ADMINISTRATIVE MESSAGE ROUTINE R 141553Z MAR 01 ZYB MIN PSN 085669J34 FM CNO WASHINGTON DC//N1// TO NAVADMIN UNCLAS PERSONAL FOR ALL COMMANDERS, COMMANDING OFFICERS, AND OFFICERS IN CHARGE FROM RYAN NAVADMIN 064/01 MSGID/GENADMIN/N1// SUBJ/CNP UPDATE 02-01// RMKS/1. HAVING JUST RETURNED FROM A TRIP TO THE WEST COAST, I AM MORE ENCOURAGED THAN EVER REGARDING THE QUALITY AND ENTHUSIASM OF OUR SAILORS. FROM THE SEALS IN CORONADO, THE AMPHIB SAILORS ON THE TARAWA, THE PROFESSIONALS ABOARD USS STENNIS, THE SEABEES AT PORT HUENEME, THE AVIATORS AT POINT MUGU, TO THE STUDENTS AT NAVAL POST GRADUATE SCHOOL AND DEFENSE LANGUAGE INSTITUTE --- ALL HAVE A ZEST FOR WHAT THEY DO. THE KEY CHALLENGE IS KEEPING ALL THESE PERSONNEL AND THEIR FAMILIES INFORMED ABOUT ALL THE PROGRAMS AND POLICIES THAT WE HAVE IMPLEMENTED TO IMPROVE THEIR QUALITY OF SERVICE. WITHOUT QUESTION, THE JOB OF COMMUNICATIONS IS ONE OF OUR GREATEST CHALLENGES. PAGE 02 RUENAAA0670 UNCLAS A. ALSO, AT THE END OF FEBRUARY, WE HAD A PRODUCTIVE OFF-SITE AT USNA, WHERE THOSE ASSOCIATED WITH OFFICER ACCESSION ISSUES MET TO DISCUSS HOW WE CAN ATTRACT A MORE DIVERSE NAVAL FORCE. WE WERE JOINED BY USNA, CNRC, CNET, AND NPGS IN ROUND TABLE DISCUSSIONS TO STUDY WHERE WE ARE AND WHERE WE NEED TO BE TO ENSURE OUR OFFICER CORPS OF THE FUTURE WILL FAIRLY REFLECT THE POPULATION. WE WALKED AWAY HAVING SHARED BEST PRACTICES AND WITH A DRAFT "GAME PLAN" THAT I THINK WILL BODE WELL FOR OUR NAVY. MANAGING DIVERSITY IS CRITICAL TO OUR FUTURE AND WILL HELP KEEP US A WORLD CLASS ORGANIZATION. 2. RECRUITING. ALONG THOSE LINES, NAVY RECRUITING COMMAND RECENTLY ACHIEVED THE FY-01 GOAL FOR ROTC APPLICATIONS. THEY HAVE BEEN FORWARDED TO CNET WHO WILL MAKE THE FINAL SELECTION FOR SCHOLARSHIP AWARDS. THIS YEAR'S GOAL WAS ACHIEVED WITHOUT THE NECESSITY FOR AN APPLICATION DEADLINE EXTENSION AS WAS REQUIRED IN THE PAST. A. THE NAVY'S NEW PRINT ADS AND RADIO SPOTS ARE NOW OUT AND WILL BE FOLLOWED THIS MONTH BY THE NEW TELEVISION ADS AND THE UPDATED WEB SITE. THE FIRST TELEVISION ADVERTISEMENT WILL DEBUT ON 14 MARCH DURING "SURVIVOR" ON CBS. THE NEW APPROACH TO ADVERTISING -- AN INCENTIVE BASED CONTRACT -- IS EXPECTED TO ENSURE A CAMPAIGN PAGE 03 RUENAAA0670 UNCLAS THAT IS MORE RESPONSIVE TO CHANGES IN GOALS AND DEMOGRAPHICS THAN HAD EXISTED IN THE PAST. WE ALSO BELIEVE THE ADS CAN HAVE A POSITIVE IMPACT ON RETENTION, AS WELL. B. DESPITE THE NEWS OF A SLOWING ECONOMY, RECRUITERS IN THE FIELD CONTINUE TO STRUGGLE WITH THE CHALLENGE OF FINDING POTENTIAL RECRUITS AND OF MAKING OUR ACCESSION GOAL. HOWEVER, THANKS TO LOTS OF HARD WORK, NEW INITIATIVES AND STRONG LEADERSHIP, NAVAL RESERVE RECRUITING COMMAND HAS COME ON STRONG THIS YEAR AND IS ACHIEVING CONSIDERABLE SUCCESS. YOU CAN CONTRIBUTE BY ENSURING ALL ELIGIBLE SEPARATING SERVICEMEMBERS ARE AWARE OF THE NUMEROUS ADVANTAGES AND BENEFITS OF CONTINUING THEIR NAVY CAREERS THROUGH ACTIVE PARTICIPATION IN THE NAVAL RESERVE. NAVADMIN 275/00 INCLUDES ADDITIONAL PRE-SEPARATION COUNSELING FOR TRANSITION TO THE NAVAL RESERVE. 3. ENLISTED RETENTION. I AM PLEASED TO REPORT THAT EARLY FY-01 REENLISTMENT BEHAVIOR CONTINUES TO EXCEED THE STRONG EARLY FY-00 PERFORMANCE THROUGH FEBRUARY. ENLISTED REENLISTMENT RATES OCT-FEB ZONE A ZONE B ZONE C PAGE 04 RUENAAA0670 UNCLAS (1-6 YEARS) (7-10 YEARS) (11-14 YEARS) FY-99 46.1 PERCENT 59.8 PERCENT 81.8 PERCENT FY-00 49.9 PERCENT 62.5 PERCENT 81.4 PERCENT FY-01 58.2 PERCENT 66.6 PERCENT 82.2 PERCENT FY-00-FY-01 COMPARISON +8.3 PERCENT +4.1 PERCENT +0.8 PERCENT A. AS WE IN N1 CONTINUE TO STUDY FUTURE FORCE PROJECTIONS, WE SHOULD STRIVE TO SUSTAIN THE LEVEL OF ZONE A AND ZONE B REENLISTMENT BEHAVIOR WE HAVE SEEN FOR THE FIRST 5 MONTHS OF FY-01. EVEN THOUGH SUSTAINING THE FYTD 58 PERCENT ZONE A AND 66 PERCENT ZONE B RATES WILL BE CHALLENGING, DUE TO LARGE SEASONAL INFLUXES OF SRB REENLISTMENTS (AS WE EXPERIENCED THIS FALL), LEADERSHIP SHOULD REMAIN FOCUSED ON STRETCH GOALS OF 59 PERCENT ZONE A, 68 PERCENT ZONE B, AND 87 PERCENT ZONE C AS BRIEFED AT THE ALL FLAG OFFICER CONFERENCE (AFOC). THESE TARGETS REPRESENT 23 PERCENT, 8 PERCENT, AND 5 PERCENT IMPROVEMENTS OVER FY-00 BEHAVIOR, RESPECTIVELY BY ZONE. SUSTAINING THIS IMPROVED BEHAVIOR ACROSS ALL ZONES WILL CHART NAVY ON A TRACK TOWARD OUR DESIRED STEADY-STATE FORCE PROFILE WHICH WILL IMPROVE NEAR-TERM MANNING, MITIGATE THE DE-AGING OF THE FORCE, AND ALLOW US TO REDUCE THE LOOMING HIGH OUTYEAR ACCESSION MISSION. PAGE 05 RUENAAA0670 UNCLAS B. ATTRITION RATES LISTED BELOW REFLECT THE PERCENTAGE OF SAILORS IN A PARTICULAR ZONE THAT, OVER THE COURSE OF A YEAR, LEAVE THE SERVICE PRIOR TO THEIR EAOS. CLEARLY ZONE A RATES ARE HIGHEST REFLECTING ATTRITION BEHAVIOR OF SAILORS WITH 1-6 YOS. OVERALL TREND IN ALL ZONES OVER THE LAST TWO FY'S HAS BEEN DOWNWARD. ENLISTED ANNUAL ATTRITION RATES ZONE A ZONE B ZONE C FEB 98-FEB 99 14.2 PERCENT 4.7 PERCENT 3.1 PERCENT FEB 99-FEB 00 13.0 PERCENT 3.2 PERCENT 2.7 PERCENT FEB 00-FEB 01 12.0 PERCENT 2.9 PERCENT 2.5 PERCENT 2000-2001 COMPARISON -1.0 PERCENT -0.3 PERCENT -0.2 PERCENT OUR STRETCH GOAL IN ATTRITION IS TO HAVE EACH COMMAND CUT ITS ATTRITION BY 25 PERCENT FROM LAST YEAR. 4. CENTER FOR CAREER DEVELOPMENT (CCD). NAVY PERSONNEL COMMAND CONTINUES TO PLAY A VITAL ROLE IN SUPPORTING CCD COORDINATED CAREER DECISION FAIRS. PARTICIPATION IN THE OFFERED SEMINARS, "BEST PRACTICE" BRIEFS AND DETAILING EFFORTS RESULTED IN ENCOURAGING FAIR NUMBERS DURING THE MONTH OF FEBRUARY. DURING THIS TIME 791 PERSONNEL ATTENDED RUEHLIN CAREER DECISION WORKSHOPS, 363 PAGE 06 RUENAAA0670 UNCLAS CO/XO/CMC/CCC/CPO'S ATTENDED RETENTION TEAM/CCD "BEST PRACTICES" BRIEFINGS, 55 CCC'S RECEIVED PROFESSIONAL SELLING SKILLS TRAINING, AND 721 DETAILER INTERVIEWS WERE CONDUCTED FOR A TOTAL OF 81 "SAVES." A. THESE TYPES OF NUMBERS ARE BEING REPLICATED AT EVERY VENUE, AND AS WE SYNCHRONIZE FLEET AND NPC EFFORTS, THE NUMBER WILL GET EVEN BETTER. WE ARE ATTACKING RETENTION ONE SAILOR AT A TIME. B. THE SUCCESS OF CAREER DECISION FAIRS HAS BEEN SHOWN TO REFLECT THE COMMITMENT, THE SUPPORT, AND THE VISIBILITY OF LOCAL SENIOR LEADERSHIP AT SITE VISIT KICKOFFS AND ATTENDANCE AT RETENTION TEAM/BEST PRACTICE BRIEFS. SENIOR LEVEL SPONSORSHIP NOT ONLY INSPIRES SAILORS AND THEIR FAMILIES TO ATTEND BUT IT HELPS THEM REALIZE HOW WE ARE TRULY AND HONESTLY INTERESTED IN THEIR PROFESSIONAL AND PERSONAL DEVELOPMENT NEEDS. ADDITIONALLY, THE PARTICIPATION OF NPC DETAILERS AND THEIR ABILITY TO NEGOTIATE DUTY ASSIGNMENTS ON SITE IS VERY WELL RECEIVED BY THE ATTENDEES. MUCH CAN STILL BE DONE IN THE AREA OF SPOUSE PARTICIPATION. EVEN THOUGH NPC SITE VISIT-RELATED MESSAGE TRAFFIC ENCOURAGES SPOUSE PARTICIPATION, TO DATE SPOUSE ATTENDANCE AT RUEHLIN WORKSHOPS IS QUITE LOW. C. THE "FIRST 72 HOURS" VIDEO GMT IS SCHEDULED FOR DELIVERY TO UNCLAS PERSONAL FOR ALL COMMANDERS, COMMANDING OFFICERS, AND OFFICERS SECTION 02 OF 03 THE FLEET IN MID MARCH 2001. AS I DISCOVERED ON MY RECENT TRIP TO THE WEST COAST, MANY COMMANDS HAVE ALREADY RECEIVED THIS INSIGHTFUL VIDEO TO HELP NAVY LEADERSHIP IMPROVE THE QUALITY OF COMMAND SPONSORSHIP PROGRAMS. THE TRANSITION FROM RECRUIT TRAINING TO REPORTING TO A FIRST COMMAND HAS BEEN IDENTIFIED AS A CRUCIAL TIME IN THE DEVELOPMENT OF A SAILOR'S LIFELONG PERCEPTION OF THE NAVY. CAPTURING THE OPPORTUNITY TO PRESENT A POSITIVE FIRST IMPRESSION THROUGH A PROACTIVE SPONSORSHIP PROGRAM HAS VALUE ULTIMATELY MEASURED IN EACH RECRUIT'S FUTURE DECISION TO REENLIST. REMEMBER, WE ONLY GET ONE OPPORTUNITY TO MAKE A FIRST IMPRESSION, AND GOOD OR BAD, IT IS THE ONE THAT LASTS. D. IN ORDER TO BRING THE NAVY RETENTION STORY TO THE FLEET AND KEY INFLUENCERS IN THE PUBLIC, CCD HAS PARTNERED WITH THE NAVAL MEDIA CENTER AND CNRC. TO DATE NAVAL MEDIA CENTER AND CCD COMBINED EFFORTS TO PUBLISH/AIR SEVEN RETENTION FEATURES/ADVERTISEMENTS IN PAGE 02 RUENAAA0671 UNCLAS NAVY NEWS SERVICE, ALL HANDS, NAVY MARINE CORPS NEWS THIS WEEK, AFRTS AND THE SATELLITE FED-DAILY NEWS MINUTE. IN ADDITION, CCD PLACED NINE ARGUS, KIOSK, AND CAREER DECISION FAIR RELATED FEATURE STORIES IN VARIOUS INTERNAL AND EXTERNAL MEDIA. E. AS THE MOMENTUM FOR THIS INITIATIVE BUILDS, THERE IS AN ENTHUSIASTIC INCREASE IN SHARING OF SUCCESS STORIES AND BEST PRACTICES FROM THE FLEET, AND WE WILL CONTINUALLY PROMULGATE TO YOU THESE PRODUCTIVE PRACTICES. I INVITE ALL OF YOU TO MAKE AN APPEARANCE IN SUPPORT AT THESE IMPORTANT VISITS. THE NEXT CCD VISIT IS SCHEDULED FOR 19-23 MARCH AT NAVY CAREER DECISION FAIR, LEMOORE, CA. 5. COMMENTS IN PERFORMANCE EVALUATIONS ON RETENTION EFFORTS. AS EMPHASIS ON RETENTION CONTINUES, I'D LIKE TO REMIND EVERYONE OF THE IMPORTANCE OF RECOGNIZING INDIVIDUALS FOR THE WORK THEY DO IN SUPPORT OF RETENTION AND COMMAND CLIMATE. OUR NAVADMIN (167/00) SENT LAST JUNE IMPLEMENTED A POLICY TO START EVALUATING OUR PEOPLE ON THE COMMAND CLIMATE THEY SET AND THE RETENTION FIGURES FOR WHICH THEY ARE RESPONSIBLE. WHILE WE ARE LOOKING INTO THE FORMAL INSERTION OF A BLOCK ON THE FITNESS REPORT TO REFLECT THESE TRAITS, I WOULD LIKE TO ENCOURAGE ALL TO INCLUDE VERBAL COMMENTS REGARDING PAGE 03 RUENAAA0671 UNCLAS COMMAND CLIMATE AND RETENTION IN EACH FITNESS REPORT OR EVALUATION FOR COMMANDING OFFICERS, OFFICERS, CHIEF PETTY OFFICERS, AND LEADING PETTY OFFICERS WHO ARE RESPONSIBLE FOR OFFICER AND ENLISTED PERSONNEL. IN AN ENVIRONMENT WHERE RETENTION IS CRITICAL, ALL OF US ARE ACCOUNTABLE. 6. DETAILER COMMUNICATIONS INITIATIVE. THE EFFORTS OF OUR DETAILERS IN ATTACKING THE RETENTION ISSUE CONTINUES WITH SIGNIFICANT PROGRESS. IN SUPPORT OF THE DETAILER COMMUNICATIONS INITIATIVE (DCI) AND PROVIDING IMPROVED CUSTOMER SATISFACTION TO THE FLEET, CNPC HAS FORMED A TEAM THAT IS REVIEWING PROCEDURES FOR REQUESTING FLEET RESERVE RETIREMENT AUTHORITY IN AN EFFORT TO STREAMLINE THE PROCESS. THE FLEET RESERVE RETIREMENT AUTHORITY (FRRA) TEAM HAS IDENTIFIED A SOFTWARE SYSTEM THAT, WHEN IMPLEMENTED, WILL ALLOW DETAILERS TO IMMEDIATELY SEE THE STATUS OF THE FRRA REQUEST. THE TEAM IS CONTINUING TO EXAMINE OTHER POSSIBLE IMPROVEMENTS IN THE PROCESS, THAT WILL GO A LONG WAY TOWARDS MINIMIZING THE DETAILER'S ADMINISTRATIVE WORKLOAD AND MAINTAIN A HIGH LEVEL OF CUSTOMER SERVICE FOR OUR SAILORS. A. AS A RESULT OF CLOSER TEAMING WITH COMMAND CAREER COUNSELORS (CCC) AND COMMAND RETENTION TEAMS, THE DETAILERS REALIZED THAT THE PAGE 04 RUENAAA0671 UNCLAS PROACTIVE CONTACT SEQUENCE OF CALLS TO A SAILOR AT THE 12-MONTH POINT FOLLOWED BY A MESSAGE AT THE 10-MONTH POINT WAS NOT THE MOST EFFECTIVE STRATEGY. DETAILERS FOUND SAILORS UNPREPARED TO RESPOND EFFECTIVELY TO "COLD" CALLS. ADDITIONALLY, DETAILERS WERE HAVING DIFFICULTY REACHING SAILORS WITHOUT QUALITY CONTACT INFORMATION SUCH AS PHONE NUMBERS OR E-MAIL ADDRESSES. TO REMEDY THIS, THE PROACTIVE CONTACT STRATEGY IS BEING REVISED TO CONSIST OF A 12-MONTH MESSAGE FOLLOWED BY A 10-MONTH CALL BY THE DETAILER. THIS NEW STRATEGY WILL ALLOW THE SAILOR AND CCC TO DISCUSS CAREER OPTIONS AND BETTER PREPARE FOR FURTHER DISCUSSIONS WITH THE DETAILER. THE 12-MONTH MESSAGE WILL CONTAIN MUCH OF THE SAME INFORMATION AS IS IN THE ORIGINAL 10-MONTH NOTIFICATION MESSAGE, BUT WILL ALSO SOLICIT THE CCC'S ASSISTANCE TO GATHER DUTY PREFERENCES AND CONTACT INFORMATION FOR THE DETAILERS. WITH THIS ACCURATE CONTACT INFORMATION AND DUTY PREFERENCES DETAILERS WILL BE ABLE TO SPEND MORE TIME COUNSELING A SAILOR AND LESS TIME TRACKING HIM/HER DOWN. PLEASE HELP US ENSURE THAT THE 12 MONTH-INTERVIEW WITH EACH SAILOR TAKES PLACE. 7. E-8 AND E-9 SELECTION BOARDS. AN ADDITIONAL GOOD NEWS STORY THAT SHOULD POSITIVELY AFFECT OUR SAILORS IS THE OUTLOOK FOR THIS YEARS E-9 AND E-8 SELECTION BOARDS. I HAVE APPROVED THE PRECEPTS PAGE 05 RUENAAA0671 UNCLAS AND QUOTAS FOR THE RECENT FY-02 E-9 SELECTION BOARD, AND AM PLEASED TO REPORT THAT THE RECENT TREND OF IMPROVING ADVANCEMENT OPPORTUNITY WILL CONTINUE. ADVANCEMENT OPPORTUNITY TO E-9 IMPROVED FROM 17.7 PRECENT ON LAST YEAR'S BOARD (FY-01), TO 21.38 PERCENT THIS YEAR. THIS YEAR'S E-9 BOARD HAS THE MOST QUOTAS SINCE FY-97 AND THE HIGHEST OPPORTUNITY SINCE FY-92. THE FY-02 E-8 BOARD IS ALSO PROJECTED TO PROVIDE IMPROVED ADVANCEMENT OPPORTUNITY. OUR GOAL IS TO RETAIN OUR PROVEN PERFORMERS AND REWARD THEM WITH AN INCREASE IN ADVANCEMENTS. 8. PRT IMPACT ON RETENTION. RETAINING OUR SAILORS IS SO IMPORTANT, AND KEEPING THEM FIT PLAYS HEAVILY INTO KEEPING THEM ON ACTIVE DUTY. I ASKED NPC FOR AN UPDATE ON THE NEW PRT STANDARDS, TO SEE HOW THE NEW STANDARDS ARE AFFECTING OUR FORCE. SINCE WE HAVE HAD ONLY ONE PHYSICAL FITNESS ASSESSMENT (PFA) PERIOD, IT IS DIFFICULT AT PRESENT TO PROJECT HOW MANY SAILORS NEED ADDITIONAL COUNSELING AND EDUCATION. A. WE BELIEVE, HOWEVER, THAT THE NEW PHYSICAL READINESS PROGRAM (PRP) WITH ITS INCREASED EMPHASIS ON PROVIDING PROFESSIONAL SUPPORT TO HELP SAILORS STAY FIT WILL, IN FACT, SUPPORT CNO'S GOAL OF DECREASING ATTRITION BY 25 PERCENT. THE MORE IMPORTANT GOAL IS TO KEEP SAILORS HEALTHY AND PRODUCTIVE. OF COURSE, WE WANT TO PREVENT PAGE 06 RUENAAA0671 UNCLAS THE SITUATION OF A SAILOR NOT BEING ABLE TO REENLIST IN THE NAVY DUE TO FITNESS RELATED ISSUES. THE NEW PRP INSTRUCTION REQUIRES FITNESS PROFESSIONALS TO PROVIDE ONE-ON-ONE EXERCISE PRESCRIPTION ASSISTANCE TO ANY MEMBER FAILING TO MEET BODY COMPOSITION STANDARDS OR SCORING LOW SATISFACTORY OR LESS ON THE PFA. IN ADDITION, AS A RESULT OF THE PRP INSTRUCTION, SAILORS ARE GIVEN GREATER ACCESS TO FITNESS PROFESSIONALS, HEALTH CARE PROVIDERS, AND COMMAND FITNESS LEADERS TO HELP THEM MAKE THE LIFESTYLE CHANGES NECESSARY TO ACHIEVE STANDARDS. FINALLY, IT ENCOURAGES LEADERSHIP TO TAKE A MORE ACTIVE ROLE IN SUPPORTING A CULTURE OF FITNESS WITHIN NAVY. B. THE KEY TO NAVY'S PHYSICAL READINESS PROGRAM IS RECOGNIZING THAT "TOTAL FITNESS" IS A CRUCIAL ELEMENT OF MISSION PERFORMANCE, AND MAINTAINING FITNESS AND BODY FAT STANDARDS REQUIRE INDIVIDUAL COMMITMENT TO THE DEVELOPMENT AND MAINTENANCE OF A HEALTHY LIFESTYLE. TO DATE, ONLY 19 PRECENT OF COMMANDS HAVE REPORTED THEIR PHYSICAL FITNESS ASSESSMENT (PFA) DATA AS REQUIRED. COMMANDS ARE REMINDED THAT THIS DATA SHOULD BE FORWARDED TO NAVY'S PHYSICAL READINESS PROGRAM MANAGER (PERS-651) NO LATER THAN 30 DAYS AFTER CONDUCTING THEIR PFA IN ACCORDANCE WITH GUIDELINES ESTABLISHED IN OPNAVINST 6110.1F. THE LATEST VERSION OF THE PHYSICAL READINESS UNCLAS PERSONAL FOR ALL COMMANDERS, COMMANDING OFFICERS, AND OFFICERS FINAL SECTION OF 03 INFORMATION MANAGEMENT SYSTEM (PRIMS) IS AVAILABLE FOR DOWNLOAD AT EITHER OF THE FOLLOWING WEB SITE: WWW.MWR.NAVY.MIL/MWRPRGMS/MISSUPP OR WWW.HAPRIMS.PERSNET.NAVY.MIL. 9. "RIGHT SPIRIT" CAMPAIGN. IN KEEPING WITH OUR EMPHASIS ON HEALTH, OUR "RIGHT SPIRIT" CAMPAIGN IS CONTINUING ITS PROACTIVE APPROACH WITH REGARD TO EDUCATIONAL AND AWARENESS CAMPAIGNS. ALCOHOL IS STILL THE PRIMARY DRUG ABUSED IN OUR NAVY. BOTH POPULAR WISDOM AND THE EXPERTS' OPINION AGREE THAT PREVENTION IS BETTER THAN A CURE... IN MONEY, TIME, AND HUMAN RESOURCES. THE NAVY'S "RIGHT SPIRIT" CAMPAIGN TO REDUCE ALCOHOL ABUSE AND DE-GLAMORIZE ALCOHOL USE CONTINUES TO HAVE A POSITIVE IMPACT ON MISSION READINESS AND QUALITY OF SERVICE. IN FY-00, ALCOHOL INCIDENTS WERE REDUCED BY 36 PERCENT, AND DWI INCIDENTS WERE REDUCED BY 50 PERCENT. WE STILL HAVE MUCH WORK TO DO. CURRENT INITIATIVES INCLUDE THE JANUARY 2001 RELEASE OF THE "RIGHT SPIRIT" VIDEO FOR OFFICERS, WHICH TARGETS PAGE 02 RUENAAA0672 UNCLAS JUNIOR OFFICERS AND HAS BEEN DISTRIBUTED AT OFFICER ACCESSION POINTS. A NEW "RIGHT SPIRIT" VIDEO TARGETED FOR JUNIOR ENLISTED IS IN PRODUCTION, PLANNED FOR RELEASE IN SUMMER 2001. LIKE MANY RETENTION AND ATTRITION ISSUES, PREVENTING ALCOHOL ABUSE IS A COMMAND AND LEADERSHIP ISSUE. POC: CAPTAIN TIMOTHY CEPAK, (901) 874-4254. 10. SGLI. YOU WILL SOON RECEIVE A NAVADMIN CONCERNING AN INCREASE TO THE MAXIMUM COVERAGE FOR SERVICEMEMBERS' GROUP LIFE INSURANCE (SGLI). EFFECTIVE 1 APRIL 2001, COVERAGE WILL INCREASE TO 250,000 DOLLARS WHILE THE UNIT COST OF COVERAGE (.80 CENTS PER 10,000 DOLLARS) WILL REMAIN SAME. THE MONTHLY PREMIUM FOR MAXIMUM COVERAGE WILL BE 20 DOLLARS PER MONTH. I ALSO WANT TO DRAW YOUR ATTENTION TO TWO OTHER KEY PARTS OF THE NAVADMIN: (1) THE FACT THAT THE VETERANS ADMINISTRATION PROVIDES FREE FINANCIAL COUNSELING TO THE PRIMARY SGLI BENEFICIARY AFTER A MEMBER'S DEATH. THIS COUNSELING, PROVIDED BY ERNST AND YOUNG IS DESIGNED TO HELP FAMILIES PROPERLY PLAN AND USE A LARGE SUM OF MONEY; AND, (2) TO SOLICIT YOUR SUPPORT TO MAKE SURE THOSE SAILORS WHO DESIRE TO ELECT A MINOR AS THE SGLI BENEFICIARY CONSULT WITH THE LOCAL NAVY LEGAL SERVICES OFFICE PRIOR TO MAKING THIS ELECTION. VARYING STATE PROBATE LAWS MAY HINDER THE PAGE 03 RUENAAA0672 UNCLAS RECEIPT OF MONIES LEFT TO A MINOR. 11. AS WE CONTINUE OUR "WAR FOR TALENT" I CANNOT HELP BUT EMPHASIZE THE IMPORTANCE OF LEADERSHIP AND MENTORING. WHILE WE IN THE BUREAU ARE WORKING TO ALIGN OUR POLICIES, WE ARE ALSO TRYING TO BECOME A MORE CUSTOMER-ORIENTED ORGANIZATION. IT MAKES GOOD BUSINESS SENSE FOR US TO VALUE OUR SAILORS AND FOR THEM TO FEEL VALUED. WE NEED TO KEEP OUR PROVEN PERFORMERS IN THE NAVY, AS WELL AS BRING IN THE FORCE OF THE FUTURE. THE RECENT EXAMPLE WHERE OUR "A" SCHOOL DETAILER TEAMED UP WITH CLF COMMANDS TO TRY AND GET "A" SCHOOLS FOR OUR GENDETS IS A MOST RECENT SUCCESS STORY. APPROXIMATELY 160 GENDETS NOW HAVE AN "A" SCHOOL IN THEIR FUTURE AND SEVERAL GENDETS WHO WERE PLANNING TO LEAVE THE NAVY WITHIN WEEKS ARE NOW EN ROUTE TO "A" SCHOOLS THANKS TO THE LEADERSHIP AND ATTENTION THEY RECEIVED IN THE FLEET. WE ARE ALL RECRUITERS; WE ARE ALL ROLE MODELS AND CAN MAKE A REAL DIFFERENCE IN THE QUALITY OF SERVICE OF OUR MEN AND WOMEN. YOUR INPUT INTO THE MANPOWER PROCESS IS IMPORTANT TO ME. I ENCOURAGE YOU TO CALL ME OR E-MAIL AT P00@BUPERS.NAVY.MIL WITH YOUR SUGGESTIONS AND COMMENTS. 12. RELEASED BY NORB RYAN, JR., N1.// BT #0670