interviews. Both require the use of the PRCP
Standards and Guides.
Individual Rating Skill Interviews
When conducting an individual rating skill
interview, the interviewer uses a discussion technique
to classify Seabees in the skill levels of the various
individual rating skills. This technique requires the
interviewer to have a thorough understanding of the
skills and tasks defined in the PRCP Standards and
Guides. Few interviewers have the talent required to
interview in all the skills of a rating. So interviewers
must be mature enough to recognize their own
limitations and then be willing to seek assistance from
other qualified individuals as necessary. For example,
an interviewer could use the masonry crew supervisor
to assist in interviewing personnel for masonry skills.
Other interviews are used to classify people into
the areas of individual, general, and special skills,
military skills, and crew experience. With few
exceptions, these skills do not require an experienced
interviewer. In many cases, skill levels can be assigned
to individuals on the basis of their service or training
record; this includes completed training evolutions,
such as contingency construction crew training or
block military training. To cut down on interviewing
time, make use of skill level classification whenever
possible. So when a person is scheduled for
interviewing, it will be just a matter of verification or
When you interview put the interviewee at ease. A
good way for you to do this is to explain the purpose of
the interview. For example, explain to the interviewee
that the interview will cover the following:
What he or she is expected to know and to do.
Determining what he or she can do so that the
right job can be assigned.
What his or her skill deficiencies are so that he
or she can receive proper training.
Next, explain to the interviewee that he or she
should discuss the knowledge of the skill honestly.
There should be no embarrassment if an individual
does not know every item covered in the guides. Then
tell each interviewee what skills and the skill levels for
which he or she is being interviewed. Last, read the
skill definition aloud to see if the person is
knowledgeable of the subject.
STANDARDS AND GUIDES FOR
INDIVIDUAL RATING SKILLS
When assigned as an interviewer, you must obtain,
read, understand, and use the PRCP Standards and
Guides. The format is standard. After the skill title,
you will find the contents, the skill definitions, and the
tasks, which are divided into task elements.
Skill Title and Contents
The title identifies the skill; for example, figure
1-1 identifies the individual Builder skill No.#132,
Mixing, Placing, and Finishing Concrete.
The number 132 is a numerical code for this skill.
You should use the contents to make sure there are no
missing pages. You must interview each candidate to
see if he or she is qualified for that skill level.
The skill definitions in the PRCP Standards and
Guides introduces the skill material to the
interviewees. Figure 1-1 also shows an individual
rating skill definition. The definition shown is for the
Builder and is a statement of tasks to be performed at
each skill level.
There will be either 1, 2, or 3 skill levels,
depending upon the complexity and the number of
tasks. Each level within a given skill is more difficult
than the previous one and requires a broader
knowledge in both application and theory. For
example, a person having skill level 1 in Planning,
Estimating, and Scheduling would perform a skill,
such as determine crew size and manpower
requirements. Whereas, for skill levels 2 and 3, a
person would demonstrate a skill, such as developing
Level IIs, a knowledge factor of a specific area and
hold the Navy Enlisted Classification (NEC 5915) for
skill level 2.
Task and Task Elements
A task is a specific portion of the overall skill
level. For an example, refer to figure 1-2. Some tasks
cover broad areas. Others may be quite specific and
brief. Each task is further divided into several smaller
jobs called task elements.
A task element is a basic part of each task. When
interviewing, you should use the Action Statements
and their related Task Elements to determine the
interviewees qualifications. Action statements tell
you the type of information you should obtain from the
person being interviewed. Each action statement is