Naval Construction Force/Seabee 1 & C - MilitaryNewbie

CHAPTER 1ADMINISTRATIONLEARNING OBJECTIVE: Identify the administrative duties and responsibilities ofa petty officer first class within a Naval Construction Force occupation in relationto the Personnel Readiness Capability Program, crew member training,preparation of work assignment/schedules, and writing of evaluations.active and reserve Naval Construction Force (NCF).It is a skill inventory designed to provide managers atall levels of the NCF with timely personnelinformation. This information tool increasesmanagement’s capabilities in planning, decisionmaking, control, and determining unit readiness.As you attain each higher rate in your rating, bothyou and the Navy benefit. This is understandable sinceyou have more experience in your particular rating,you have probably been to several Navy schools, andyour overall attitude is generally well oriented to Navylife. You are now better qualified and in a betterposition to impart your knowledge and experience tothe personnel under you. Your bearing, actions, anddisposition are under scrutiny not only by yourseniors, but also by your subordinates.Before PRCP was developed, personnelinformation was kept on an as-required basis byvarious members of the unit in personal notebooks,files, and records. This information was collected asmanagement required it to determine military andconstruction capabilities, training requirements,logistics support, and so forth. The collection of thisinformation was usually a time-consuming, laborioustask that required a piecemeal inventory of thecommand’s capabilities and requirements. Anotherway of getting this information was through the use ofrough estimates. Neither way, however, produced theaccuracy or rapid response desired. PRCP hasestablished standard procedures for identifying,collecting, processing, and using this information.Advancement brings both increased rewards andincreased responsibilities. These include higher pay,greater prestige, more interesting and challengingassignments, and the satisfaction of getting ahead inyour chosen career. As a first class petty officer, youwill have many responsibilities added to those you hadas a second class petty officer. You have acquiredvaluable knowledge, and now it is your turn to passthis technical know-how on to others.In addition to supervising and training lower-ratedpersonnel, you must be able to perform variousadministrative duties. These duties include givingPersonnel Readiness Capability Program interviews,maintaining reports, drafting rough evaluationreports, and organizing daily work assignments forteam/crew leaders.The PRCP requires each command to gather andcontinuously update information on each member ofthe unit. Most of this information concerns skillsacquired through actual job experience or throughsome type of training program. Other information,such as expiration of enlistment or rotation date, isrequired for accurate planning. This information isplaced in a document called a skill update record. Eachenlisted individual within an NCF unit is required tohave a skill update record, which is maintained at thecompany/department level. Regular updates areforwarded to the unit’s PRCP manager.The command to which you are assigned willdetermine the way you should carry out youradministrative responsibilities. But it is your skills inplanning and organizing, applying effectivetechniques of supervision, and getting along withpeople that will help you succeed in the Navy,regardless of your assignment.SKILL INVENTORYTHE PERSONNEL READINESSCAPABILITY PROGRAMAn accurate and current skill inventory is thebackbone of PRCP. Without it, the reliability of anyplanning based on information stored in the PRCPThe Personnel Readiness Capability Program(PRCP) is a management tool used throughout the1-1

data bank is questionable. Unreliable data can resultin unnecessary retraining, reduced manpoweravailability, or skill deficiencies. The PRCP is themanagement tool used to determine a unit’s readinessand skill deficiencies, It is used in conjunction withthe requirements established by the Commander,Second Naval Construction Brigade (COM2NDNCB), and the Commander, Third Naval ConstructionBrigade (COM3RDNCB), which are issued in theirjoint instruction COMSECOND/COMTHIRDNCBINST 1500.1 (series). Additionally, these skills havebeen conveniently classified into the following fivemajor categories:collected or by whom, meets certain standards ofacceptability. The third step is the actual collection ofthe skill data and includes the procedures forsubmitting the data to the data bank.Skill DefinitionsPRCP, NAVFAC P-458, volume I, Skill Definitions, contains a definition for every PRCP skillidentified in the PRCP. Each definition has beenjointly approved by COM2NDNCB and COM3RDNCB and applies to the entire NCF.PRCP Standards and Guides1. Individual general skills (PRCP 040 - 090).These are essentially nonmanipulative skills(knowledge) related to two or more ratings, such asmaterial liaison office operation (PRCP 040),instructing (PRCP 080), and safety (PRCP 090).The skill definitions alone do not containsufficiently detailed information to accurately classifypeople, nor do they provide any classificationprocedures. Recognizing this, the Civil EngineerSupport Office (CESO) conducted special Seabeeworkshops where the PRCP, NAVFAC P-458,volume II, Standards and Guides, was developedunder the guidance of CESO. This volume consists ofseven separate manuals—one for each Seabee rating.The PRCP Standards and Guides is the principal toolused in collecting and updating skill data. Byfollowing the interviewing procedures in the PRCPStandards and Guides, a trained interviewer is able toclassify people to a predetermined skill level with anacceptable degree of uniformity. With a thoroughknowledge of the tasks required of each skill, anyoneso authorized can classify others to an appropriate skilllevel by actually observing them perform the tasks,either in training or on the job.2. Individual rating skills (PRCP 100 - 760). Theseare primarily manipulative skills associated with one ofthe seven Occupational Field 13 (Construction) ratings.Some examples are light-frame construction (PRCP150) for the Builder, cable splicing (PRCP 237) for theConstruction Electrician, and shore-based boileroperation (PRCP 720) for the Utilitiesman.3. Individual special skills (PRCP 800 - 830).These are technical skills performed by personnel inseveral ratings, including people that are not inOccupational Field 13; for example, forklift operation(PRCP 800), ham radio operation (PRCP 804), andtyping (PRCP 803).4. Military skills (PRCP 901 - 981). These skillsare further classified into three subcategories:mobilization, disaster recovery, and Seabee combatreadiness. Examples are aircraft embarkation (PRCP902); M-16 rifle use and familiarization (PRCP 953);and disaster recovery, heavy rescue (PRCP 979).Skill information obtained by interview orobservation is recorded on the individual’s skillupdate record (fig. 1-1). Skill information isforwarded to the unit’s training department where it isrecorded on the Seabee Automated MobileManagement System (SAMMS) and forwarded to theappropriate Naval Construction Regiment (NCR). Theinformation is reviewed, skill deficienciesdetermined, and training requirements established tomaintain the unit’s readiness. Complete instructionsand information for using the PRCP skill updaterecord, and other PRCP data processing information,can be obtained from the training officer of the unitsparticipating in the program.5. Crew experience skills (PRCP 1000A - 1010A).These skills are gained by working with others onspecific projects. Most of these projects are related toadvanced base construction, such as observation tower(PRCP 1002A), fire fighting (PRCP 1009A), andbunker construction (PRCP 1008A).A skill inventory has three principal steps. First,each skill is closely defined and broken down into taskelements. Second, a standard procedure for obtainingthe information is developed. This procedure helps toensure that the information, regardless of where it isAs a crew/squad leader, you are directlyresponsible for using the PRCP Standards and Guidesto assist a designated interviewer in maintaining anaccurate skill profile on your personnel. You also are1-2

to classify Seabees in the skill levels of the variousindividual rating skills. This technique requites athorough understanding of the skills and tasks definedin the PRCP Standards and Guides. Few individualspossess the talent required to interview in all the skillsof a rating. Interviewers must be mature enough torecognize their own limitations and be willing to seekassistance from qualified individuals. For example,the interviewers could use the crane crew supervisorto assist in interviewing personnel for crane skills.responsible for providing the initial information forthe PRCP data bank. Subsequent updating of thisinitial information for each person is based onperformance on the job (which you observe),completed training, and regular interviews. Newlyreporting personnel, regardless of previous assignment, require interviewing within 30 days.PRCP INTERVIEWSThere are two types of PRCP interviews. The firstand most important is the individual rating skillinterview. The second type is simply called otherinterviews. Both types require the use of the PRCPStandards and Guides.Other InterviewsOther interviews are used to classify people intothe individual general and special skills, militaryskills, and crew experience. With few exceptions,these skills do not require an experienced interviewer.In many cases, skill levels can be assigned toindividuals on the basis of their service or trainingrecord and by completed training evolutions, such asRating Skill InterviewsWhen conducting an individual rating skillinterview, the interviewer uses a discussion techniqueFigure 1-1.—PRCP skill update record.1-3

contingency construction crew training or blockmilitary training. Skill level classification should bedone whenever possible to cut down on interviewingtime. Then, when a person is scheduled for interviewing, it will be just a matter of verification orupdating.USING THE STANDARDS AND GUIDESFOR INDIVIDUAL RATING SKILLSWhen assigned as an interviewer, you must obtain,read, understand, and use the PRCP Standards andGuides. The format is standard. After the skill title,you will find the contents, the skill definitions, and thetasks, which are broken down into task elements. (Seefigs. 1-2 through 1-4.)Skill Title and ContentsThe title identifies the skill; for example, figure1-2 identifies the individual Utilitiesman skill of 710,Plumbing. The number 710 is a numerical code for thisskill. The contents can be used to ensure there are nomissing pages. The skill definition is always listedFigure 1-2.—Title and content of the PRCP Standards andGuides.Figure 1-3.—Individual rating skill definition.1-4

first and directly beneath it is .1 Skill Level 1. Thetasks are listed under each skill level. You mustinterview each candidate to see if he or she is qualifiedfor that skill level.There are one, two, or three skill levels, dependingupon the complexity and number of tasks. Each levelwithin a given skill is more difficult than the previousone and requires a broader knowledge in bothapplication and theory. For example, a person havingSkill Level 1 in Plumbing performs comparativelyeasy tasks. Whereas, at Skill Levels 2 and 3 a personmust demonstrate a skill and knowledge factor for amuch more complex phase of this specific area of thetrade.Skill DefinitionsThe purpose of the skill definition in the PRCPStandards and Guides is to introduce the skill materialto the interviewees. Figure 1-3 illustrates an individualrating skill definition. The definition shown is forPlumbing and is a statement of tasks to be performedat each skill level.Task and Task ElementsA TASK is a specific portion of the overall skilllevel. (See fig. 1-4.) Some tasks cover relatively broadFigure 1-4.—Typical task analysis with task elements and related action statements.1-5

areas. Others may be quite specific and brief. Eachtask is further broken down into several smaller jobscalled task elements.example, you could rephrase it as follows: “The firstthing we will discuss in surveying is the performanceof the chainman.”A TASK ELEMENT is a basic part of each task.When interviewing, you use the task elements andtheir related ACTION STATEMENTS to determinethe interviewee’s qualifications. Action statementstell you the type of information you should get fromthe person being interviewed. Each action statementis identified in the guides by a capital letter (A, B, C,and so forth). Capital letters are listed near the top, andhow many are used varies from task to task. The firstaction statement in figure 1-4 is, “Describe thesequence of steps of this procedure and explain thereasons for each.” A matrix is used to show how thestatements relate to the task elements.Now read aloud the first TASK ELEMENT(Perform as head chainman) (fig. 1-4). When youapply this task element through ACTION STATEMENT A (Describe the sequence of steps of thisprocedure and explain the reasons for each), it soundssimilar to the following: “Describe the sequence ofsteps a head chainman should take in selecting andsetting traverse stations, and explain the reason foreach step.”This rephrased sentence is not a question. It is astatement that directs the interviewee to tell you whathe or she knows about performing the steps requiredand the reasons for performing them. There are noquestions in the PRCP Standards and Guides; therefore, no answers are provided. The guides point outthe areas to be discussed (in terms of TASKELEMENTS and ACTION STATEMENTS). Theinterviewee’s replies are evaluated by the intervieweron the basis of his or her own personal experience,knowledge, and judgment.To gain familiarity with the matrix, refer to taskelement .01, “Perform as head chainman.” Under thetask element subparagraph a, you find “Select and settraverse station.” If you follow this line and look to theright of this statement at the matrix, you see Xs underletters A, B, E, F, and G, indicating which actionstatements apply to this task element.INTERVIEWING STEPSIt should be obvious now why all rating skillinterviewers MUST be experienced in the skills forwhich they interview. The only way you candetermine that the interviewee knows the task elementis to thoroughly know it yourself. If you are unfamiliarwith, or “rusty” in, any tasks in the guides, you muststudy these areas thoroughly before attempting tointerview anyone. Also, if you do not understand howa particular action statement is used with a taskelement, you must resolve this before interviewing.One way of doing this is to discuss the problem withothers who are familiar with the skill.When interviewing, the first thing you should dois to attempt to put the interviewee at ease. A good wayof doing this is to explain the purpose of the interview.For example, explain to the interviewee that theinterview will cover the following:1. what he or she is actually expected to know andto do,2. determine what he or she can actually do so theright job can be assigned, and3. what his or her deficiencies are so that he or shecan receive proper training.Discuss the task element ONLY with the actionstatements indicated in the columns to their right byan X in the matrix. For example, in figure 1-4, onlyaction statements A, B, D, F, and G are used with taskelement .02a. In task element .03a of the same figure,only action statements A, C, F, and G are applied. Asan expert in the skill, you may want to ask questionsabout tasks not covered by the guides. You must avoiddoing this, as you would have no applicable standardagainst which to gauge interviewees’ replies. If youfeel strongly that the guides can be improved, discussyour recommendations with the PRCP coordinator.Next, explain to the interviewee that he or sheshould discuss the knowledge of the skill honestly.There should be no embarrassment if an individualdoesn’t know every item covered in the guides. Telleach interviewee what skill and skill level he or she isbeing interviewed for. Read the skill definition aloudto see if the person is knowledgeable of the subject.Task InterviewingBegin interviewing by reading aloud the task. Thisdirects the interviewee’s concentration to the rightarea. Then rephrase the task in your own words. For1-6

Scoring InterviewsCompany commanders are directly responsiblefor training their company personnel and for fulfillingtraining goals established by the commanding officer.The company commanders help to formulate trainingprograms, supervise training of subordinate officers,and direct technical military and general training oftheir companies. The battalion service departmentheads are responsible for individual training in theirdepartments. They conduct training for advancementand administer the OPNAV-sponsored generaltraining. Platoon leaders monitor the training progressof personnel in their platoons. They directly superviseon-the-job construction and military training. Allpetty officers assume the responsibility for trainingtheir members. Good petty officers are able to conducteffective training courses using lectures, discussions,project work, and so on.If interviewees have a Navy Enlisted Classification (NEC) in the skill for which they are beinginterviewed, they are automatically assigned to thatskill level without being interviewed for any of thelower skill levels. When interviewing, you should usea positive approach. If the interviewees say they cando the related work, you may continue with theinterview for the skill level; however, if they say theyCANNOT do the work, it is obvious that you shouldgo on to some other skill. The interviewees either door do not know the skill. The decision is left up to theinterviewer. ALL TASKS must be accomplished foreach skill level. The results of the interview are thenintroduced into the PRCP system. The proceduresused for doing this are contained in NAVFAC P-458,volume III, Systems Documentation.The plans and training officer is assisted by apermanently assigned staff of three or four pettyofficers and by additional personnel on a part-timebasis as necessitated by the formal training work load.This group is headed by a chief petty officer. Groupmembers function as the unit’s central trainingcoordinators. Responsible for the entire trainingprogram, this group is concerned with the formulationand administration of both the formal military trainingprogram and the technical training program. Theseprograms include formal schools, SCBT, advancedbase construction, and disaster recovery. Individualclass assignments are formulated and administeredwithin each company and must correspond to theguidelines established by the plans and trainingofficer.TRAININGEach training program is formulated to providepersonnel with the skills needed to accomplish currentmissions and mobilization missions. The program isdeveloped according to the pattern, priorities, andtempo established by the commanding officer. Itcovers many phases from orientation courses tospecial technical courses. The success of a trainingprogram depends upon operational commitments,policies, and directives from higher authorities. Theexperience, previous training of the personnelassigned, and the availability of training facilities alsoimpact on a training program’s success. Althoughmuch of the construction training is provided by classA and C-1 advanced schools and special constructionbattalion training (SCBT) courses, additional skill andexperience must be acquired.In the Amphibious Constructio

NAVAL CONSTRUCTION FORCE/SEABEE 1 & C, NAVEDTRA 14233 1. No attempt has been made to issue corrections for errors in typing, punctuation, etc., that do not affect your ability to answer the question or questions. 2. Delete the following questions, and leave the corresponding spaces blank on the answer sheets: Questions 1-37 2-30 7-8 7-28 7-45 8-16