As most NAVSEA interns and associates are selected through recruiting service organizations outside NAVSEA Headquarters, you should receive most forms and documents from the recruiting organization that made you your offer.  The only form specific to NAVSEA HQ is the SAAR-N, necessary to set up your computer and telephone accounts.  This form should be requested by (and sent to) your NAVSEA Administrative Officer or Career Field Manager in Washington, DC.  All other correspondence regarding mandatory forms should be between you and your recruiting organization’s point of contact.

 

While we do not ask that you submit any forms directly to our Human Resources department at NAVSEA HQ, please take a moment to view the following documents regarding important NAVSEA HQ policy found in the forms/documents library:

 

Prohibited Items
Drug-Free Workplace Drug Testing Notice
NAVSEA Diversity Policy
NAVSEA EEO and Anti-Harassment Policy Guidance

 

Your Onboarding Roadmap
We want to give you an idea of how your experience with NAVSEA will begin and progress throughout your first year with us.  Employee Onboarding is the process of integrating and acculturating new hires into the organization.  It includes orientation but is in fact much more than just a new employee’s first day/week on the job.   Do you expect to be operating at full-performance after your first month at NAVSEA?  Probably not – and we have much more to offer you throughout your first year to transition you into the NAVSEA culture and to give you what you need to achieve success here.  We hope this is the beginning of a long partnership.

 

Onboarding lasts throughout the first year of employment.   It is a program with bi-weekly/monthly segments such as mandatory training; workshops to explore things like your benefits package and to foster personal and professional development; a trip to a Naval shipyard to “meet the fleet”; and an anniversary celebration with your cohorts to commemorate your first year with us.  The Onboarding program will be outlined in detail during your orientation.  There is no need to sign up; the program will commence with a two-day orientation beginning on your first-day check-in.

 

The following is a snapshot of your first few days, weeks, and months at NAVSEA Headquarters:

 

 

First Day

 

Your first day at NAVSEA will begin with a greeting and indoctrination by your HR representative and the NAVSEA Workforce Development Branch.  You will turn in the forms you have already completed (see: Forms and Documents Library) and fill in any that remain to be completed.  After you and your cohorts have turned in all necessary paperwork and have been escorted to the badge office for your NAVSEA badge, you will take your oath of office – you are now a full-fledged member of Naval Sea Systems Command! 

 

The remainder of the morning, afternoon, and most of the following day will be an Onboarding orientation to NAVSEA called “Welcome Aboard”.  Throughout the orientation you will attend mandatory security, safety and ethics briefings, as well as sessions on workforce development training/educational opportunities, benefits/services unique to NAVSEA employees, and a walking tour of the Washington Navy Yard.  This will mark the beginning of your transition into the NAVSEA family.

 

At some point on the first or second day, you will be directed to your work area to meet your Career Field Manager and/or your Administrative Officer.  He/she will escort you to your desk, introduce you to your supervisor, and take you around to meet the team of employees with whom you will be working.  You will then be advised on any relevant policy and procedure; setting up your phone and computer; and familiarizing yourself with important practices, systems, programs, and the like.

 

First Week/Month

 

The remainder of your first week will be spent meeting the rest of your co-workers; further exploring the Navy Yard, its facilities, and the immediate area; familiarizing yourself with NAVSEA – its mission/vision, its entities, and its organization; and discussing needs-to-know information regarding work schedules, assignments, leadership hierarchies, pay and leave, ethical conduct, and safety policy.

 

During the first month, you will discuss training, development, and performance with your supervisor.  You will outline an Individual Leadership Development Plan (ILDP) comprised of: formal and informal training; internal and external rotational assignments; continuous education; and self-development learning opportunities.  You will work with your supervisor to set performance standards, and you will discuss rewards, promotion, and advancement.