UNCLASSIFIED// ROUTINE R 152125Z FEB 22 MID600051530636U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 039/22 PASS TO OFFICE CODES: FM CNO WASHINGTON DC//N1// INFO CNO WASHINGTON DC//N1// MSGID/GENADMIN/CNO WASHINGTON/N1/FEB// SUBJ/UPDATES TO CURRENT MID-TERM PERFORMANCE COUNSELING AND RECOMMENDED TRAINING// REF/A/DOC/BUPERS/1DEC21// AMPN/REF A IS BUPERSINST 1610.10F, NAVY PERFORMANCE EVALUATION SYSTEM.// RMKS/1. The purpose of this NAVADMIN is to reinforce and refocus efforts around the current mid-term performance counseling practices which serves as a key component of the Navys performance evaluation system. In line with reference (a), supervisors are required to conduct performance counseling with their Sailors at least twice per year - at the midpoint of the periodic report cycle and when the report is signed. 2. The Chief of Naval Personnel (CNP) is dedicated to the improvement of performance counseling Navy-wide. Updates to mid- term performance counseling have been documented in chapter 18 of the recently released update to reference (a). The instruction provides the following updates: a. Clarifies that mid-term performance counseling is mandatory. b. Instructs members and supervisors on how to prepare for mid-term counseling. c. Instructs members and supervisors on how to conduct and receive mid-term counseling. d. Instructs members and supervisors on how to give and receive feedback during performance counseling. e. Introduces the use of the Military Individual Development Plan (IDP) (NAVPERS 1610/19) as an optional tool to track progress on established professional and personal goals. f. Introduces the use of the Mid-term Counseling Checklist (NAVPERS 1610/20) to serve as a guide to help organize, prepare and conduct performance counseling conversations. g. Preparation requirements for both the supervisor and member prior to conducting the performance counseling session. h. Provides five steps for the supervisor to follow during a performance counseling session. i. Incorporates from the MyNavy Coaching Initiative the three core coach-like skills of active listening, empathy and asking powerful, open- ended questions during performance counseling conversations. 3. Updates to reference (a) also includes training on mid-term performance counseling via a webinar comprised of four self-paced modules approximately 90 minutes in length. The training can be found at the MyNavy HR website: https://www.mynavyhr.navy.mil/Career-Management/Performance- Evaluation/MidTerm_Counseling/. To maximize the value of performance counseling, it is recommended that all hands review this training within 90 days of release of this NAVADMIN. 4. An infographic/kneeboard card with a list of five questions is provided for supervisors and members to reference during mid-term performance counseling conversations (*Engaging in Performance Counseling for Supervisors/Members*). These questions serve as the foundation to promote greater member engagement and provide quality feedback to ensure open bi- directional communication and increased self-awareness. Members are encouraged to print their own infographic/kneeboard by visiting: https://www.mynavyhr.navy.mil/Career-Management/Performance- Evaluation/MidTerm_Counseling/. 5. Refocusing mid-term performance counseling will empower Sailors to take accountability for their own development. Engaging in these developmental conversations ultimately will have an impact on winning the Strategic Competition and on retention - by keeping our most valuable assets - our Sailors in the Navy. More importantly, great leaders lead by example, and we owe it to our Sailors to invest in their continued performance and growth. 6. Points of Contact. For questions regarding this NAVADMIN, contact the MyNavy Career Center (MNCC) at (833) 330-6622 or via e-mail at askmncc(at)navy.mil. 7. This NAVADMIN will remain in effect until superseded or canceled, whichever occurs first. 8. Released by Vice Admiral John B. Nowell, Jr, N1.// BT #0001 NNNN UNCLASSIFIED//