“Chief Petty Officers are first and foremost deckplate leaders charged with developing Sailors and
Chiefs, CPO Induction will soon be upon us. If we are to move our Mess forward,
it is imperative that this process is one of integrity; and one that prepares
our Selectees to walk the deckplates
with a united purpose: leading and developing Sailors, enforcing standards and
advising our leadership.
The term Induction best
describes how we now prepare Selectees to enter our
Mess. To be Inducted means requirements must be fulfilled and standards met. It
is a time for the entire Mess to re-affirm our commitment to our Guiding
Principles. I expect this term to be enduring and to reflect equal effort from
the Selectees and those of us who Induct them.
Those CPO's who have gone
before us left a remarkable legacy of leadership. They were first and foremost deckplate Chiefs who were connected to their Sailors. The Induction process should be focused on
training and the passing of knowledge from one generation of Chiefs to the
next. We must take personal ownership of
the development of Selectees. The enforcement of the
personal and professional standards must be upheld by every Sailor who has
earned the right to wear anchors.
In recent years, the process of making new Chiefs has been the subject of
significant debate and many changes have been instituted. Many of those changes were necessary, and
have resulted in a much more prepared Chief Petty Officer entering the
Mess. We have abandoned acts of
humiliation and meaningless activities that did not reflect our Navy Core
Values. Other changes have lessened the
connection to the foundation upon which the Chief Petty Officer rate was
established nearly 114 years ago.
From this point forward,
we will embrace our past, and align CPO Induction with the original intent: the
development of deckplate Chiefs who are ready for the
challenges associated with leading Sailors.
We must be involved, engaged and vocal.
There is a difference between a Chief and an E-7. Engagement in this
process is one way to distinguish between the two.
Our Mess is strong. The
way-ahead is clear. Command Master
Chiefs are responsible for the conduct of Induction. They will be held
accountable for both the results of the process and the individual activities
and events leading to the pinning. Under no circumstances will CMCs abdicate their responsibility for the proper Induction
of Chief Selectees.
The development of deckplate Chiefs will not cease following Induction. We will continue to provide training,
guidance, mentorship and leadership to all our Chiefs throughout the year.
You'll see that 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.
Our Induction will be conducted in accordance with our Mission, Vision and Guiding Principles. Every lesson must be tied to the Chiefs Mess
Mission and Vision and each event will support the Guiding Principles.
leadership to the Enlisted Force and advice to Navy leadership to create
combat-ready Naval Forces.
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.
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 development, and for your
year-round commitment to the proactive development of all Chief Petty Officers.
Joe R. Campa, Jr.
Master Chief Petty Officer of the Navy
1. Conduct of Induction
a. Preparation. Every member of the Mess must be involved and engaged. I am confident preparations for Induction are
underway in each Mess across our Navy.
Detailed planning and clear communication of the standards to which
Induction will be conducted is critical to a strong Chiefs’ Mess. Every Chief
must fully understand those standards and be held accountable. The mistakes of our past, including those of
last year, can all be tied to one common theme: Chiefs failing to step up, take
charge and stop 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 COs 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
d. Training Topics/Materials. The Center for Naval Leadership will provide
training modules that incorporate the CPO Mission, Vision and Guiding
Principles. As you develop your command
training, link key training points back to the MV&GP.
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. Preplanning 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, our
commands and our Navy. Consider the
following recommendations when constructing your 2007 CPO Induction plans.
* Our first priority is
mission accomplishment. The Mess must
consider various ways to mitigate impact on work centers and the command. Be creative. A short-term loss can be a
long-term gain in making a new Chief better prepared to execute
* 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
- Pinning Ceremony
- Khaki Ball expenses
- Training Activities
* Consider community
relations activities as they are often beneficial elements of team-building
* 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 the Induction process 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.
This is an important aspect of Induction and sets the expectations of the Selectees, spouses, Chiefs Mess, crew and wardroom.
* Do not notify Selectees or publish the selection list until the
Commanding Officer or OIC is informed.
* Ensure non-Selectees are appropriately notified and counseled. Follow-on career development boards 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 will begin upon
notification of their selection.
4. Sponsor Assignment/Responsibilities
Sponsors play a critical role and are the key to the success of the
Induction process. It is critical that
CMC’s 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 Induction event without their primary
or alternate Sponsor present. Any
Sponsor who appears to lose steam during the Induction process will be
counseled, 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
Sponsors will have a profound impact on a Selectee’s
Induction experience and will continue to provide mentorship long after
Induction. Consider time-on-board when
5. Involvement of Spouses
“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. CMC’s
should make this available to all Selectees’ family
members. Although an outstanding
resource, “Guidelines...” should complement a personal brief by the CMC; not
6. Physical Fitness Training
PT should be group-oriented, regularly scheduled and start at a slow pace,
building intensity through the Induction.
Group PT builds camaraderie and a strong sense of espirit-de-corps
among the Selectees and with the Chiefs. Physical
Fitness Training must not be hazing
by another name.
Physical fitness activity planning tools can be obtained by emailing
Kelly.firstname.lastname@example.org or email@example.com. Additionally, CDs can be ordered at
http://www-nehc.navy.mil/hp/fitness and other resources will be made available
on Direct Line.
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 that book should stay
with our Selectees forever. I encourage CMC’s 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.
· How best to prepare?
· How to plan and track preparation?
· How to best display your qualifications?
The original charge books sprang from these challenges.
· 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”
which support and teach our Mission, Vision and Guiding Principles.
professional reading from the Navy Professional Reading Program Leading Petty
Officer or Division Leader Collections to each Selectee. Readings can be discussed through periodic Selectee “chapter reports” or in a seminar format led by
the CMC. Selectees
should be able to connect reading material to our Guiding Principles.
*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 your established guidelines.
*Participation in the
final day’s event is limited to the CPO Messes and retired CPOs.
CMC’s may wish to allow Commanding Officers the opportunity to attend.
*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. There will be no Kangaroo Courts.
*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.
*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.
In the past couple of years a large number of commands followed a variation
of the RTC 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 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 not
required nor mandatory. They cannot
replace the responsibilities of each CPO Mess. CPO Academies can expand on,
reinforce and compliment 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 training plans and requests for overnight event(s) must be
vetted through the applicable Force or Region Command Master Chiefs for
*Lessons and Course Content from Europe and Okinawa’s CPO Academy can be
found on Direct Line.
Pinning Ceremony (Friday 14 September 2007)
This is the capstone event and demands careful planning as it will be one
of the strongest memories of each Selectee’s
career. Each command should construct a
ceremony that is unique to their location, traditions and circumstances.
After the Pinning
*Actively mentor and evaluate new Chiefs throughout their first year in the
Mess -- this is a special emphasis beyond what you do for all Chiefs. Sponsors should continue to have a role in
the development of the new Chief they mentored throughout Induction.
*Gather, analyze, and implement lessons learned and submit them to your
Fleet, Force, or Region Command Master Chief.
Command Master Chief/Chief of the Boat/Command Senior Chief/Command Senior
Enlisted Leader. Each command’s
senior enlisted leader, CMDCM/COB/CSC (or in their absence, the most senior
MCPO, SCPO, or CPO) is responsible and accountable for the conduct of the CPO
Induction. As I stated earlier, you will
not abdicate your responsibilities as Command Master Chiefs to a CPOA.
Teaching and training the Selectees is one of the
most important responsibilities a Mess has – it is the legacy of the Mess and
it establishes the foundation upon which future generations of Chiefs will
perform. The 1918 edition of the Bluejackets Manual provides a timeless goal:
“The tone of the ship, the tone of the service itself must come more
directly from the Chief Petty Officers than from any other group of people in
the Navy. You have the standard; live up to it…”
Specific responsibilities include:
*You are responsible for the effective, dignified, and professional (safe)
conduct of all aspects of the CPO Induction.
*Be present during ALL activities associated with CPO training.
*Demand maximum participation from your CPO mess in all activities
throughout Induction, not just the last day.
*Actively mentor and guide your sponsors, ensure they are engaged from the
beginning to the end.
*Conduct periodic "how-goes-it" interviews with every Selectee and their spouse.
*Plan annual leave outside of Induction.
As Mess leaders you must attend all events. If not present, your designated
representative must be placed in charge of the event.
*Brief your Chiefs on SECNAVINST 1610.2. This will give you the appropriate
focus and perspective on what is/is not appropriate.
*Rather than list a series of specific prohibited practices which, though
contrary to our Guiding Principles, were often performed to “create a rites of
passage” to becoming Chief, use your judgment, uphold the guiding principles
and do what you know is right and the Selectees will
be appropriately Inducted.
*Fleet, Force/Numbered Fleet and Region Command Master Chiefs are equally
accountable for the conduct of the CPO Induction within their claimancy or AOR, and are tasked with providing any
additional guidance they deem necessary (coordinate guidance through the
respective Fleet Master Chiefs where areas of responsibility overlap).
To all Chief
This is our process. I value it, but
I’ll caution you; do not cross the line we all know exists. Common sense should guide you. Police one another and keep the safety of our
future Chiefs in mind at all times. I
will not tolerate mistakes made through ignorance or disregard for the Navy’s
policy on hazing.
I firmly believe that an effective Induction process is one that presents
challenges to our Selectees like they have never
faced. It should be difficult. Following Induction, all Chief Petty Officers
must feel the sense of unity and accomplishment known only to those of us who walk
the deckplates as Chief Petty Officers.