ADMINISTRATIVE MESSAGE ROUTINE R 281825Z JUN 00 ZYB MIN PSN 425730J21 FM CNO WASHINGTON DC//N1// TO NAVADMIN UNCLAS //N00000// NAVADMIN 163/00 MSGID/GENADMIN/N1// SUBJ/CNP UPDATE 00-5// RMKS/1. APPRECIATE ALL THE FEEDBACK WE HAVE BEEN RECEIVING ON THE PERSONNEL EFFORT. WE ARE MAKING PROGRESS IN OUR WAR FOR TALENT. RECENTLY RETURNED FROM A WESTPAC SWING AND WAS VERY IMPRESSED AT THE OVERALL EFFORT ON INCREASING RETENTION AND REDUCING ATTRITION. 2. SELECTION BOARD NOTIFICATION A. IN THE CONTINUING EFFORT TO IMPROVE THE WAY WE NOTIFY OUR PEOPLE OF THE RESULTS OF THEIR SELECTION BOARD, ESPECIALLY THOSE WHO ARE NOT SELECTED, WE HAVE FURTHER REFINED OUR NOTIFICATION PROCESS. FOR THE FY-01 ACTIVE O5 STAFF BOARD, WHICH WILL BE RELEASED SOON, WE WILL CONTINUE TO HAVE A 48-HOUR WINDOW IN WHICH ONLY THE INDIVIDUAL'S DIRECT REPORTING SENIOR (COMMANDING OFFICER OR OIC) WILL HAVE ACCESS TO HIS/HER RESULTS ON BUPERS ACCESS. IN OTHER WORDS, EACH UIC WILL ONLY HAVE ONE PERSON WHO HAS ACCESS TO AN INDIVIDUAL'S RESULTS. ADDITIONALLY, AND IN RESPONSE TO YOUR INPUT, WE WILL ALSO PUT THE ENTIRE LIST ON THE FLAGNET AT THE SAME TIME (48 HOURS BEFORE THE LIST IS SENT OUT VIA ALNAV). B. THE COMMANDING OFFICER RELATIONSHIP IS PARAMOUNT IN THE SUCCESS OF THIS ENDEAVOR. COMMANDING OFFICERS AND DIRECT REPORTING SENIORS ARE NOW EXPECTED TO BE THE FIRST ONES TO RELAY PROMOTION NEWS TO THEIR SUBORDINATES, ESPECIALLY IF THAT PERSON FAILS TO SELECT. WE UNDERSTAND THAT THIS CHANGE IS DIFFICULT FOR SOME THAT ARE USED TO GETTING A QUICK LOOK AT THE LIST BUT TRULY BELIEVE THAT THIS NEW PROCEDURE WILL EMPOWER OUR COMMANDING OFFICERS TO EXERT THE LEADERSHIP THAT OUR PEOPLE DESERVE. C. WE WILL BE RELEASING A LESSONS LEARNED NAVADMIN TO ASSIST THE FLEET IN UNDERSTANDING THE PURPOSE AND LIMITATIONS OF THIS NEW PROCEDURE AND OF BUPERS ACCESS. IT IS EASY TO SEE, THOSE WHO HAVE FOLLOWED THE INSTRUCTIONS ON THE WEB-SITE AND SET UP THEIR ACCOUNTS WILL BE PREPARED TO ACCESS THE INFORMATION. IN ANTICIPATION OF THE HIGH DEMAND FOR THE ACTIVE DUTY O5 STAFF, O4 LINE, AND E7 BOARD RESULTS, PLEASE ENCOURAGE YOUR SUBORDINATE COMMANDS TO VERIFY THEIR COMMAND ACCOUNTS IMMEDIATELY. I APPRECIATE ANY SUPPORT AND COUNSEL FOR YOUR PEOPLE CONCERNING THIS NEW PROCEDURE. 3. RETENTION UPDATE A. THE PERCENTAGE OF SAILORS STAYING NAVY IN MAY INCREASED SIGNIFICANTLY FOR 1ST AND 3RD TERM, WHILE 2ND TERM RATES DECLINED SLIGHTLY WHEN COMPARED WITH APRIL. THE INCREASES APPEAR TO BE PARTLY DUE TO LOWER 1ST TERM ATTRITION AND FEWER SAILORS RETIRING (3RD TERM AND BEYOND) DURING THE MONTH, BUT ALSO REFLECT A PROPORTIONAL INCREASE IN REENLISTMENTS AND A DECLINE IN ELIGIBLE SEPARATIONS. IN LIGHT OF THE SIGNIFICANT INCREASES IN 1ST AND 3RD TERM, THE SLIGHT DECREASE IN 2ND TERM RATES IS DIFFICULT TO EXPLAIN. B. ACROSS ALL TERMS, THE OVERALL FYTD RETENTION TRENDS CONTINUE ABOVE THEIR LEVELS FOR THE SAME TIME LAST FY, INDICATING AN OVERALL POSITIVE UPWARD TREND. THE NUMBER OF OUR SAILORS DECIDING TO STAY NAVY IS STILL WELL BELOW WHERE WE NEED TO BE FOR A STEADY-STATE FORCE, REMINDING US THAT WE NEED TO MAINTAIN OUR SENSE OF URGENCY. TERM RETENTION FYTD CHANGE FROM LAST YEAR FYTD STEADY STATE GOAL 1ST 30.2 PERCENT +1.7 PERCENT 38 PERCENT 2ND 47.4 PERCENT +3.4 PERCENT 54 PERCENT 3RD 58.3 PERCENT +7.7 PERCENT 62 PERCENT NOTE: FYTD FIGURES COMPARED TO SAME TIME PERIOD IN FY-99. 4. SRB REENLISTMENTS UP. SRB PERFORMANCE CONTINUES TO BE VERY POSITIVE, VERY STRONG. EACH MONTH IN FY-00, WE HAVE MET OR EXCEEDED EXPECTATION FOR THE NUMBER OF SRB REENLISTMENTS AND THE DOLLARS PAID TO SAILORS. FISCAL YEAR TO DATE, THROUGH MID-JUNE, WE HAVE SRB REENLISTED 11,552 SAILORS FOR A TOTAL OF $117.3M. FOR ALL OF FY-99, WE SRB REENLISTED 10,713 SAILORS FOR $98M. FULLY FUNDING THE PROGRAM, TO KEEP THE CURRENT AWARD PLAN IN PLACE, REMAINS A CHALLENGE. THE PROGRAM BUDGET AT THE BEGINNING OF THIS YEAR WAS $120M. WE INCREASED THAT TO $135M AND THEN TO $141M. WE ARE, AGAIN, LOOKING TO INCREASE FUNDING BY PERHAPS ANOTHER $10M TO ENSURE WE KEEP THE PROGRAM ON TRACK THROUGH THE END OF SEPTEMBER. 5. RECRUITING UPDATE A. MAY MARKED THE 20TH CONSECUTIVE MONTH IN WHICH NAVY RECRUITING ACHIEVED ITS ENLISTED ACCESSION MISSION. THROUGH MAY, 100.1 PERCENT OF THE FYTD TOTAL ENLISTED ACCESSION MISSION HAS BEEN SHIPPED. OVER 100 PERCENT OF THE NUCLEAR FIELD GOAL FOR THE YEAR ARE IDENTIFIED. NAVY RECRUITING HAS BEEN ABLE TO OVER ACCESS GENDETS FYTD TO REDUCE THE GENDET SHORTAGE IN THE FLEET, BUT STILL HAS ROUGHLY 3,000 GENDETS YET TO FIND. OVER 97 PERCENT OF THE REPHASED CRITICAL RATINGS GOAL HAVE BEEN ACCESSED FYTD, AND PRODUCTION WAS PARTICULARLY STRONG IN MAY, BUT WITH OVER 2,000 CRITICAL RATINGS SEATS YET TO FILL, THERE IS STILL MUCH HARD WORK AHEAD. NON-PRIOR SERVICE ACCESSION QUALITY IS TRACKING TO FINISH THE YEAR AT 90 PERCENT HIGH SCHOOL DIPLOMA GRADUATES AND 64-65 PERCENT TEST SCORE CATEGORY I-IIIA, AT OR ABOVE OUR QUALITY BENCHMARKS. B. SEVERAL NEW RECRUITING INITIATIVES HAVE PLAYED A VITAL ROLE IN OUR POSITIVE ENLISTED ACCESSIONS STORY FYTD. THESE INITIATIVES INCLUDE INCREASING PRIOR SERVICE ACCESSIONS; SPECIAL INCENTIVES FOR GENDETS (INCLUDING BONUSES, HOMEPORT GUARANTEES, AND DELAYED "A" SCHOOL GUARANTEES); HIRING OF CIVILIAN SUPPORT PERSONNEL; WORKING TO ESTABLISH A STABILIZED 5,000 STRONG, VOLUNTEER RECRUITER FORCE; AND ESTABLISHING A DYNAMIC BLUEJACKET HARP PLAN. YOUR SUPPORT IN GETTING MORE THAN 3,800 VOLUNTEERS TO PARTICIPATE SINCE BLUEJACKET HARP BEGAN EARLY THIS YEAR IS GREATLY APPRECIATED. PLEASE CONTINUE THIS SUPPORT, AS WE WOULD LIKE TO SUSTAIN A LEVEL OF 700-800 PARTICIPANTS PER MONTH. WHILE WE HAVE MANAGED TO ACHIEVE ACCESSION MISSION FOR 20 STRAIGHT MONTHS, LARGE IN-MONTH AND NEAR-TERM GOALS HAVE TAKEN THEIR TOLL ON PRODUCTION, MAKING IT DIFFICULT TO BUILD A HEALTHY RECRUITING POSTURE FOR THE FUTURE. NEW CONTRACT PRODUCTION HAS FALLEN SHORT OF DESIRED LEVELS THROUGHOUT THIS FISCAL YEAR. IT IS ESSENTIAL THAT WE MAINTAIN A FULL COURT PRESS WITH OUR RECRUITING FORCE, CURRENT INITIATIVES, AND THE SUPPORT OF THE FLEET THROUGH SUCH EFFORTS AS BLUEJACKET HARP UNTIL WE ARE ABLE TO ACHIEVE THE LEVEL OF PRODUCTIVITY NECESSARY TO BUILD A HEALTHY DELAYED ENTRY PROGRAM (DEP) POOL AND ENSURE THE FUTURE HEALTH OF NAVY RECRUITING. C. NAVY RECRUITING HAS ACHIEVED OVER 100 PERCENT OF ITS GENERAL OFFICER GOAL FOR THE YEAR WITH OVERSHIPS IN SURFACE WARFARE AND PILOT CATEGORIES. MOST PROGRAMS HAVE MADE GOAL, WITH EXCEPTION OF A SMALL MISS IN NAVAL FLIGHT OFFICER AND LARGER MISSES IN CIVIL ENGINEERING CORPS AND CHAPLAIN. NAVY RECRUITING IS TRACKING TO ACHIEVE ALL NUCLEAR PROGRAM OFFICER GOALS FOR FY-00, AFTER SIGNIFICANT SHORTFALLS IN THE PAST COUPLE OF YEARS AND IS ALREADY POSITIONED WELL FOR NEXT FISCAL YEAR. MEDICAL PROGRAMS ARE TRACKING NEAR OR ABOVE LAST YEAR IN MOST PROGRAMS AND PROJECTING SUCCESS IN ALL CATEGORIES EXCEPT FOR SOME KEY CRITICAL SUBSPECIALTIES SUCH AS PHARMACY, OPTOMETRY, AND HEALTH CARE ADMINISTRATION. OFFICER PROGRAMS SUCCESSES HAVE BEEN ACHIEVED THROUGH THE TREMENDOUS HARD WORK OF THE RECRUITING FORCE AIDED BY STRONG SUPPORT FROM SOME OF THE MORE CHALLENGING DESIGNATOR COMMUNITIES, INCLUDING SUPPLY AND SOME OF THE MEDICAL COMMUNITIES. 6. RESERVE RECRUITING. WE ARE INVIGORATING OUR EFFORT TO ENCOURAGE PEOPLE LEAVING ACTIVE SERVICE TO JOIN THE RESERVES. IN THE FIRST 30 DAYS OF THE "SAVE OUR NAVY ASSETS" PROJECT, 935 INTERVIEWS WERE CONDUCTED WITH 142 SAILORS CHOOSING TO CONTINUE SERVICE WITH THE NAVAL RESERVE. SAILORS LEAVING ACTIVE DUTY ARE INTERVIEWED FACE-TO-FACE AND COUNSELED ON THE BENEFITS OF CONTINUED SERVICE IN THE NAVAL RESERVE. ANY EFFORT TO EXPAND CAREER COUNSELING TO INCLUDE AN EMPHASIS TO STAY RESERVES WILL GREATLY ASSIST OUR RECRUITING CHALLENGE. 7. CENTER FOR CAREER DEVELOPMENT. IN MILLINGTON, THE CENTER FOR CAREER DEVELOPMENT IS WORKING TO PROVIDE THE FLEET USERS THE TOOLS TO COMPETE IN THE WAR FOR TALENT. TO THIS END, THE CENTER WILL BE ON THE ROAD IN THE COMING WEEKS WITH SCHEDULED RUEHLIN PRESENTATIONS. THE SCOPE OF THE VISITS ARE DRIVEN BY THE COMMAND'S DESIRES, AND OFFER DETAILER SUPPORT AND TARGETED TRAINING OF COMMAND RETENTION TEAMS AND COUNSELORS. UPCOMING VISITS INCLUDE: BRUNSWICK JULY 13-14 SASEBO JULY 20-21 EVERETT JULY 24-25 PEARL HARBOR AUGUST 7-8 BAHRAIN SEPTEMBER 12-13 PLEASE CALL THE DIRECTOR OF THE CENTER, CAPTAIN JAKE ROSS, AT (901) 874-2201 IF YOU ARE INTERESTED IN HAVING THE CENTER VISIT YOUR AREA. 8. POM-02 UPDATE A. RECRUITING AND RETENTION WERE OUR TWO MAJOR AREAS OF EMPHASIS DURING POM-02. IN NAVY'S POM SUBMISSION TO OSD, FUNDING WAS PROVIDED FOR 5,000 RECRUITERS. SELECTED SMART RECRUITER INITIATIVES (CELL PHONES, VEHICLE RATIO, BLUEJACKET HARP, DISTRICT SUPPORT MANNING, AND WORLD-CLASS TRAINING CONTINUUM) WERE SUPPORTED TO IMPROVE RECRUITER PRODUCTIVITY. FUNDING WAS ALSO PROVIDED TO SUPPORT THE RESERVE RECRUITING FLEET CONCENTRATION AREA INITIATIVE. B. MPN ENLISTED AND OFFICER RATES THROUGH THE FYDP WERE ADJUSTED TO INCLUDE SEVERAL UNIFIED LEGISLATIVE BUDGET (ULB) INITIATIVES DURING POM-02, MOST OF WHICH TARGETED RETENTION OR EQUITY ISSUES. INCLUDED WERE BASIC ALLOWANCE FOR HOUSING (BAH) FOR SINGLE SHIPBOARD E4'S OVER FOUR YEARS; BAH FOR E4 AND BELOW ON PERMANENT CHANGE OF STATION (PCS) ORDERS; CIVIL ENGINEERING CORPS ACCESSION BONUS; EXPANDING SURFACE WARFARE OFFICER CONTINUATION PAY (SWOCP); AND HAZARDOUS DUTY INCENTIVE PAY (HDIP) FOR VISIT, BOARD, SEARCH AND SEIZURE TEAM MEMBERS; MPN ENLISTED RATES ALSO SUPPORT INCREASED SELECTED REENLISTMENT BONUS (SRB) AWARD LEVELS. SINCE THE NAVY HAS PUT MONEY AGAINST THESE PROPOSALS, PASSAGE SEEMS LIKELY. BASED UPON HOUSE AND SENATE ACTION ON THE FY-01 AUTHORIZATION AND APPROPRIATION BILLS TO SUPPORT THE CAREER SEA PAY (CSP) INITIATIVE, WE'LL NEED TO KEEP TRYING TO FIND A WAY TO FUND AN EXPANDED CSP PROGRAM DURING BUDGET REVIEW. WE'LL KEEP YOU POSTED. C. FINALLY, SIGNIFICANT DOLLARS WERE PROGRAMMED TO MAINTAIN NAVY'S ELECTRONIC MILITARY PERSONNEL RECORD SYSTEM (EMPRS) AND TO IMPLEMENT, AS A LABOR SAVING INITIATIVE FOR THE FLEET, AN ELECTRONIC FIELD SERVICE RECORD SYSTEM (EFSR). 9. ENLISTED PLACEMENT MANAGEMENT CENTER (EPMAC). DURING A VISIT TO EPMAC, I WAS VERY IMPRESSED THAT OUR PLACEMENT ARM IN ENLISTED DISTRIBUTION IS DOING A GREAT JOB IN ENSURING PRIORITY BILLETS ARE FILLED IN THE FLEET. THEY STARTED REVIEWING PROPOSED ORDERS ON ALL KHAKIS IN NOV 99 TO ASSIST DETAILERS IN ENSURING MOVES WERE IN THE BEST INTEREST OF READINESS. IN SEVEN MONTHS, OVER 4,600 E7 TO E9 ORDERS WERE REVIEWED WITH THREE PERCENT REDIRECTED TO A MORE OPTIMUM BILLET. THIS MONTH, PLACEMENT WILL START INCLUDING E6 PERSONNEL IN THIS ENDEAVOR. ADDITIONALLY, MORE THAN 6,000 OTHER MANNING ACTIONS WERE REVIEWED DURING THE SAME PERIOD, 25 PERCENT OF WHICH WERE PROMPTED OR REDIRECTED BY PLACEMENT TO ENHANCE READINESS AT THE PLATFORM LEVEL. THIS IS AN OUTCOME OF THE REENGINEERING OF ENLISTED DISTRIBUTION TO CONSOLIDATE AND STRENGTHEN PLACEMENT. 10. NIGHT DETAILING. THE DETAILERS ARE TRYING VERY HARD TO FACILITATE MAXIMUM COMMUNICATIONS WITH SAILORS IN THE FLEET. ENLISTED DETAILERS ARE NOW INITIATING CALLS TO COMMANDS DURING THE SCHEDULED AM/PM DETAILING TIME SLOTS POSTED ON THE BACK PAGE OF LINK MAGAZINE. ADVANCE NOTICE WILL BE PROVIDED, SO COMMANDS CAN PREPARE THEIR LIST OF ISSUES AND HAVE SAILORS STANDING BY WHO WOULD LIKE TO SPEAK TO A DETAILER. COMMAND CAREER COUNSELORS WILL ALSO HAVE THE OPPORTUNITY TO SPEAK TO DETAILERS REGARDING THEIR COMMAND ISSUES, AS WELL AS RECEIVE FIRST-HAND INFORMATION ON POLICIES, SUCH AS GUARD 2000. FEEDBACK FROM RECENT PHONE CALLS HAS BEEN VERY POSITIVE. 11. DETAILER TRIP TO GREAT LAKES. ADMIRAL TALLENT (PERS-4) AND 48 OTHER PERS-4 PERSONNEL, INCLUDING MANY DETAILERS, RECENTLY VISITED GREAT LAKES TO TOUR RTC AND SSC TO GET A FIRST-HAND VIEW OF THE UNIQUE CHALLENGES FACED BY THESE COMMANDS AND GAIN AN APPRECIATION FOR THE IMPORTANCE OF QUALITY PERSONNEL BEING ASSIGNED THERE. EVERYONE CAME AWAY WITH EVEN GREATER RESPECT AND APPRECIATION FOR GREAT LAKES, THE RDC'S, AND THE INSTRUCTORS AT SSC. THESE ORIENTATION VISITS FOR OUR DETAILERS ARE INSTRUMENTAL IN THEIR OVERALL AWARENESS OF NAVY ASSIGNMENTS. 12. INCREASED MANNING AT SERVICE SCHOOLS COMMAND. THROUGH AGGRESSIVE DETAILING EFFORTS, SSC GREAT LAKES MANNING WILL INCREASE FROM A LOW OF 835 IN AUG 00 TO 886 IN NINE MONTHS (FEB 01). THIS CONTINUES OUR EFFORTS AND COMMITMENT TO PROPERLY MAN OUR INITIAL AND MOST SIGNIFICANT ENLISTED TRAINING COMMAND. 13. DOMICILE TO DUTY APPROVED. SECNAV HAS AUTHORIZED DOMICILE TO DUTY USE OF GOVERNMENT VEHICLES BY NAVY AND MARINE CORPS RECRUITERS. AUTHORITY IS NOW DELEGATED TO THE LOCAL SUPERVISOR TO PROVIDE MAXIMUM FLEXIBILITY TO THEIR RECRUITERS FOR DAILY RECRUITING TRAVEL REQUIREMENTS. WHILE THE USE OF THE GOV REMAINS FOR "OFFICIAL USE ONLY," IT ENABLES THE RECRUITER TO USE THE GOV WHILE ENGAGED IN ANY KIND OF FIELDWORK. THIS IS ANOTHER SIGNIFICANT QOL INITIATIVE RECENTLY APPROVED FOR OUR RECRUITING FORCE. 14. TRANSITION ASSISTANCE PROGRAM. STATISTICS INDICATE THAT SAILORS WHO ATTEND TAP ONE YEAR PRIOR TO THEIR EAOS OR PROSPECTIVE RETIREMENT DATE ARE FOUR TIMES MORE LIKELY TO STAY NAVY THAN THOSE WHO ATTEND LESS THAN 90 DAYS BEFORE LEAVING THE NAVY. THE PROGRAM PROVIDES A VERY GOOD EDUCATION THAT OUR SAILORS DESERVE AS THEY GO THROUGH THE DECISION PROCESS OF STAYING NAVY OR LEAVING. YOUR ACTIVE SUPPORT FOR THE TAP PROGRAM, AND THEIR EARLY ATTENDANCE IS GREATLY APPRECIATED. 15. USS CONSTELLATION RECRUITING CRUISE. LAST BUT NOT LEAST, I WOULD LIKE TO EXPRESS MY MOST SINCERE APPRECIATION FOR THE MAGNIFICENT TEAM EFFORT BETWEEN AIRPAC, USS CONSTELLATION, AND RECRUITING DISTRICTS TO HOST OVER 1,700 STUDENTS ON A "RECRUITING CRUISE" 19 MAY. CONNIE PROVIDED AN OUTSTANDING PLATFORM TO EDUCATE AND MOTIVATE OUR YOUNG PEOPLE AND MADE AN IMPRESSION THAT WILL REAP BENEFITS FOR MONTHS TO COME. THANKS TO CINCLANTFLT, COMNAVSURFLANT, AND COMINEWARCOM, WE HAVE A MINEHUNTER ON THE MISSISSIPPI RIVER CRUISE AS WELL AS A MINESWEEPER AND A MINEHUNTER ON THE GREAT LAKES CRUISE WHERE THEY ARE HOSTING HUGE NUMBERS OF VISITORS AND GENERATING LOTS OF LEADS FOR CNRC. I LOOK FOR MORE WONDERFUL EVENTS LIKE THESE TO HELP MAN THE FLEET. 16. THANK YOU, AGAIN, FOR YOUR CONTINUED SUPPORT. AS ALWAYS, APPRECIATE YOUR FEEDBACK VIA PHONE OR E-MAIL (P00@BUPERS.NAVY.MIL). 17. RELEASED BY VADM N. R. RYAN, JR., N1.// BT