MCPON’s 2008 CPO Induction Guidance
“Chief Petty Officers are first and foremost deckplate leaders charged with developing
Sailors and enforcing standards.”
My fellow Chiefs, as we approach Induction, you’ll find the enclosed document is very
similar to my previous guidance. I’m proud of the way you conducted yourselves last
year and I believe the Chiefs we brought into our Mess earned their places among us.
Before we begin this year’s Induction, I want to stress that one of the most critical
elements is ensuring our Selectees realize that there is nothing easy about being a Chief
Petty Officer. Selectee Training will emphasize that, but we must do more to ensure we
don’t water down the process.
I expect that when those anchors are placed on the collars of our newest Chiefs, there is
no doubt in their mind that they earned them through a process that challenged them,
tried them and required all of their effort. Just as being a Chief is hard, Induction should
be as well.
Induction was built on Initiation. It is the means that we use to prepare our Selectees to
enter our Mess and, like Initiation, creates trust and then acceptance.
Those Initiated CPOs who have gone before us left a remarkable legacy of leadership.
They were strong, uncompromising leaders who knew the importance of their role in the
Navy. The Induction process is meant to do the same through slightly different means.
However, the outcome must be the same and the passing down of our traditions and
responsibilities from one generation of Chiefs to another must never change.
Command Master Chiefs, Chiefs of the Boat, Command Senior Chiefs and Command
Senior Enlisted Leaders are charged with carrying out an effective Induction, and are
responsible for the conduct of their Mess. Use the concepts of our Mission, Vision and
Guiding Principles as the centerpiece of your training. The guidance prohibits any
semblance of hazing or behavior that would taint the process or our Navy. Be
forewarned. Those practices are not consistent with our Guiding Principles. Conversely,
they betray the true intent--to develop Chief Petty Officers and unite us as a Mess.
Every CPO is expected to participate in Induction. I view the process of making ready
our Selectees to enter the Mess as one of our most important responsibilities as Chief
Petty Officers. Those who do not share this view should reconsider their place in the
Mess.
Induction is central to who we are and is deeply part of our culture. It strengthens us, and
a strong Chief’s Mess benefits the entire Navy. I’m proud to be a Chief and I’m proud of
the way we prepare new Chiefs to walk among us. Thank you for your leadership and
your commitment to preserving the traditions of this Mess.
1
Mission
Provide leadership to the Enlisted Force and advice to Navy leadership to create
combat-ready Naval Forces.
Vision
A senior enlisted force that serves first and foremost as Deckplate Leaders committed to
developing Sailors and enforcing standards; remains responsive, aligned and well-
connected to both Leadership and Sailors; and conducts itself in a consistently
professional, ethical and traditional manner.
Guiding Principles
Deckplate Leadership – Chiefs are visible leaders who set the tone. We will know the
mission, know our Sailors, and develop them beyond their expectations as a team and as
individuals.
Institutional and Technical Expertise - Chiefs are the experts in their field. We will use
experience and technical knowledge to produce a well trained enlisted and officer team.
Professionalism – Chiefs will actively teach, uphold, and enforce standards. We will
measure ourselves by the success of our Sailors. We will remain invested in the Navy
through self-motivated military and academic education and training and will provide
proactive solutions that are well founded, thoroughly considered, and linked to mission
accomplishment.
Character – Chiefs abide by an uncompromising code of integrity, take full
responsibility for their actions and keep their word. This will set a positive tone for the
command, unify the Mess, and create esprit de corps.
Loyalty – Chiefs remember that loyalty must be demonstrated to seniors, peers and
subordinates alike, and that it must never be blind. Few things are more important than
people who have the moral courage to question the appropriate direction in which an
organization is headed and then the strength to support whatever final decisions are made.
Active Communication – Chiefs encourage open and frank dialog, listen to Sailors and
energize the communication flow up and down the chain of command. This will increase
unit efficiency, mission readiness, and mutual respect.
Sense of Heritage - Defines our past and guides our future. Chiefs will use heritage to
connect Sailors to their past, teach values and enhance pride in service to our country.
2
This guidance outlines what is acceptable and what is not. It is every Chief’s
responsibility to read this document and become familiar with its contents.
Thank you for your dedicated efforts in this important phase of CPO leadership
development, and for your year-round commitment to who we are and what we do.
Joe R. Campa, Jr.
Master Chief Petty Officer of the Navy
______________________________________________________________________________________________________________________
Guidance for Chief’s Induction
1. Conduct of Induction
a. Preparation. Every member of the Mess must be involved and engaged. Detailed planning and clear communication of Induction standards of conduct is critical to a strong Chief’s Mess. Every Chief must fully understand those standards and be held accountable. I’m very pleased with last year’s Induction and that is a tribute to Chiefs stepping up, taking charge and stopping potential problems before they got out of hand.
b. Command Involvement. Induction is designed to prepare a Selectee to walk the deckplates as a Chief Petty Officer. Induction must not be conducted at the expense of our mission or our Sailors. I expect Command Master Chiefs to brief their Commanding Officers and ensure mission readiness does not suffer due to Selectee training.
c. Spouse Involvement. Establish a connection with the Selectee’s family. Mutual understanding of the process will enable the Selectee to devote the requisite time and energy toward becoming a strong Chief Petty Officer. Include the family in your planning and make a concerted effort to educate them on the process and goals of Induction. Also include spouses of deployed Selectees in any event to which family members are invited.
d. Training Topics/Materials. The training material provided last year by the Center for Naval Leadership will be used again this Induction. The CPO
Selectee Training provides modules that incorporate the CPO Mission, Vision and Guiding Principles. If you require another copy of the course material, contact CMDCM Bob Chenier at CNL: robert.j.chenier@navy.mil, or download it off NKO. As you develop your command training, link key training points back to the MV&GP.
e. Heritage. Induction is a time of year we should be re-connecting with the history and traditions of our service and our community. It is more than
educating our Selectees through memorization and book reports. The term heritage implies something deeper than that. It signifies discussion and true
understanding of the sacrifices made by our predecessors and the Chiefs who have laid the foundation on which we thrive today.
2. Pre-planning Considerations
The conduct and quality of CPO Induction will determine the future success of our newest Chiefs. The quality of the training is an indication of our commitment to our Mess, our Sailors and our Navy. Consider the following recommendations when constructing your 2008 CPO Induction plans.
4
* Our first priority is mission accomplishment. The Mess must consider various ways to mitigate impact on work centers and the command.
* Be aware of ethnic, cultural and/or religious sensitivities of Mess members and Selectees and schedule accordingly.
* ORM. Conduct Operational Risk Management for all training evolutions.
* Fund raising should be limited to the direct costs for the professional development of the Selectees, and not as a means to raise funds for the Mess. Fund raising time will not exceed training time. Examples of direct costs:
- PT Uniforms - Shirts
- Pinning Ceremony
- Khaki Ball expenses
- Training Activities
- CPO Spouse events
* Consider community relations activities as they are often beneficial elements of team-building skills.
* Involve spouses. Give them a schedule annotating events they are invited to attend.
* Plan a Khaki Ball or Dining Out to celebrate the successful conclusion of Induction.
* Engage every Chief in the process. For those who fail to engage, remind them of the difference between a Chief and an E7.
* Brief your Commanding Officer on the training plan and gain approval. Then brief the wardroom. An informed wardroom can provide substantial support.
* Other service/nation E7’s through E9’s may fully participate in Induction with the approval of the cognizant Fleet/Force/Numbered Fleet/Region Command Master Chief. Full participation throughout the entire process, from the day of notification through the pinning ceremony, is required. Communication among Senior Enlisted Leadership is essential.
3. Notification
This is an important aspect of Induction and sets the expectations of the Selectees, spouses, Chief’s Mess, crew and wardroom.
5
* Do not notify Selectees or publish the selection list until the Commanding Officer or OIC is informed.
* Ensure each non-Selectee is appropriately notified, counseled and given a Career Development Board (CDB). Follow-on CDBs can go into greater depth.
FTS Reserve personnel and those Reservists on active duty will begin their Induction process with their Active Duty counterparts. Drilling Reservists may begin upon notification of their selection with the permission of the Reserve Force Master Chief.
4. Sponsor Assignment/Responsibilities
Sponsors play a critical role and are the key to the success of the Induction process. It is critical that CMCs take the time to match the right Sponsor with the right Selectee.
Each Selectee should have a primary and alternate Sponsor. Under no circumstances will a Selectee attend any training event without their primary or alternate Sponsor present. The assignment of Sponsors is a responsibility that rests with the CMC and the Mess. Selectee preferences should not be the driving factor in Sponsor assignment. Any Sponsor who appears to lose steam during the Induction process will first be counseled, and then fired if a course correction is not made immediately.
I also expect Sponsors to serve their traditional roles as caretakers and brokers of truth for their Selectees, who must realize that when their Sponsor gives them guidance it is truthful and in their best interests.
5. Involvement of Spouses During Induction
“Guidelines for CPO Spouses,” is a publication written for and by CPO spouses and is an excellent tool to help family members understand their new Chief’s role and responsibilities. CMCs should make this available to all Selectees’ family members. Although an outstanding resource, “Guidelines...” should complement a personal brief by the CMC, not replace it.
Regional CPO Spouse Briefs/Course should be made available to include information and awareness briefs as appropriate.
6. Physical Fitness Training
PT should be group-oriented, regularly scheduled and started at a slow pace, building intensity through the Induction. Group PT builds camaraderie and a strong sense of esprit-de-corps among the Selectees and with the Chiefs.
Physical fitness activity planning tools can be obtained by emailing Kelly.powell1@navy.mil or mike.bruner@navy.mil. Additionally, CDs can be ordered at http://www-nehc.navy.mil/hp/fitness and other resources will be made available on Direct Line.
Selection-board eligible First Class Petty Officers should be counseled on the physical rigors of Induction and advised that they should start working out well before selection board results are released. Emphasize to them that if they are close to being out of body fat standards, they should fix that problem now.
Charge Books
Charge books are a traditional staple of the Induction process. Memories of their experiences will fade, but the wisdom, wit and guidance imparted on the pages of this book should stay with our Selectees forever. I encourage CMCs and Induction Committees to incorporate heritage and some of the charge book traditions of the past when you give direction to our Selectees regarding the crafting, design and content of these keepsakes.
Mass-produced copies of charge book entries have some value, but nothing replaces the effort and thought that goes into a hand-written passage in a charge book, placed there in the presence of each individual Selectee.
The Charge Book was originally conceived out of necessity. During World War II, COs were authorized to advance “deserving and qualified” Sailors to Chief Petty Officers. Determining who was “deserving and qualified” could be difficult for the CO. The situation also presented challenges to Sailors who sought advancement to CPO:
• How best to prepare?
• How to plan and track preparation?
• How to best display your qualifications?
The original charge books were created as a result of those challenges.
Chiefs began to direct First Class Petty Officers to prepare themselves to assume the
additional responsibilities by recording the details of those responsibilities.
Much had to be learned directly from communicating with the Chiefs themselves. Along
with the technical aspects of their ratings, the Chiefs talked about leadership,
accountability, supporting the Chain of Command, and other professional subject matter.
The Chiefs often used personal experiences to illustrate how something should or should
not be done. These conversations needed to be written down to study later.
This collection of notes and study material eventually was called a “Charge Book” by
some perhaps because:
7
• First Class Petty Officers who kept them were the Chiefs’ “charges” for professional
development; and/or
• Entries included authoritative instructions or tasking of a directive nature called
“Charges”
The Charge Book was not intended for entertainment or a vehicle for hazing.
Chiefs used the Charge Book throughout the remainder of their careers as a diary to
record the knowledge and wisdom they obtained from fellow CPOs.
Training Recommendations
Do:
*Select/create activities which support and teach our Mission, Vision and Guiding
Principles.
*Have Selectees learn a part of our history and present it to the Mess. That
education can be derived from books recommended by the Command Master Chief or
personal conversations with our veterans and retired Chief Petty Officers.
*Conduct training and activities in a group format.
*Use the imagination, creativity, and initiative in your CPO Mess to design the
final day’s event that challenges and welcomes the new Chiefs.
*Remove members from the events who are not following established guidelines.
*Communicate that participation in the final day’s event is limited to active or
retired Initiated/Inducted Chiefs and retired CPOs. The Mess may invite their
Commanding and Executive Officers.
Do not:
*Compromise your professionalism at any time. Steadfast devotion to our
Guiding Principles will ensure all events support, enhance, and test the training provided
during Induction.
*Use props of the past at any venue or place a Selectee in a situation that degrades
the process.
*Do not force or allow Selectees to eat or drink food or liquids for any reason
other than energy or a scheduled meal.
*Do not tolerate physical abuse of any kind.
8
*Do not allow cross-dressing or any sexually explicit behavior at any time during
any Induction event.
*Do not allow the consumption of alcohol during or prior to any training event.
The responsible use of alcohol is acceptable at Command Sponsored (Commanding
Officer approved) social events. No training will be conducted where alcohol is present.
CMCs/SELs must be present at these events.
Battle Stations
In the past couple of years a large number of commands followed a variation of the Battle
Stations model as part of the culmination of Selectee training. New Chiefs were
challenged to accomplish more as a team than they ever could as a group of individuals.
A “Battle Stations” type event is clearly dependent on the location, platform, and
operational tempo of the command. It is up to the incredible imagination, creativity and
initiative that are found in each and every CPO mess to design a demanding process that
challenges and welcomes new Chiefs, and emphasizes the fundamental Guiding
Principles which direct our actions.
CPO Academies
CPO Academies are proven, effective forums for standardized training that can serve to
support the Induction process. I support any initiative that strengthens our ability to give
our Selectees the tools they will need to lead Sailors. However, I stress that CPO
Academies are neither required nor mandatory. They cannot replace the responsibilities
of each CPO Mess. CPO Academies can expand on, reinforce and complement individual
Mess training and can be particularly beneficial to small commands by widening the
experience foundation. But there is no such thing as a “finishing school” for Chiefs.
*CPO Academy type training and requests for overnight event(s) must be vetted through
the applicable Force or Region Command Master Chiefs for approval.
Pinning Ceremony (Tuesday 16 September 2008)
This is the most memorable event in any Chief’s career and demands careful planning.
Each command should construct a ceremony that is unique to their location, traditions
