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 updating.
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.
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.
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.
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 interviewee's qualifications. Action statements tell you the type of information you should obtain from the person being interviewed. Each action statement isContinue Reading