NAVPERS 1610/19 PDF: A Comprehensive Overview (Updated 02/26/2026)
NAVPERS 1610/19, the Military Individual Development Plan (IDP), is a crucial PDF document utilized by the U.S. Navy. It facilitates tracking personal and professional growth.
This optional tool supports development between performance evaluations, as highlighted in recent training materials. The current revision date is 03-2025, ensuring up-to-date guidance.
It’s integrated within the MyNavy Coaching System, alongside forms like NAVPERS 1616/26 and 1616/27, enhancing the overall performance management process.
What is NAVPERS 1610/19?
NAVPERS 1610/19 is officially designated as the Military Individual Development Plan (IDP) form within the United States Navy. It serves as a dynamic tool designed to facilitate and document the ongoing professional and personal growth of each service member.
Essentially, it’s a structured plan created collaboratively between a Sailor and their counselor, outlining specific goals, development opportunities, and required training. This isn’t a mandatory form, but a highly recommended resource to proactively manage career progression.
The form itself is a PDF document, readily accessible for download and completion. It’s a key component of the Navy’s performance management system, working in conjunction with evaluation forms like NAVPERS 1616/26 and 1616/27;
The IDP focuses on bridging the gap between formal performance evaluations, ensuring continuous development. It’s a living document, meant to be revisited and updated regularly to reflect changing goals and opportunities. The latest revision, dated 03-2025, reflects current Navy policies and best practices.
It’s a cornerstone of the MyNavy Coaching system.
Purpose of the Military Individual Development Plan (IDP)
The primary purpose of the Military Individual Development Plan (IDP), documented on NAVPERS 1610/19, is to proactively drive the professional and personal growth of Navy personnel. It’s designed to move beyond simply assessing past performance, focusing instead on future development.
The IDP serves as a roadmap, outlining specific goals and the steps needed to achieve them. It fosters a culture of continuous learning and improvement, ensuring Sailors are prepared for increasing responsibilities and career advancement.
Crucially, the IDP facilitates meaningful conversations between Sailors and their counselors, creating a shared understanding of career aspirations and development needs. It’s a tool to identify skill gaps and create targeted training plans.
By documenting these plans, the IDP provides a clear record of development efforts, which can be valuable during performance reviews and promotion considerations. It’s an optional, yet highly encouraged, supplement to the formal evaluation process, enhancing the Navy’s overall talent management strategy. It supports the MyNavy Coaching initiative.
It helps bridge gaps between evaluations.
Accessing the NAVPERS 1610/19 PDF Form
Obtaining the NAVPERS 1610/19 PDF form is straightforward, ensuring all Navy personnel have easy access to this vital development tool. While a direct link isn’t universally publicized, the form is readily available through several official Navy resources.
The primary access point is typically through your command’s administrative department or training office. They will have the most current version of the PDF readily available for download or printing. Additionally, many Navy knowledge management systems host the form.
Personnel can also often locate the form via the MyNavy Portal, specifically within the MyNavy Coaching section. Searching for “NAVPERS 1610/19” within the portal’s document library should yield the desired PDF.
It’s crucial to ensure you are using the latest revision (currently Rev. 03-2025) to benefit from the most up-to-date guidance and formatting. Avoid downloading the form from unofficial sources, as these may contain outdated or inaccurate information. Always verify the source and revision date before use.
Key Components of the NAVPERS 1610/19 Form
The NAVPERS 1610/19, or Military Individual Development Plan (IDP), is structured to comprehensively capture a service member’s growth objectives. The form’s core lies in clearly defined sections designed to facilitate focused development.
Initially, the form requires detailed articulation of “Personal and Professional Goals.” This section prompts reflection on desired career paths and skill enhancements. Following this, the “Development Opportunities” section outlines specific actions and experiences to achieve those goals.
A significant component is the “Training and Education” section, where formal courses, certifications, and self-study plans are documented. This links development directly to tangible learning activities. The form also includes space for tracking progress and documenting accomplishments.
Furthermore, the IDP emphasizes alignment with performance counseling sessions, as indicated by its integration with the Mid-Term Counseling Checklist (NAVPERS /20). It’s designed to be a dynamic document, regularly reviewed and updated to reflect evolving aspirations and opportunities.
Section 1: Personal and Professional Goals
Section 1 of the NAVPERS 1610/19 form centers on articulating clear, measurable Personal and Professional Goals. This foundational section requires thoughtful self-assessment and future-oriented planning. It’s not merely a wish list, but a strategic outline for career progression.
Service members are prompted to define both short-term and long-term objectives, considering their aspirations within the Navy and beyond. Professional goals might include specific qualifications, leadership roles, or technical expertise. Personal goals encompass broader development areas, such as improved communication or enhanced problem-solving skills.
Crucially, goals should align with both individual capabilities and the needs of the Navy. This section encourages a realistic yet ambitious approach, fostering a proactive mindset towards self-improvement. The clarity established here directly informs subsequent sections of the IDP.
Effective goal setting within this section is paramount, as it provides the framework for identifying relevant development opportunities and tracking progress throughout a service member’s career.
Section 2: Development Opportunities
Section 2 of the NAVPERS 1610/19 form focuses on identifying specific Development Opportunities to achieve the goals outlined in Section 1. This section bridges the gap between aspiration and action, detailing concrete steps for growth.
Opportunities can range from formal training courses and certifications to on-the-job assignments and mentorship programs. The form encourages a diverse approach, recognizing that development isn’t limited to traditional classroom settings. Shadowing experienced personnel, participating in workshops, or taking on challenging projects are all valid options.
Crucially, identified opportunities should directly correlate with the previously stated goals. A clear link demonstrates a purposeful and strategic approach to self-improvement. This section also prompts consideration of resource requirements, such as time, funding, or access to specific facilities.
Documenting these opportunities within the IDP provides a tangible roadmap for development, facilitating discussions with supervisors and ensuring alignment with command priorities.
Section 3: Training and Education
Section 3 of the NAVPERS 1610/19 form delves into the specifics of Training and Education required to capitalize on identified Development Opportunities. This section moves beyond broad aspirations to outline concrete learning pathways.
Here, service members detail specific courses, workshops, or educational programs that will enhance their skills and knowledge. It’s not merely listing desired training; it requires outlining the anticipated benefits and how the training directly supports career goals. This includes specifying the training provider, location, and estimated completion date.
The form encourages consideration of both formal and informal learning opportunities. This could encompass Navy-sponsored courses, civilian certifications, or self-study programs. Documenting prerequisites and any associated costs is also essential for effective planning.
This section serves as a proactive request for resources and demonstrates a commitment to continuous professional development. It’s a key component in fostering a culture of learning within the Navy.
NAVPERS 1610/19 and Performance Counseling
The NAVPERS 1610/19, or Military Individual Development Plan (IDP), is intrinsically linked to the Navy’s performance counseling process. It’s designed to drive development between formal evaluations, making it a continuous growth tool, not just a periodic requirement;
During performance counseling sessions, the IDP serves as a central document for discussion. Counselors and service members collaboratively review progress, adjust goals, and identify new development opportunities. The Mid-term Counseling Checklist (NAVPERS /20) further structures these conversations, ensuring thoroughness and focus.
The IDP isn’t a replacement for evaluations (like 1610/2 or 1610/5), but rather a complementary tool. It provides a detailed roadmap for achieving career objectives discussed during counseling. It demonstrates proactive engagement in self-improvement.
Effective use of the NAVPERS 1610/19 transforms performance counseling from a retrospective review to a forward-looking development strategy, fostering a more engaged and skilled Navy workforce.
Mid-Term Counseling Checklist (NAVPERS /20) Integration
The NAVPERS /20, the Mid-term Counseling Checklist, is specifically designed to enhance the effectiveness of performance counseling sessions, working in tandem with the NAVPERS 1610/19 (Military Individual Development Plan). It provides a structured framework for both the counselor and the service member to prepare for and conduct meaningful discussions.
This checklist ensures key areas are addressed, including a review of past goals outlined in the IDP, progress updates, identification of new challenges, and the creation of actionable development opportunities. It promotes organized preparation, preventing crucial topics from being overlooked.
By utilizing NAVPERS /20, counselors can guide service members through a comprehensive self-assessment, linking individual goals to broader Navy objectives. The checklist facilitates a two-way dialogue, fostering ownership and accountability for professional growth.
Ultimately, the integration of NAVPERS /20 streamlines the counseling process, maximizing the value of the NAVPERS 1610/19 as a dynamic tool for continuous improvement and career advancement.
Relationship to BUPERSINST 1610.10A
NAVPERS 1610/19, the Military Individual Development Plan, operates within the established framework of BUPERSINST 1610.10A, the Navy Performance Evaluation System instruction. This instruction details the responsibilities of Department Heads and Command Master Chiefs in overseeing the performance and development of their personnel.
BUPERSINST 1610.10A provides the overarching policy guidance for performance counseling, evaluations, and career progression. The NAVPERS 1610/19 serves as a key tool within that system, specifically focusing on the individualized development planning component.
The instruction emphasizes the importance of regular, constructive feedback and goal setting. The IDP, documented on NAVPERS 1610/19, translates these principles into a tangible plan for each service member’s growth. It ensures alignment between individual aspirations and Navy needs.
Essentially, BUPERSINST 1610.10A sets the ‘what’ and ‘why’ of performance management, while NAVPERS 1610/19 provides the ‘how’ – a structured method for achieving those goals and documenting progress.
NAVPERS 1610/19 in the MyNavy Coaching System
NAVPERS 1610/19, the Military Individual Development Plan, is deeply integrated into the Navy’s MyNavy Coaching System, a comprehensive platform designed to enhance Sailor development and career management. MyNavy Coaching provides resources and guidance for both Sailors and their coaches, streamlining the performance management process.
The system leverages NAVPERS 1610/19 as a central document for tracking goals, identifying development opportunities, and monitoring progress. It facilitates more effective and consistent coaching conversations between Sailors and their leadership.
Resources like the MyNavy Coaching Leader Handbook (NAVPERS 5357/1 through 5357/6) directly reference and support the use of the IDP. These handbooks provide practical guidance on completing and utilizing NAVPERS 1610/19 effectively.
Through MyNavyCoachingnavy.mil, Sailors can access tools and information to proactively manage their careers, with the IDP serving as a cornerstone of that process. This integration ensures a holistic approach to Sailor development.
Associated Forms: NAVPERS 1616/26, 1616/27
NAVPERS 1610/19, the Military Individual Development Plan, doesn’t operate in isolation; it’s intrinsically linked to other key Navy performance evaluation forms. Notably, NAVPERS 1616/26, the Evaluation and Counseling Record for enlisted personnel, and NAVPERS 1616/27, specifically for Chief Petty Officers (E7-E9), are closely associated.
These evaluation forms provide the context for the goals and development plans outlined in the IDP. The IDP serves as a supporting document, detailing the specific actions a Sailor will take to address areas identified in their performance evaluation.
NAVPERS 1616/26 and 1616/27 capture a broader assessment of a Sailor’s performance, while NAVPERS 1610/19 focuses on future growth. They work in tandem to create a continuous cycle of performance, counseling, and development.
Understanding the relationship between these forms is crucial for effective career management. The IDP isn’t a replacement for the evaluation forms, but rather a tool to enhance their impact and drive meaningful improvement.
NAVPERS 1610/19 vs. Other Performance Forms (1610/2, 1610/5)
Distinguishing NAVPERS 1610/19 (the Military Individual Development Plan) from other Navy performance forms like NAVPERS 1610/2 and 1610/5 is essential. Forms 1610/2 and 1610/5, commonly known as FITREPs (Fitness Reports), are primarily evaluative – they assess past performance and assign ratings.
Conversely, NAVPERS 1610/19 is fundamentally developmental. It’s forward-looking, focusing on future growth, skill enhancement, and career progression. While FITREPs document what a Sailor has done, the IDP outlines what they will do to improve.
The IDP complements the FITREP process. Areas for improvement identified in a FITREP often become the foundation for goals set within the IDP. It’s a proactive tool used in conjunction with, not as a substitute for, formal evaluations.
Essentially, 1610/2 and 1610/5 provide the ‘where you are’ assessment, while 1610/19 charts the ‘where you want to be’ path, fostering continuous learning and professional advancement.
Revision Dates and Updates (e.g., Rev. 03-2025)
Tracking revision dates for NAVPERS 1610/19 is critical to ensure personnel utilize the most current version of the Military Individual Development Plan. As of today, February 26, 2026, the most recently documented revision is Rev. 03-2025.
These revisions aren’t merely cosmetic; they often reflect changes in Navy policy, updates to the MyNavy Coaching system, or refinements based on user feedback. Staying current guarantees alignment with the latest guidance on performance management and career development.
Prior to Rev. 03-2025, earlier versions existed, potentially containing outdated information or differing requirements. Accessing the latest PDF from official Navy sources – like MyNavyCoachingnavy.mil – is paramount.
Regularly checking for updates is advisable, as the Navy continually strives to improve its personnel development processes. Future revisions will likely address evolving needs and integrate new best practices, maintaining the IDP’s relevance and effectiveness.
Using NAVPERS 1610/19 for Career Progression
NAVPERS 1610/19, the Military Individual Development Plan, isn’t simply a documentation exercise; it’s a proactive tool for strategically managing one’s Navy career. Effectively utilizing the IDP demonstrates initiative and a commitment to professional growth, qualities highly valued during evaluation cycles.
By clearly outlining personal and professional goals within the IDP, service members can articulate their aspirations to their chain of command. This facilitates targeted development opportunities, such as training, education, and specific assignments, directly supporting career advancement.
The IDP serves as a tangible record of progress, showcasing a dedication to self-improvement. During performance counseling and evaluations, referencing the IDP highlights proactive steps taken towards achieving long-term objectives.
Integrating the IDP with the MyNavy Coaching system further amplifies its impact, providing a structured framework for continuous development. A well-maintained IDP significantly strengthens a service member’s case for promotion and desired career paths.
Target Audience: Who Uses This Form?
The NAVPERS 1610/19, or Military Individual Development Plan, is designed for broad application across all ranks and communities within the United States Navy. While its use is optional, it’s strongly encouraged for all active duty personnel seeking to proactively manage their career progression.
Primarily, it’s utilized by service members – from E-3 through O-10 – to document their developmental goals and the strategies for achieving them. However, the form isn’t solely for the individual; it requires active participation from their counseling officer.
Department Heads and Command Master Chiefs also play a vital role, ensuring the IDP process aligns with command objectives and providing resources to support individual development plans. Leadership utilizes the IDP to gauge the developmental needs of their team.
Essentially, anyone invested in a Navy career – whether actively pursuing advancement or focusing on skill enhancement – can benefit from leveraging the NAVPERS 1610/19 as a cornerstone of their professional growth strategy.
Resources for Completing NAVPERS 1610/19
Successfully completing the NAVPERS 1610/19 Military Individual Development Plan requires access to several key resources. The primary source is the MyNavy Coaching website (MyNavyCoachingnavy.mil), offering comprehensive guidance and the latest version of the form.
Numerous handbooks support the process, including the MyNavy Coaching Leader Handbook (NAVPERS 5357/1 through 5357/6), providing detailed instructions for both service members and their counselors. BUPERSINST 1610.10A outlines the Navy Performance Evaluation System, offering contextual understanding.
Command career counselors are invaluable resources, providing personalized assistance and clarifying any ambiguities. Additionally, previous performance evaluations (EVALs) – NAVPERS 1616/26 and 1616/27 – can inform goal setting.
Online training modules are available, covering IDP development and the integration of the Mid-term Counseling Checklist (NAVPERS /20). Utilizing these resources ensures a well-defined and effective developmental plan, maximizing career potential.
Common Mistakes to Avoid
When completing the NAVPERS 1610/19 Military Individual Development Plan, several common mistakes can hinder its effectiveness. A frequent error is setting vague or unrealistic goals lacking specific, measurable, achievable, relevant, and time-bound (SMART) criteria.
Failing to align IDP goals with both personal aspirations and command objectives is another pitfall. Neglecting to actively seek development opportunities – training, education, or experiences – renders the plan passive and unproductive.
Insufficient discussion with counselors during performance feedback sessions can lead to misalignment and missed opportunities. Ignoring the Mid-term Counseling Checklist (NAVPERS /20) results in incomplete preparation and less focused conversations.
Treating the IDP as a mere formality, rather than a dynamic tool for growth, diminishes its value. Finally, failing to regularly review and update the plan to reflect changing circumstances or new priorities renders it obsolete. Avoiding these errors maximizes the IDP’s potential.
Future of the IDP and Potential Changes
The future of the NAVPERS 1610/19 Military Individual Development Plan is intrinsically linked to the evolving MyNavy Coaching System. Expect continued integration with digital platforms, streamlining access and enhancing data tracking capabilities.
Potential changes may focus on increased personalization, leveraging data analytics to suggest tailored development opportunities aligned with individual career paths and command needs. Further refinement of the IDP’s connection to performance evaluations – NAVPERS 1616/26 and 1616/27 – is anticipated.
Updates could also address feedback from users regarding usability and clarity, simplifying the form and guidance materials. A stronger emphasis on mentorship programs and cross-functional training opportunities may be incorporated.
As the Navy adapts to emerging technologies and operational demands, the IDP will likely evolve to support continuous learning and skill development. The goal remains to empower sailors to proactively manage their careers and contribute to naval readiness.