CDB, Career Development Board

1. CAREER DEVELOPMENT
BOARD

2. PURPOSE
To provide enlisted personnel the opportunity for
optimal development of their professional skills
(military and technical) thereby enhancing
individual upward mobility, job satisfaction, and
ultimately, the retention of better qualified
personnel.

3. COMPOSITION
Membership shall include, at a minimum,
the following:
Command Master Chief – chairperson , he/she presides and
coordinates the program, oversees entire process;
Command Career Counselor – schedules the board and prepares the
CDB packages;
Personnel Officer or personnel office
representative – provides information/data from the Enlisted Service
Record and the EDVR; and
Leading Chief Petty Officer or Leading Petty Officer or
both – accompanies the sailor and provides the board the sailor’s DIVO
record and training jacket.

4. CDB Composition
can also include:
Training Officer
Educational Services Officer
Departmental Senior Enlisted
Other enlisted or officer, as the situation warrants

5. TONE and SET-UP
The Board
should not be overly formal in conduct.
should be conducted in an environment that provides the
individual with confidence in expressing their goals
openly.
the boardee should be encouraged to be comfortable
and not to feel intimidated, for him or her to be able to
speak freely without the fear of retribution.

6. The presence of the sailor’s immediate
supervisor, LPO or LCPO or department
head or all of them at the same time, could
give the boardee a feeling of
uncomfortability. It is not uncommon or
unwise to give the senior enlisted their
much needed breaks. Their temporary
absence could make the difference.

7. Location or venue also plays an important
factor. An environment that is well lit, clean
and properly set up is conducive for open
discussion and enhances the sailor’s thought
process.

8. the WHO?
the WHY ?
& the WHEN?

9. Career Development Boards are
scheduled for E-1 to E-9 within 2
weeks of reporting onboard, and at
least annually thereafter.
or,
at anytime a service member requests for it.

10. WHAT CAN BE DISCUSSED? -
Professional growth and goal setting
- this is ideal for sailors for their Initial CDB, and for
most junior sailors, especially first termers. Topics
covered are career intentions, long and short term
goals, interest in special programs, commissioning
programs, education opportunities (on and off,
military and civilian).

11. Advancement
E-6 who didn’t make the selection board or have made
the selection board but was not advanced. Non
selection for Limited Duty Officer or Warrant Officer
Programs (Traditionally, advancement CDBs are held
for personnel who have PNAd 3 times, or have scored
lower than 40, or failed the exams)
•Commissioning programs – requests, applications or
non acceptance.
Education programs – to include academic skills or
basic skills and GED.

12. Rating accession or conversion - Undesignated
seaman, airman or fireman striking for a specific rating,
or petty officers in overmanned ratings requesting to
convert to a Creo group 1 or 2 rating.
Formal Navy schools –
requests for A (basic) or C (advanced) or P
(refresher) schools, or other formal schools related to
their current rating for a specific NEC, or schools to
better perform command collateral duties, i.e. DAPA,
etc., or other Training Assignments HARP, or
BJHARP. OTEIP requestees can also be boarded.

13. Physical fitness education –
physical fitness assessment failures.
AND for whatever reasons that will help the sailor’s
growth, militarily and professionally.

14. RESPONSIBILITIES OF THE
CAREER DEVELOPMENT BOARD
Provide expertise in complicated rating entry,
advancement, and special program procedures
Who can better steer a Sailor’s career but a group
of seasoned, experienced , well trained and
technical experts? What the CDB does is not to
force programs into the service member. We are
here for guidance.

15. Provide advice and specific information on subjects not
normally available at the supervisory and lower
management levels.

CDBs are important to the command’s structure. They
can serve as a catalyst to motivate sailor and show
them that their goals and aspirations are important
to the people they work for and work with.

16. Each CDB should function to anticipate the needs of a
member rather than wait for the member to request
assistance. CDBs are not designed to circumvent the
chain of command but to function within the chain of
command to give personnel accurate and up to date
information and sound advice.
It is our responsibility to monitor career progressions
and determine when a PDB may be necessary

17. References
OPNAVINST 1040.11
Navy Retention Program
BUPERSINST 1040.5A
Career Development Boards