NAVPERS 1610/19 PDF: A Comprehensive Guide (Updated 11/29/2025)

NAVPERS 1610/19, the Military Individual Development Plan, is a crucial document for Navy personnel. This PDF facilitates tracking personal and professional growth, aligning with MyNavy Coaching initiatives.

The latest revision, dated 03-2025, builds upon the 10-2021 version, offering an optional tool for progress monitoring alongside NAVPERS 1610/20.

What is NAVPERS 1610/19?

NAVPERS 1610/19 is officially designated as the Military Individual Development Plan (IDP) utilized throughout the United States Navy. It serves as a dynamic tool designed to empower service members in proactively managing and charting their personal and professional development trajectories. This comprehensive form isn’t merely a bureaucratic requirement; it’s a cornerstone of career advancement and self-improvement within the naval service.

The IDP, available as a PDF, allows sailors to meticulously document their career aspirations, identify skill gaps, and formulate concrete objectives for training and experience. It’s a living document, intended to be revisited and revised regularly to reflect evolving goals and achievements. The form’s structure encourages thoughtful self-assessment and collaborative planning with mentors and counselors.

Importantly, NAVPERS 1610/19 complements other vital Navy personnel forms, such as NAVPERS 1610/20, and integrates seamlessly with the broader MyNavy Coaching framework, reinforcing a commitment to continuous learning and career progression.

Purpose of the Military Individual Development Plan (IDP)

The core purpose of the Military Individual Development Plan (IDP), documented via NAVPERS 1610/19, is to facilitate a proactive and structured approach to career management for Navy personnel. It moves beyond simply reacting to assignments, instead encouraging sailors to actively shape their professional futures.

The IDP serves as a critical link between individual aspirations and Navy needs, ensuring alignment of personal goals with organizational objectives. It’s designed to identify strengths, address weaknesses, and outline specific steps – including training, education, and developmental assignments – needed to achieve desired career outcomes.

Furthermore, the IDP fosters open communication between sailors, mentors, and leadership, creating a collaborative environment for career counseling and guidance. By utilizing NAVPERS 1610/19, the Navy aims to cultivate a highly skilled, motivated, and adaptable workforce prepared to meet the challenges of a dynamic operational environment, supporting advancement opportunities.

Accessing the NAVPERS 1610/19 PDF

Obtaining the NAVPERS 1610/19 PDF, the Military Individual Development Plan, is readily achievable through official Navy channels. The primary source for accessing this vital document is through official Navy websites dedicated to personnel forms and resources. These sites typically host the most current version, ensuring sailors are utilizing the latest revision (currently 03-2025).

Sailors can also often find the PDF available through MyNavy Portal, integrated within the MyNavy Coaching framework. Unit training departments and career counselors are additional reliable sources, frequently maintaining copies for distribution and assistance.

It’s crucial to verify the document’s revision date to ensure it’s the most up-to-date version. Downloading from unofficial sources is discouraged, as these may contain outdated information. Utilizing the official Navy resources guarantees access to the accurate and approved NAVPERS 1610/19 PDF.

Latest Revision Date and Version (03-2025 & 10-2021)

The NAVPERS 1610/19, Military Individual Development Plan, has undergone revisions to enhance its effectiveness as a career development tool. Currently, the most recent version is dated March 2025 (03-2025). This update incorporates feedback and refinements to better support sailors’ professional growth objectives and align with evolving Navy initiatives like MyNavy Coaching.

Prior to the 03-2025 revision, the preceding version was released in October 2021 (10-2021). This earlier iteration established the foundational structure of the IDP, introducing it as an optional tool for tracking progress. The latest revision builds upon this foundation, streamlining processes and improving clarity.

Understanding these revision dates is critical; utilizing the current 03-2025 version ensures sailors are leveraging the most accurate and effective NAVPERS 1610/19 available for their career planning.

Key Components of the NAVPERS 1610/19 Form

NAVPERS 1610/19 includes sections for personal information, short and long-term career goals, training objectives, and developmental assignments. These components guide focused growth.

Section 1: Personal Information

Section 1 of the NAVPERS 1610/19 form meticulously gathers fundamental details about the service member. This includes essential identifiers like full legal name, social security number (for administrative purposes), current rank and rate, and personnel identification number. Accurate completion is paramount for proper record-keeping and tracking within the Navy’s personnel systems.

Beyond basic identifiers, this section also requests contact information – current mailing address and phone number – ensuring accessibility for official communication. It further details the service member’s current duty station and command, establishing a clear operational context. Crucially, information regarding any special needs or accommodations is also captured here, facilitating a supportive and inclusive environment.

The integrity of the data within Section 1 is vital, as it forms the foundation for all subsequent developmental planning documented throughout the NAVPERS 1610/19. Any discrepancies can lead to administrative issues or hinder the effective implementation of the Individual Development Plan (IDP).

Section 2: Career Goals ⎼ Short-Term

Section 2 of the NAVPERS 1610/19 focuses on defining achievable career goals within a timeframe of 6-12 months. This section prompts service members to articulate specific, measurable, achievable, relevant, and time-bound (SMART) objectives. These aren’t broad aspirations, but concrete steps towards long-term career progression.

Examples include completing a specific qualification course, earning a particular certification relevant to their rate, or taking on increased responsibilities within their current assignment. The emphasis is on immediate, actionable items that contribute to professional development. This section encourages proactive planning and self-assessment.

Clearly defined short-term goals provide a roadmap for focused effort and allow for regular progress evaluation during performance counseling sessions. They directly inform the training and developmental assignments outlined in later sections of the NAVPERS 1610/19, ensuring alignment between aspirations and actions.

Section 3: Career Goals ౼ Long-Term

Section 3 of the NAVPERS 1610/19 shifts the focus to broader, future-oriented career aspirations, typically spanning 3-5 years. This section encourages service members to envision their desired career path and identify the milestones necessary to achieve it. Unlike short-term goals, these are often more ambitious and require sustained effort.

Examples include targeting a specific rank or billet, pursuing advanced education, or transitioning to a different rating. It’s a space for outlining long-range professional ambitions and considering the necessary steps for advancement. This section promotes strategic career planning and self-reflection.

Long-term goals should align with the Navy’s needs and the individual’s capabilities. They serve as guiding principles, informing short-term objectives and developmental assignments; Regularly revisiting and updating these goals ensures continued relevance and motivation throughout a naval career, as documented within the NAVPERS 1610/19.

Section 4: Training and Education Objectives

Section 4 of the NAVPERS 1610/19 details the specific training and educational pursuits required to achieve both short- and long-term career goals. This is where service members outline concrete steps for skill development and knowledge acquisition. Objectives should be SMART – Specific, Measurable, Achievable, Relevant, and Time-bound.

Examples include completing specific Navy courses, pursuing certifications, enrolling in college programs, or attending workshops. This section links developmental needs directly to actionable plans. It’s crucial to identify resources and timelines for each objective, demonstrating a proactive approach to professional growth.

Documenting these objectives within the NAVPERS 1610/19 facilitates tracking progress and ensures alignment with command training opportunities. This section is vital for demonstrating a commitment to continuous learning and enhancing career readiness, supporting advancement and overall naval effectiveness.

Section 5: Developmental Assignments

Section 5 of the NAVPERS 1610/19 focuses on outlining specific assignments designed to broaden experience and build critical skills. These aren’t simply job duties, but deliberate opportunities for growth, stretching beyond the current role’s requirements.

Developmental assignments can include temporary duty assignments (TDYs), details to different departments, or taking on additional responsibilities within the current command. The key is a clear link to the individual’s career goals, as defined in earlier sections of the IDP. This section should detail the assignment’s purpose, expected outcomes, and a timeline for completion.

Successfully leveraging developmental assignments, documented within the NAVPERS 1610/19, demonstrates initiative and a proactive approach to career management. It’s a vital component of preparing for increased responsibility and future leadership roles, directly supporting advancement opportunities within the Navy.

Using NAVPERS 1610/19 in Performance Counseling

NAVPERS 1610/19 enhances performance counseling, aligning with NAVPERS 1610/20 checklists and MyNavy Coaching. It tracks progress, fostering open dialogue about career goals and development.

Relationship to NAVPERS 1610/20 (Mid-Term Counseling Checklist)

NAVPERS 1610/20, the Mid-Term Counseling Checklist, serves as a vital companion to the NAVPERS 1610/19, the Military Individual Development Plan (IDP). While the IDP focuses on long-term career aspirations and developmental objectives, the 1610/20 provides a structured framework for more frequent, focused counseling sessions.

The checklist ensures consistent and thorough discussions regarding performance, strengths, and areas needing improvement. It helps prepare both the service member and counselor for productive conversations. Importantly, the IDP isn’t required, but when utilized, the 1610/20 helps integrate its goals into regular performance feedback.

Think of NAVPERS 1610/20 as the ‘how’ and NAVPERS 1610/19 as the ‘what’ – the checklist guides the process of achieving the goals outlined in the IDP. Using both forms together maximizes the effectiveness of performance counseling and supports a service member’s overall professional growth within the Navy.

Integrating the IDP with MyNavy Coaching

MyNavy Coaching is a key Navy initiative designed to empower sailors through personalized guidance and development. The NAVPERS 1610/19, or Military Individual Development Plan (IDP), seamlessly integrates into this coaching framework, providing a tangible tool for goal setting and tracking.

Coaches utilize the IDP to facilitate meaningful conversations about a sailor’s career aspirations, identifying specific training and assignment opportunities. The IDP isn’t simply a form to complete; it’s a living document that evolves through ongoing coaching sessions.

MyNavy Coaching emphasizes a proactive approach to career management, and the IDP supports this by encouraging sailors to take ownership of their professional development. By aligning IDP goals with coaching discussions, sailors can maximize their potential and achieve their career objectives within the Navy’s structure.

Frequency of IDP Reviews and Updates

Regular reviews and updates are vital to the effectiveness of the NAVPERS 1610/19, the Military Individual Development Plan. While not rigidly defined, the IDP should be revisited and adjusted at least during scheduled performance counseling cycles.

Ideally, the IDP should be a dynamic document, reflecting a sailor’s evolving goals and experiences. Significant life changes, new opportunities, or shifts in career aspirations necessitate an immediate update. This ensures the plan remains relevant and actionable.

Integrating IDP reviews with MyNavy Coaching sessions provides a structured approach to these updates. Frequent, informal check-ins between a sailor and their coach can also facilitate ongoing adjustments. The goal is to maintain a current, realistic plan that supports continuous professional growth.

NAVPERS 1610/19 and Career Progression

NAVPERS 1610/19 directly supports advancement by linking individual goals to performance evaluations; Mentors play a key role in IDP development, fostering career growth.

How the IDP Supports Advancement

The NAVPERS 1610/19, or Military Individual Development Plan, is intrinsically linked to a Sailor’s career progression within the Navy. It serves as a documented roadmap, outlining specific goals and objectives that directly contribute to professional development and readiness for advancement. By proactively identifying skill gaps and establishing targeted training plans, the IDP demonstrates a commitment to self-improvement – a quality highly valued during evaluation cycles.

A well-maintained IDP isn’t merely a checklist; it’s evidence of a Sailor’s initiative and dedication to mastering their craft. It provides concrete examples of how they are actively working towards enhancing their qualifications and preparing for increased responsibilities. This proactive approach aligns with the Navy’s emphasis on continuous learning and leadership development, making a compelling case for promotion consideration. Furthermore, the IDP facilitates meaningful conversations between Sailors and their mentors, ensuring alignment with career aspirations and available opportunities.

Ultimately, the IDP transforms abstract career goals into actionable steps, increasing the likelihood of successful advancement and a fulfilling naval career.

Linking IDP Goals to Performance Evaluations

A strong correlation exists between the goals outlined in the NAVPERS 1610/19 (Military Individual Development Plan) and the assessments within performance evaluations, such as those documented on NAVPERS 1616/26 or NAVPERS 1616/27. The IDP provides concrete evidence of a Sailor’s efforts to improve and achieve objectives, directly supporting positive performance ratings.

During counseling sessions, referencing the IDP allows commanding officers and supervisors to evaluate progress against pre-defined goals. Demonstrable achievements related to IDP objectives strengthen the justification for performance traits and overall evaluation scores. Conversely, challenges encountered while pursuing IDP goals offer opportunities for constructive feedback and revised development plans.

Effectively linking IDP goals to evaluations showcases a Sailor’s commitment to self-improvement and their proactive approach to career development. This alignment ensures evaluations are not simply subjective assessments, but rather data-driven reflections of sustained effort and tangible results, bolstering advancement opportunities.

The Role of Mentors in IDP Development

Mentorship plays a vital role in maximizing the effectiveness of the NAVPERS 1610/19, the Military Individual Development Plan. Experienced Sailors can provide invaluable guidance in setting realistic and impactful career goals, ensuring alignment with both personal aspirations and Navy needs.

A mentor assists in identifying relevant training and developmental assignments, enriching the IDP with actionable steps. They offer constructive feedback on drafted goals, challenging assumptions and broadening perspectives. Mentors also help Sailors navigate potential obstacles and maintain motivation throughout the development process.

Furthermore, mentors can share insights into the advancement process, linking IDP objectives to the competencies assessed during evaluations (NAVPERS 1616/26 & 1616/27). This guidance ensures the IDP isn’t merely a document, but a dynamic tool driving career progression and fostering a culture of continuous learning within the Navy.

Related Navy Personnel Forms

Several Navy forms complement NAVPERS 1610/19, including NAVPERS 1200/2, 1616/26, and 1616/27. These documents support qualification, evaluation, and counseling processes within the Navy.

NAVPERS 1200/2: Navy Reserve Qualification Questionnaire

NAVPERS 1200/2 serves as the Navy Reserve Qualification Questionnaire specifically designed for personnel on Inactive Duty. While distinct from NAVPERS 1610/19 – the Military Individual Development Plan – it plays a vital role in maintaining readiness and tracking qualifications within the Reserve component.

This form meticulously documents a Reservist’s qualifications, skills, and training, ensuring they meet the standards required for their assigned duties. It’s crucial for verifying eligibility for various reserve programs and deployments. The information gathered assists in identifying training gaps and aligning individual development with Reserve unit needs.

Although not directly linked to the IDP process outlined in NAVPERS 1610/19, maintaining an up-to-date NAVPERS 1200/2 is essential for Reservists seeking to leverage developmental opportunities and advance their careers. It provides a foundational record of their capabilities, complementing the forward-looking goals established in their IDP.

The form was last revised in 2023.

NAVPERS 1616/26: Evaluation Report and Counseling Record (E1-E6)

NAVPERS 1616/26, the Evaluation Report and Counseling Record for Enlisted personnel E1-E6, is intrinsically linked to the developmental process supported by NAVPERS 1610/19, the Military Individual Development Plan (IDP). This form documents performance, identifies strengths and weaknesses, and outlines corrective action or continued growth plans.

Regular counseling sessions, recorded on NAVPERS 1616/26, should directly reference and support the goals outlined in a service member’s IDP. The evaluation provides a formal assessment of progress towards those goals, offering valuable feedback for refinement. It’s a critical tool for supervisors to guide subordinates’ professional development.

The latest revision (08-10) emphasizes a focus on continuous performance improvement. Integrating IDP objectives into performance evaluations ensures alignment between individual aspirations and Navy requirements. Effectively utilizing both NAVPERS 1610/19 and NAVPERS 1616/26 fosters a culture of growth and accountability.

NAVPERS 1616/27: Evaluation Report and Counseling Record (E7-E9)

NAVPERS 1616/27, the Evaluation Report and Counseling Record for Enlisted personnel E7-E9, serves as a key component in the career development framework alongside the NAVPERS 1610/19, the Military Individual Development Plan (IDP). This document meticulously details performance traits and leadership qualities of senior enlisted personnel.

Effective utilization of NAVPERS 1616/27 necessitates a direct correlation with the goals established within the IDP. Counseling sessions documented on this form should actively address progress – or lack thereof – towards IDP objectives, providing constructive feedback and guidance. Senior leaders are expected to leverage the IDP to cultivate future leaders.

The evaluation process, captured in NAVPERS 1616/27, reinforces the importance of continuous self-improvement and professional growth. By linking performance evaluations to the IDP, the Navy ensures alignment between individual development and organizational needs, fostering a high-performing and adaptable force.

Resources and Further Information

NAVPERS 1610/19 details are available on official Navy websites offering personnel forms. Frequently Asked Questions (FAQ) provide clarity, supporting effective IDP implementation and usage.

Official Navy Websites for Personnel Forms

Accessing official Navy resources is paramount for accurate and up-to-date information regarding NAVPERS 1610/19 and other essential personnel forms. The primary portal for locating these documents is the Navy Personnel Command (NPC) website. This site hosts a comprehensive library of forms, publications, and policy guidance relevant to all Navy personnel, active and reserve.

Specifically, sailors can navigate to the NPC’s online forms section, often categorized for ease of use. Searching directly for “NAVPERS 1610/19” will yield the latest PDF version, along with any associated instructions or supplements. It’s crucial to verify the revision date to ensure you’re utilizing the most current iteration – currently, the 03-2025 revision is the most recent.

Additionally, MyNavy HR offers a wealth of information and support related to career development, including guidance on utilizing the IDP. Regularly checking these official sources guarantees access to the most reliable and accurate information available, supporting effective career planning and advancement within the Navy.

Frequently Asked Questions (FAQ) about NAVPERS 1610/19

Q: What is NAVPERS 1610/19 used for? A: It’s the Military Individual Development Plan, designed to help sailors set and track personal and professional goals, supporting career progression.

Q: Where can I find the latest PDF version? A: The official Navy Personnel Command (NPC) website is the primary source. Ensure you’re using the most recent revision, currently dated 03-2025.

Q: Is NAVPERS 1610/19 mandatory? A: While optional, it’s strongly encouraged as a tool for effective performance counseling and career management, complementing NAVPERS 1610/20.

Q: How does it relate to MyNavy Coaching? A: The IDP integrates seamlessly with MyNavy Coaching, providing a structured framework for development discussions and goal setting.

Q: How often should the IDP be reviewed? A: Regular reviews and updates are essential, typically during scheduled performance counseling sessions, to ensure continued relevance and progress.