus.

What rate is NC in the Navy? ›

Navy Enlisted Rating (Job) Descriptions

The NC rating accepts only petty officers first and second class who have been in the Navy for several years before attending the secondary rating school. A Navy person who intends to apply for this rating must have experienced the total environment of the Navy.

How do I become a Navy CCC? ›

Requirements And Qualifications

Must have served at least six years in the Navy, and at least two years in their present rating. Must be able to pass a Physical Fitness Assessment (PFA) upon reporting to their respective Navy Counselor schoolhouse, with a minimum score of Good Low in all categories.

Can you quit the CCC? ›

You may resign your CCC by completing the CCC Resigned Affidavit and continue as a Member without Certification. You may resign your CCC by completing the CCC Resigned Affidavit. Complete the CCC Retired Affidavit. Call the Action Center at 800-498- 2071 to request Life Membership status.

Can felons join the CCC? ›

Prospective CCC Corpsmembers must successfully pass a background check, drug test, and physical exam before enrolling in the program. Applicants may not be eligible if they have a record of a criminal conviction or pending legal action for a serious felony or violent crime.

What does CCC mean in the military? ›

Welcome. Welcome to the Army Medical Center of Excellence, Captains Career Course at Joint Base San Antonio-Fort Sam Houston, Texas! CCC Operations Phone Number: 210.221.7458. Driving Information.

At what level is the Career Development Board held? ›

5.4.

Reporting CDB is to be conducted at the command level. Sailors should be given a career development board within 60 days of reporting. The first career development board is the most critical interaction between the Sailor and immediate chain of command.

Who does the C Way program apply to? ›

C-WAY automatically generates most reenlistment applications for Sailors 15, 14, and 13 months prior to Projected Rotation Date (PRD) who have 24 months between PRD and SEAOS and for Sailors 16 to 13 months prior to SEAOS.

What action constitutes a C Way quota utilization? ›

Quota Utilization. Any action that changes an SEAOS date, such as reenlistment or execution of a new contract extension (other than those for OBLISERVE to train) constitutes utilization of a C-WAY-REEN quota. p. Conversion Quotas.

Who is the best career counsellor? ›

If you are looking for a career counselor, you have come to the right place. The Best Career Counselor in the World is Dr Anil Khare. He is a UAE-based Ivy League Specialist who can guide you through the application process and help you determine your true passion.

What is the difference between a career counselor and a career coach? ›

The basic difference between career counselling and career coaching is that in career counselling, the professional analyzes past information to get the solution. On the other hand, in career coaching, the professional only focuses on the present scenario and helps the client reach his/her goal.

Is going to a career counselor worth it? ›

Maybe you've been applying to the wrong jobs or taking the wrong approach. But if you've reached the point where you're starting to lose hope, a counselor's help could prove invaluable. And if working with a professional lands you a job sooner rather than later, his or her fee will end up being well worth the cost.

What rank is NC1 in Navy? ›

Navy Counselor (abbreviated as NC) is a United States Navy occupational rating.
...
Navy Counselor
Issued byUnited States Navy
TypeEnlisted rating
AbbreviationNC
SpecialtyAdministration
1 more row

What rank is e3 in the Navy? ›

All E-1s through E-3s are known as seaman, fireman, airman, constructionman, or hospitalman. E-4 through E-6 are called petty officers. All E-7s are called chief petty officer, E-8s senior chief petty officer, and E-9s master chief petty officer.

How do you address the Navy NC1? ›

An NC is a Navy Counselor (their rating, which is the Navy's equivalent of the Army/Marines' MOS and the Air Force's AFSC). The 1 indicates a Petty Officer First Class (an E-6). And dkkght is correct: an NC1 would be addressed as either "Sir" or "Petty Officer."

What is a NCC in the Navy? ›

Navy Counselors (Career) (NCC) assist commands in organizing and implementing aggressive enlisted retention and career information programs; evaluate enlisted career development programs within their own command and/or subordinate commands, as applicable; coordinate and supervise counseling efforts; counsel individuals ...

What is the Navy Career Counselor NEC? ›

They assist commands in organization, implementation and management of an enlisted career information program; evaluates and inspects enlisted career information programs within own command and/or subordinate commands (as applicable); supervises and coordinates interviews and counseling efforts; counsels individuals ...

What does an Army career counselor do? ›

Career counseling/retention specialists provide military personnel with consultation and guidance on career exploration by reviewing their interests, education, strengths, and abilities.

How much do CCC get paid? ›

How much are Corpsmembers paid? As of July 1, 2022, Corpsmembers are paid a monthly stipend of $2,610. Corpsmembers who demonstrate strong leadership, motivation, and work performance may be able to promote to leadership positions with an increased stipend amount.

Why was the CCC discontinued? ›

Civilian Conservation Corps Legacy

In 1942, Congress discontinued funding for the CCC, diverting desperately needed resources to the effort to win World War II. Monuments and statues dedicated to the CCC and its alumni dot parks across the country.

Is it hard to join the CCC? ›

The California Conservation Corps welcomes recruits from all backgrounds. Joining is simple. You can call, stop by a center or click Join Now! Joining the CCC is easy!

Does CCC drug test? ›

Corpsmembers must pass a physical exam during COMET to ensure that they can perform essential functions. All individuals must also pass a drug test, as the CCC maintains a drug-free environment to reduce the potential for work-site accidents.

What is it like working for the CCC? ›

Working with the c's was a very enjoyable and satisfying experience. You will meet a great number of people who will become lifelong friends. They provide wonderful advantages, and during the fire season, you get to travel around the state of California and work in a variety of parks.

How old do you have to be to join the CCC? ›

CCC members learn teamwork, self-discipline, confidence, and receive technical skills and training. Corps members are paid minimum wage, receive medical benefits, along with room and board. Applicants must be between 18 and 25 years of age and cannot be on probation or parole.

How long is Arsof CCC? ›

In 2013, USASOC created the Army Special Operations Forces Captains Career Course (ARSOF CCC) to accelerate the flow of graduating Team Leaders into the three ARSOF Regiments by teaching a three-month standardized curriculum common to all Career Courses, which when combined with an officer's respective “Q-Course” would ...

What does CCC stand for in USAF? ›

CCC – Commanders Chief. CCS – Commanders Secretary. CCAF – Community College of the Air Force.

How many CCC camps were there? ›

By the time the CCC program ended as the nation was entering World War II, more than 2.5 million men had served in more than 4,500 camps across the country.

What is a performance mark average? ›

"It is a breakdown of your score on the exam. It has your performance mark average (PMA), your passed-not-advanced (PNA) points, your standard score, your time in rate and how well you did on various sections on your exam."

What is the purpose of a career development board? ›

Career development boards are part of the Navy's effort to promote retention and maintain stable manpower levels. CBDs use the "gouge" – Navy slang for insider information – to help sailors make informed career decisions. CBDs encourage members who leave active duty to continue their careers through the Navy Reserve.

What two types of evaluations are used for E1 through E6 personnel? ›

2. How Does the Report Work? The system utilizes a FITREP for officers (W1-O6), CHIEFEVAL for chief petty officers (CPO) (E7-E9), and an EVAL for other enlisted personnel (E1-E6).

How long is a CWAY quota good for? ›

C-WAY maximum quota expiration date: 16 months after application date (i.e. Mar-2018 application/processing month, Jul-2019 expiration) 2. Quota utilization: For Sailors within 16 months of SEAOS, any change in Enlisted Manning Code (EMC), current enlistment date (CED) or SEAOS constitutes utilization of the quota.

Who does C way Reen not apply to? ›

CWAY-REEN applies to who? Who are exempt from CWAY? Sailors who are selected or frocked to Chief are exempt from CWAY. Sailors within how many months of their SEAOS require CWAY Reenlistment approval?

When selected for the Mecp program Sailors must obligate service on active duty for what minimum number of years? ›

THOSE PARTICIPATING IN MECP OR IPP, AND INTERESTED IN RETIRING FROM THE US NAVY, MUST SERVE AT LEAST 10 YEARS OF ACTIVE DUTY COMMISSIONED SERVICE TO BE ELIGIBLE FOR RETIREMENT.

Under what situation should a command not process a Sailor? ›

When a Sailor is awarded non-judicial punishment (NJP) more than two times during the current enlistment, then a pattern of misconduct could be a potential ground for separation. This particular ground is discretionary, and a command may choose to not process the Sailor for administrative separation for this reason.

When C-way is denied you should contact the detailer for disposition guidance at least what minimum number of months prior to PRD? ›

C-Way automatically generates reenlistment applications 15 months prior to a Sailors' PRD for those who have less than 24 months between PRD and SEAOS.

Who prepares worksheets for E4 exam? ›

Prior to participating in a Navy-Wide Advancement Examination (NWAE), ESOs are responsible for preparation of the Advancement in Rate or Change of Rating (Worksheet) NETPDC 1430/3 (Rev. 06-14) for each candidate participating in an examination advancement cycle (E4 through E7), including LDO Program candidates.

How do I choose a good career Counsellor? ›

Think about it – choose any career path and you will find thousands of people who are hugely successful with it. This is where your unique personality and individuality come in. The industry equips counselors with several tested, successful and effective programs and tests you can take to reveal your personality type.

Is career counseling a good career? ›

According to a report by Cognizant, among the popular job categories, career counselling is one of the professions with the highest year-over-year growth. Therefore, the career counselling profession is very promising and offers great opportunities for newcomers as well as experienced professionals.

How do I become a career Counsellor? ›

How to become a certified career counselor
  1. Earn your bachelor's degree. Complete your bachelor's degree in a human services-related field, such as social or behavioral science, psychology or sociology. ...
  2. Pursue your graduate degree. ...
  3. Gain work experience. ...
  4. Obtain your certification. ...
  5. Keep your license current.

What is CPCC certification? ›

The Certified Professional Career Coach (CPCC) program is a full-spectrum overview of career coaching, career management, and job search techniques. This program includes materials to learn the coaching competencies, apply the coaching competencies, and understand communications.

What makes a good career advisor? ›

an understanding of the issues around confidentiality. the ability to work individually or as part of a team. the ability to manage your own caseload. research skills for finding out information about a range of careers and training opportunities.

Is a life coach the same as a career coach? ›

Life coaches focus on helping their clients improve their personal lives, while career coaches help their clients improve their professional lives. Life coaches may talk to their clients about their careers as they relate to personal topics, such as work-life balance and purpose.

What is the difference between a career coach and a career counselor? ›

A career counselor provides you with industry information and advice to help you find a job. A career coach does the same, but also takes a deeper look at your life as a whole, paying attention to your values, strengths and interests.

What questions should I ask a career coach? ›

Questions to ask your career counselor
  • How can I build on my strengths? ...
  • How can I improve my weaknesses? ...
  • What is the current job market for my industry? ...
  • Can you provide me feedback on my resume and my cover letter? ...
  • How can I make myself stand out against competitors? ...
  • How can I optimize my time while learning?
1 Mar 2021

What is the difference between a career coach and a career counselor? ›

A career counselor provides you with industry information and advice to help you find a job. A career coach does the same, but also takes a deeper look at your life as a whole, paying attention to your values, strengths and interests.

What does an Army career counselor do? ›

Career counseling/retention specialists provide military personnel with consultation and guidance on career exploration by reviewing their interests, education, strengths, and abilities.

Is going to a career counselor worth it? ›

Maybe you've been applying to the wrong jobs or taking the wrong approach. But if you've reached the point where you're starting to lose hope, a counselor's help could prove invaluable. And if working with a professional lands you a job sooner rather than later, his or her fee will end up being well worth the cost.

What makes a good career counselor? ›

Top career counselors don't just hand their clients the results of vocational tests. They get to know their clients and, most importantly, they give their clients the space to talk through the issues affecting their career and career choices.

What are the big five career theories? ›

These five theories are (a) Theory of Work-Adjustment, (b) Holland's Theory of Vocational Personalities in Work Environment, (c) the Self-concept Theory of Career Development formulated by Super and more recently by Savickas, (d) Gottfredson's Theory of Circumscription and Compromise, and (e) Social Cognitive Career ...

What makes a good career advisor? ›

an understanding of the issues around confidentiality. the ability to work individually or as part of a team. the ability to manage your own caseload. research skills for finding out information about a range of careers and training opportunities.

Is career counseling a good career? ›

According to a report by Cognizant, among the popular job categories, career counselling is one of the professions with the highest year-over-year growth. Therefore, the career counselling profession is very promising and offers great opportunities for newcomers as well as experienced professionals.

Who needs career counseling? ›

Even working professionals require career counselling and guidance. Students from class 2nd to working professionals can utilize the utmost benefit of career counselling. Students can get career counselling to find out which subject to choose in the future.

What is CPCC certification? ›

The Certified Professional Career Coach (CPCC) program is a full-spectrum overview of career coaching, career management, and job search techniques. This program includes materials to learn the coaching competencies, apply the coaching competencies, and understand communications.

Do career counselors deploy? ›

Advising Soldiers on their options and providing guidance on career progression is the reason career counselors are there. Being deployed has only created more obstacles for the unit career counselors to overcome compared to supporting Soldiers back in the U.S.

How long is the Army Career Counselor course? ›

The badge is presented as an Army Identification Badge to all graduates of the nine-week Army Career Counselor Course conducted at Ft Knox, KY, who subsequently are assigned as Career Counselors or Reenlistment Advisors, in the case of the National Guard.

What is a 79V MOS in the Army? ›

MOS 79V Army Reserve Career Counselor (Army Reserve)

What questions should I ask a career coach? ›

Questions to ask your career counselor
  • How can I build on my strengths? ...
  • How can I improve my weaknesses? ...
  • What is the current job market for my industry? ...
  • Can you provide me feedback on my resume and my cover letter? ...
  • How can I make myself stand out against competitors? ...
  • How can I optimize my time while learning?
1 Mar 2021

How do I prepare for a career coaching session? ›

How to prepare for a career coaching session
  1. Pause and reflect. ...
  2. Consider taking a career assessment. ...
  3. Adopt a growth mindset. ...
  4. Think about what you'd like to get out of the coaching experience. ...
  5. Identify what you like (and what you don't) about your current job. ...
  6. Root down in your purpose.
5 Aug 2022

What are the duties and responsibilities of a career coach? ›

Important functions include providing individual and targeted assistance with professional development and preparation for employment, identifying and connecting participants with education, skills training, work-based training and placement opportunities, and documenting all communication and follow-up efforts with ...

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