This document establishes a mentorship program for the Naval Maritime Forecast Center in Norfolk. It assigns experienced sailors to mentor junior personnel and creates a structured relationship where mentors provide guidance on career development, skills, and personal issues. The roles and responsibilities of mentors, protégés, supervisors, and program coordinators are defined. Mentors are expected to meet regularly with protégés, assist with goal-setting, and attend career reviews. The goal is to help sailors succeed through leadership development and a supportive relationship outside the chain of command.

1. NAVMARFCSTCENNORVAINST 1000.1
01/1
25 Jan 10
NAVMARFCSTCEN NORFOLK INSTRUCTION 1000.1
From: Commanding Officer, Naval Maritime Forecast Center,
Norfolk
Subj: MENTORSHIP PROGRAM
Encl: (1) Mentor and Protégé Contract
(2) Protégé Goals and Career Objectives Sheet
1. Purpose. To establish guidance for the Naval Maritime
Forecast Center, Norfolk, Mentorship Program.
2. Discussion. The Mentorship Program is an important
leadership tool which pairs experienced members of
NAVMARFCSTCEN, Norfolk, with junior personnel. It creates
valuable interaction on a regular basis between our Senior and
Junior Sailors. Mentors have the ability to help Sailors
through numerous situations, clearing a smooth path on their way
to success. When properly executed, the Mentor-Protégé
relationship should not replace or circumvent the traditional
role of the chain of command, but rather augment that time-
honored concept with another avenue/tool to promote the well-
being and professional development of our junior Sailors. Put
another way, when a Mentor program is properly executed, both it
and the chain of command will be fully engaged in a Sailor’s
well-being and professional development.
3. Policy. Mentors shall be assigned to all enlisted members,
E-1 through E-7. Mentors will be E-5 (7412) and above.
4. Responsibilities
a. The Senior Enlisted Leader will:
(1) have overall responsibility for coordinating the
Mentorship Program.
(2) give direction and credibility to the program.
(3) set the tone for the program.

2. NAVMARFCSTCENNORVAINST 1000.1
25 Jan 10
(4) utilize the program as a leadership tool.
(5) ensures the coordinator tailors the program to fit
the command’s needs.
b. The Command Mentor Coordinator (E-7) will:
(1) manage and evaluate the Mentorship program.
(2) be the primary assistant to the Senior Enlisted
Leader for the success of the program.
(3) help to facilitate pairing of Protégés and Mentors.
(4) maintain a Command Mentorship Coordinator’s Binder
to track and monitor contracts and goals.
(5) train Divisional Mentorship Coordinators.
(6) trains and evaluate Mentors.
c. Division Mentorship Coordinators (E-6) will:
(1) manage the Division’s Mentorship program.
(2) help facilitate pairing of Protégés and Mentors.
(3) act as the point of contact for administration of
contracts and mentor qualifications within the division.
d. Mentors (E-5, 7412, and above) will:
(1) act as an information source on missions and goals
of the organization.
(2) tutor specific skills, effective behavior, and
functionality.
(3) provide feedback on observed performance.
(4) coach activities which add to experience and skill
development.
2

3. NAVMARFCSTCENNORVAINST 1000.1
25 Jan 10
(5) serve as a confidant in times of personal crisis and
problems.
(6) assist the Protégé in planning a career path.
(7) meet with the Protégé at regular intervals for
feedback and planning.
(8) agree to a “no fault” conclusion of the mentoring
relationship when/if this becomes the appropriate action.
(9) maintain the integrity of the relationship between
the Protégé and the chain of command.
(10) attend Protégé’s Career Development Boards.
e. Protégés will:
(1) display willingness to assume responsibility for
their own growth and development.
(2) work to succeed at one or more levels above present
position.
(3) be receptive to coaching and feedback.
(4) seek challenging assignments and new
responsibilities.
(5) keep their chain of command fully informed as
appropriate.
f. Supervisors will:
(1) support Protégés in their efforts.
(2) understand the Mentor-Protégé relationship.
A. J. REISS
Distribution:
All NAVMARFCSTCEN Norfolk personnel
3

5. NAVMARFCSTCENNORVAINST 1000.1
25 Jan 10
MENTOR AND PROTÉGÉ CONTRACT
DATE: _________
I _________________________________, your Mentor, will contact
, my Protégé, at least bi-weekly and
spend quality time mentoring you into a better Aerographer’s
Mate and Navy leader.
And,
I _________________________________, your Protégé, will be
attentive and do my best to adhere to the advice you give and
show a willingness to assume responsibility for my growth and
development.
ACKNOWLEDGEMENT OF AGREEMENT:
_________________________________________ ______________
Mentor’s signature Date
_________________________________________ ______________
Protégé’s signature Date
Encl (1)

6. NAVMARFCSTCENNORVAINST 1000.1
25 Jan 10
PROTÉGÉ GOALS AND CAREER OBJECTIVES
PROTÉGÉ NAME _______________
DIVISION _______________
MENTOR NAME ________________
THE MENTOR SHOULD:
IDENTIFY GOALS AND CAREER OBJECTIVES IN WRITING.
IDENTIFY RESOURCES TO MEET CAREER DEVELOPMENT GOALS
ESTABLISH A REALISTIC TIME LINE FOR MEETING ULTIMATE GOALS.
BE SURE THAT BOTH LONG AND SHORT TERM GOALS ARE IDENTIFIED AND
ATTAINABLE FOR MEASURABLE PROGRESS.
ESTABLISH A TIME LINE/CHECKLIST WITH THEIR PROTÉGÉ TO MONITOR
PROGRESS MONTHLY.
ATTEND CAREER DEVELOPMENT BOARDS WITH PROTÉGÉ.
SHORT TERM GOALS
1.
2.
3.
LONG TERM GOALS
1.
2.
3.
CAREER OBJECTIVES
1.
2.
3.
SHORT TERM GOALS LONG TERM GOALS CAREER OBJECTIVES
Encl (2)

7. NAVMARFCSTCENNORVATINST 1000.1
25 Jan 10
DATE % COMPLETE DATE % COMPLETE DATE %COMPLETE
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
_________________ _________________ _________________
ORIGINAL TO DIVISION OFFICER FILE
COPY TO MENTORSHIP COORDINATOR BINDER
TO BE COMPLETED/UPDATED SEMI-ANNUALLY OR WHEN ALL SHORT TERM
GOALS HAVE BEEN COMPLETED.
Encl (2)
2