Publication:Sea Talk Winter 2007/Survey of officers development program
By Annie Casey
Officers have given their opinion of the Navy Officer Development Program (NODP) in a survey into the participation in the program. Sponsored by Director General Navy Personnel and Training, CDRE Nigel Coates, the report has revealed participants endorsed the program, aimed at assisting Naval officers below the rank of Captain, with career goals and planning, combined with professional and personal development. Most participants heard about the NODP through “word of mouth” and from PQ sponsor group emails. I interviewed LEUT Jodie Wilkinson a participant about her experiences.
“The confirmation of thoughts and feelings is the most powerful thing I received from it,” she said.
Jodie’s first contact with the NODP was in September 2004. She was at sea for the next two years but, during this time, remained in contact with her coach via email and telephone.
For Jodie, one of the advantages of being involved was having the opportunity to look at her challenges with a trained coach, and establish workable solutions.
Once ashore she took the opportunity to contact a mentor for personal and professional development (while she was at sea she used her immediate supervisor as a mentor).
In choosing a mentor Jodie said it was important to feel comfortable.
"Amongst other things, sometimes it’s necessary to reveal weaknesses and you need to trust the person,” she said, “but there is a pool of mentors from whom you can choose."
A personal goal which Jodie’s mentor assisted with was her identified need for leave. She was unsure of how to achieve this within her current demanding work circumstances. The mentors’ better knowledge of Navy practices and procedures enabled her to suggest different options for Jodie to take to gain leave, and in due course she was successful.
The evaluation of the NODP was conducted by the Directorate of Strategic Personnel Planning and Research.The survey involved 18 participants responding to a questionnaire on topics ranging from the quality of the outcomes for the participant through to the availability of the coaches and mentors and whether expectations had been met.
Sixteen of the 17 respondents said their contact with their coach had helped them achieve their desired outcomes. One participant said: “Despite constraints caused by being located on the opposite side of the country, I found there were no problems contacting or approaching my coach.” The survey revealed that, although only about half of participants made regular contact with (a choice of) mentors, when they did more than 80 per cent reported mentors helped them achieve their desired outcomes.
Some of the reasons participants gave for not contacting mentors included ‘not feeling comfortable’ about doing so depending on whether already acquainted or not, ‘availability of the mentor’, ‘satisfied with the coach’s perspective and therefore not needing to go further’ while one student said: “I selected each mentor based on the issue being discussed and their skills/experience; this was to ensure I obtained various viewpoints.” Another positive function of the mentor is they can provide a current perspective and information on specific career practices, policy and regulations. The NODP is intended for officers wishing to progess their careers. It enhances rather than conflicts with the chain of command. A similar program for sailors is being developed and due to start later in the year.
To become a participant in the voluntary program email details to navyofficerdevelopmentprogram@defence.gov.au or for more info visit the Intranet at http://intranet.defence.gov.auau/navyweb/sites/DNWM/ and follow the links to Navy mentoring.
