Study your flashcards anywhere!

Download the official Cram app for free >

  • Shuffle
    Toggle On
    Toggle Off
  • Alphabetize
    Toggle On
    Toggle Off
  • Front First
    Toggle On
    Toggle Off
  • Both Sides
    Toggle On
    Toggle Off
  • Read
    Toggle On
    Toggle Off

How to study your flashcards.

Right/Left arrow keys: Navigate between flashcards.right arrow keyleft arrow key

Up/Down arrow keys: Flip the card between the front and back.down keyup key

H key: Show hint (3rd side).h key

A key: Read text to speech.a key


Play button


Play button




Click to flip

131 Cards in this Set

  • Front
  • Back
CPOs are responsible for
(1) Leading Sailors and applying their skills to tasks that enable mission accomplishment
for the U.S. Navy.
(2) Developing enlisted and junior officer Sailors.
(3) Communicating the core values, standards and information of our Navy that
empower Sailors to be successful in all they attempt.
(4) Supporting, with loyalty the endeavors of the Chain of Command (COC) they serve
and their fellow Chief Petty Officers with whom they serve.
is a career roadmap that measures and plots an individual’s career
progress and identifies resources to achieve career milestones.
5 Vector Model
involves your current status and future requirements in your primary rating or community
Professional Development vector
provides the means to
identify and gain the valuable life skills an individual needs to be successful in their
personal life.
Personal Development Vector
is a continuum of leadership
development based on your current assignment, not simply your rank.
The Leadership vector
focuses on ensuring you receive unit level requirements and related industry certifications that directly relate to job proficiencies.
The Certifications and Qualifications vector
assesses your overall performance taking into account all vectors.
The Performance vector
means asking the right question, getting the right answer, ensuring standards are being met, and nurturing and mentoring their Sailors.
Proactive leadership
The preference for drawing energy from the outside world of people, activities, or things.
The preference for drawing energy from one’s internal world of ideas, emotions, or
The preference for taking in information through the five senses and noticing what
is actual.
The preference for taking in information through a “sixth sense” and noticing what
might be. Jung calls this “unconscious perceiving.”
The preference for organizing and structuring information to decide in a logical, objective way.
The preference for organizing and structuring information to decide in a personal, value-oriented way.
The preference for living a planned and organized life.
The preference for living a spontaneous and flexible life.
to effective communications may be unique to your work
center, such as loud machinery, distance, constantly ringing telephones, or the
blowing wind
physical barriers
barrier to effective communications may be the position or experience level of the speaker or listener: you may be so shocked and intimidated by being called before the CO that you cannot understand what is said.
Psychological Barriers
the vibratory quality of one’s voice that enables it to fill space.
• Resonance
the quality of loudness
• Volume
the variations in pitch or volume that lend varying emphasis
• Inflection
the clear separation (enunciation) of one word from another
• Clarity
modulation of the cadence to alter meaning
• Rhythm
speed of delivery can reinforce time criticality
a frequency range from soprano (high) to bass (low)
• Pitch
to deliver a briefing to a member of the Admiral’s staff or to a visiting dignitary because you are the expert on a particular subject.
staff briefing
is usually to announce decisions, issue directives, share information, and give out general
informative brief
has a specific objective—to get one or more members of the audience to make a decision, based both on what you have presented, and your manner of delivery.
decision brief
attempts to convey to the audience the best possible understanding of an
impending operation.
mission brief
This conflict strategy involves supporting neither your point of view nor the
other person’s point of view. It involves avoiding the issue altogether. Improperly used, this would amount to “pouting.” Properly used, it is a “tactical withdrawal.”
Walk Away/Avoidance
This strategy involves pushing your point of view and excluding the other point
of view. When used improperly, it amounts to “bullying.” Used properly, it provides clear, direct leadership regarding a particular issue.
My Way/Competition
This strategy provides support for the other person’s point of view. When used
inappropriately it is “wimping out.” Used properly, it enables the other person to implement
their idea effectively because their idea is supported.
Your Way/Accommodation
This strategy requires the persons in conflict to create a new alternative that
includes both of their positions. It takes time to create new alternatives because both sides
must listen carefully and be willing to include the solutions of others in their solutions.
New Way/Collaboration
This strategy involves compromise that meets some, but not all, of the needs of
both parties. When used inappropriately, it amounts to “cutting the baby in half.”
Half Way/Compromise
The responsibilities and authority of the LCPO are
addressed in
Article 364 of the SORM.
is granted to individuals within the Navy only in the fulfillment of assigned duties and commensurate with their responsibilities and accountability.
The delegation of authority and the issuance of orders and instructions by a person in the naval service shall not relieve such a person from any responsibility imposed upon him or
her. He or she shall ensure that the delegated authority is properly exercised and that his or her orders and instructions are properly executed
U.S. Navy Regulations, Article
is the value that gives us the moral and mental strength to do what is right even in the face of personal or professional adversity
Accordingly, we will: abide by an uncompromising code of integrity, taking
responsibility for our actions and keeping our word; fulfill or exceed our legal and ethical responsibilities in our public and personal lives twenty four hours a day
Accordingly, we will be committed to positive change and constant improvement.
The day-to-day duty of every Navy man and woman is to work together as a team
to improve the quality of our work, our people, and ourselves
“I will bear true faith and allegiance…”
Honor –
“I will support and defend…”
Courage –
“I will obey the orders…”
Commitment –
Department of the Navy’s policy on hazing
stage the group members explore the parameters of what is acceptable, both to
their coworkers and to the group’s leader.
stage includes a period of adjustment in which group members resist collaborating with each other due to differences in attitude, preferences, experience levels, and perceptions of what the problems and their solutions are
stage marks the end of the period of personal adjustment and conflict, and the
beginning of a period of equilibrium in which group members begin to think in terms of team-centered task definition and accomplishment
stage, the team members roll up their sleeves and get to work.
Controls work of team members
Directs team members to tasks
Personally follows-up on each team member
Clarifies direction
Provides encouragement
Teaches methodology
Reinforces learning
Examines team performance
Checks progress and provides supportive
Provides additional resources
Integrates team member’s ideas into holistic
Unaware of team’s daily activities
Team feels fully empowered
If needed, communicates team’s activities,
desires, and progress throughout organization
Available to the team to provide assistance if
contains current and future peacetime and mobilization manpower requirements
and authorizations. It is used for personnel strength planning, recruiting, training, promotion, and personnel distribution
AMD (Activity Manning Document)
exercise responsibility for
manning all the Navy’s enlisted billets
MCA - Manning Control Authority
This is the minimum tour length you have to complete
before you can be transferred. Most commands have a 24-month minimum activity tour. This assures each command gets stability from your assignment.
MAT - Minimum Activity Tour
This is the maximum amount of time you should expect to
serve in a seagoing command.
MST - Maximum Sea Tour
This gives each command its fair share of the number of
personnel available.
NMP - Navy Manning Plan.
supports professional excellence by enhancing the
opportunity for personal development through voluntary education.
Navy College Program (NCP)
replaces the need to attend a Navy campus
workshop and the requirement to transfer Navy training course data to a form DD-
Sailor/Marine American Council on Education Registry
American Council on Education
selection board consists of
captain, who serves as president, a junior officer, who serves as recorder, and officers and Master Chief Petty Officers, who serve as board members
establishes a maximum advancement quota for each
Enlisted Community Manager (ECM)
In order to effectively manage risk, adhere to the following four rules
1.Manage Risk by Planning
2.Accept No Unnecessary Risk
3.Make Risk Decisions at the Right Level
4.Accept Risk When the Benefits Outweigh the Cost
is a planning document used widely throughout the Navy and Marine Corps
Plan of Action and Milestones (POA&M)
stems from the requirement to maintain good order and discipline with all matters that affect the efficiency of the command.
General authority
derives from billets assigned
to officers and petty officers within the organization.
Organizational authority
ensures orders are backed by the punitive articles that provide punishment for insubordinate conduct or failure to obey a lawful order.
Legal authority
grows out of the respect a leader commands. It stems from
leadership qualities that make others obey, even if no law requires them to do so.
Earned authority
is the authority that makes a person step in and take over when an emergency arises and action is required. Good leaders will take action even
though the emergency is not technically their responsibility.
Moral authority
The delegation of authority does not mean the
delegation of responsibility.
Authority should be delegated to the lowest level of
competence commensurate with the subordinate's assigned responsibility and
Delegation of authority
is defined as instruction in a phase of military duty in which an individual is deficient
Final authority to withhold a privilege, however temporary, must rest
with the level of authority empowered to grant that privilege
It is not a punishment when
persons are required to work outside normal working hours to accomplish
the essential task.
is used by some commands as a part of the administrative process for handling report chits.
Professional Review Board (PRB)
is the lowest form of punishment in the Navy.
NJP or Captain's Mast
LEAD Checklist is:
L – Locate the issue. What is the problem?
E – Evaluate whether action is required?
Does the problem need to be addressed or will it resolve itself?
A – Authority
If the problem needs to be addressed, do you have the authority to take action?
D – Determine the best course of action. Considering the pros/cons and implications, identify possible plans and determine the
best approach.
is derived from being perceived as one with considerable experience that
makes you an expert in your rating and in your knowledge of the work center and the larger command
Expert power
is based on the desire of followers to identify with their leaders and be accepted by them.
Referent power
which is the power that comes with the authority of your rate and position in the chain of command.
legitimate power
is the perceived ability to provide punishment or consequences for not performing.
Coercive Power
EMI will not normally be assigned for more
than 2 hours per day.
EMI may be assigned at a
reasonable time outside normal working hours
EMI will not be conducted over a period that is longer than necessary
to correct the performance deficiency
EMI should not be assigned on member's
EMI will not be used as a method of depriving
normal liberty
Authority to assign EMI to be performed after working hours rests with the
commanding officer or officer in charge but may be delegated to Officers and Petty
Officers in connection with duties and responsibilities assigned to them.
These services include information about NFSC
programs and services, community agencies and resources available in both the military and civilian communities
Information and Referral
help service members and families deal with the stress of moving by providing education, information, and
individual assistance.
Relocation Services
ensures military
family members with special needs are able to receive required services wherever
they are assigned.
Exceptional Family Member Program (EFMP)
This program assists active duty military and
family members to enable them to manage finances effectively and avoid debt.
Personal Financial Management
These programs and services assist transitioning and
retiring military personnel in building employment skills. Services are also
available for family members seeking employment assistance.
Employment Assistance
These prevention and enrichment programs are designed for individuals, couples, and families.
Parenting Workshops/Stress Management
Clinical counseling services are available for individuals, couples, and groups.
exists to help those eligible, to cope with unusual financial needs, and to continue living within their means.
Navy Marine Corps Relief Society,
is uniquely equipped to provide an exclusive worldwide communications and support network that serves as a lifeline between military service members and their families.
American Red Cross,
is a worldwide resource that
provides information on VA programs, veterans’ benefits, VA facilities worldwide, and
VA medical automation software.
Department of Veterans Affairs (VA)
has set up a Quality of Life Mall on its Web site.
Naval Personnel Command
is the inner desire to engage one’s interests and exercise one’s capabilities.
Intrinsic motivation
occurs when external rewards direct behaviors into specific patterns.
Extrinsic motivation
is awarded by the Navy and Marine Corps to their own or members of other Armed
Forces serving with the Navy or Marine Corps who distinguish themselves by heroic action, outstanding achievement, or meritorious service.
awarded to junior officers
and enlisted personnel serving in any capacity with the Navy and Marine Corps who
distinguish themselves by outstanding professional achievement or for leadership.
Awarded to an individual for extra involvement outside of his/her normal job
Awarded as an official thank you to an individual for extra involvement, usually outside of his/her normal job
is awarded on a selective basis to recognize three years of continuous active duty service and above-average conduct and proficiency by enlisted
service members in the regular Navy
Navy Good Conduct Medal
is a summary of the enlisted professional information, including performance history
and personal decorations information.
Performance Summary Record (PSR)
was designed to replace a Sailor’s paper-based record. It contains qualifications,
promotion history, education, billet information, and other personal data that is used as a basis for career developmen
Enlisted Summary Record (ESR)
program allows active duty and reserve Navy personnel instant access to their
official training and education records over the Internet.
Electronic Training Jacket (ETJ)
Navy Training and Management and Planning Systems
standards of conduct that indicate how one (or a group) should behave, based on a set of moral principles or a system of values.
principles, standards, or qualities considered worthwhile by an individual or a group
reflect a more personal conviction than values, and relate to principles of right and wrong behavior
A situation that requires a choice between equally unfavorable or mutually exclusive options
spirit of the body, infers that each sailor is part of one body, one whole, the Navy.
Esprit de Corps,
is a personal gain that may circumvent the normal chains and normally negatively affect another person/group
The primary purpose of a briefing is to
Navy Correspondence Manual
is the reaction to an immediate threat, commonly known as the fight or flight response
Acute stress
however, modern life poses on-going stressful situations that are not short-lived and the urge to act (to fight or to flee) must be suppressed
Chronic Stress
"I'll decide."
The Work Center Supervisor makes the decision based on the information and expertise available at the moment.
"Let's talk, I'll decide."
the Work Center Supervisor seeks subordinates' help in a consultative manner and makes a decision after considering their input.
"Let's talk, we'll decide."
is a cooperative effort where the Work Center Supervisor and subordinates work together to achieve a shared decision.
"You decide."
is used when the Work Center Supervisor delegates to subordinates.
Operational Risk Management (ORM) process is a five-step process
(1) Identify hazards
(2) Assess hazards
(3) Make risk decisions
(4) Implement controls
(5) Supervise
The hazard may cause death, loss of facility/asset, or result in grave damage to national interests.
Category I - Catastrophic:
The hazard may cause severe injury; illness; property damage; damage to national, service, or command interests; or degradation to efficient use of assets.
Category II - Critical:
The hazard may cause minor injury; illness; property damage; damage to national, service, or command interests; or degradation to efficient use of assets.
Category III - Marginal:
The hazard presents a negligible threat to personnel safety or health; property; national, service, or command interests; or efficient use of assets.
Category IV - Negligible:
Mishap Probability
(a) Subcategory A - Likely to occur immediately or within a short period of time
(b) Subcategory B - Probably will occur in time
(c) Subcategory C - May occur in time
(d) Subcategory D - Unlikely to occur
RAC Definition CODES 1-5:
1 - Critical
2 - Serious
3 - Moderate
4 - Minor
5 - Negligible