ADMINISTRATIVE MESSAGE ROUTINE R 222238Z MAR 02 ZYB MIN PSN 219884J32 FM CNO WASHINGTON DC//N1// TO NAVADMIN UNCLAS //N01000// NAVADMIN 070/02 MSGID/GENADMIN/N1// SUBJ/PROJECT SAIL// RMKS/1. THE PURPOSE OF THIS MESSAGE IS TO CONVEY NAVY-WIDE THE COMMITMENT OF OUR LEADERSHIP TO A NUMBER OF TRANSFORMATIONAL EFFORTS IN THE HUMAN RESOURCES ARENA THAT FOCUS ON INDIVIDUAL SAILORS AND IMPROVED PERSONNEL READINESS. AS DISCUSSED AT THE RECENT ALL FLAG OFFICER CONFERENCE, THESE EFFORTS ARE COLLECTIVELY KNOWN AS "PROJECT SAIL" -- SAILOR ADVOCACY THROUGH INTERACTIVE LEADERSHIP. PROJECT SAIL WILL MOVE THE NAVY TO A TECHNOLOGY-ENABLED, WEB-BASED, INCENTIVE-DRIVEN DISTRIBUTION SYSTEM. 2. PROJECT SAIL EMERGED FROM FLEET INPUT TO THE NAVY PERSONNEL COMMAND (NPC) AND HAS DEVELOPED THROUGH APPLICATION OF CULTURAL AND TECHNOLOGICAL CHANGES TO THE DISTRIBUTION -- OR DETAILING -- PROCESS. AT THE HEART OF THIS APPROACH IS "SAILOR ADVOCACY," A FUNDAMENTAL CHANGE IN THE DETAILING PROCESS THAT GIVES SAILORS A STRONGER VOICE AND GREATER CONTROL OVER THEIR CAREER DECISIONS. WORKING CLOSELY WITH THE COMMAND RETENTION TEAM, THE DETAILER DEVELOPS A COMPREHENSIVE PICTURE OF EACH SAILOR'S PREFERENCES AND CAPABILITIES. THE COMMAND RETENTION TEAM, WORKING CLOSELY WITH THE DETAILER, HELPS EACH SAILOR DEVELOP A REALISTIC, CAREER-ENHANCING SET OF EXPECTATIONS. THIS RESULTS -- SYSTEMATICALLY -- IN BETTER PAIRING OF EVERY SAILOR WITH THE RIGHT JOB. WE ARE CONVINCED THE PAY-OFF FOR THE NAVY WILL BE IMPROVED MANNING, AN EVEN MORE MOTIVATED FORCE, AND INCREASED READINESS. 3. PROJECT SAIL IS COMPRISED OF SEVERAL PROGRAMS FOCUSED ON IMPROVED MISSION CAPABILITY AND THE GROWTH AND DEVELOPMENT OF SAILORS, FROM RECRUITS TO MASTER CHIEFS. - ACCELERATED SAILORS ACHIEVEMENT PROGRAM (ASAP): NPC IS TEAMING UP WITH CFFC TO PUT GENDETS QUICKLY ON A CAREER PATH TO SUCCESS. KEY TO THIS INITIATIVE IS EARLY ASSIGNMENT TO THE ULTIMATE DUTY STATION. THIS CONNECTS EVERY SAILOR IMMEDIATELY WITH THE GAINING COMMAND'S LEADERSHIP ENVIRONMENT. THE PROGRAM OBJECTIVES INCLUDE FOCUSED FUNDAMENTAL SKILLS TRAINING TO MAKE GENDETS ELIGIBLE FOR "A" SCHOOL BY THE 24TH MONTH. NPC DETAILERS WILL BACKFILL EVERY SUCCESS, AND WHERE POSSIBLE, RETURN THE SAILOR TO THE COMMAND. THIS INCENTIVIZES COMMAND EFFORTS TO DEVELOP EVERY GENDET INTO A MOTIVATED CAREER PROFESSIONAL. THE PILOT FOR THIS INITIATIVE KICKS OFF THIS SPRING. - TEAM DETAILING: ASSIGNS PERS-4 COMMAND TEAMING COORDINATORS (CTC) TO EVERY UIC IN THE NAVY (OVER 4000) TO FACILITATE COORDINATION BETWEEN EACH COMMAND AND NPC THROUGHOUT THE DETAILING PROCESS. CTC'S ARE EXPERIENCED ENLISTED DETAILERS, RATING ASSIGNMENT OFFICERS, AND BRANCH HEADS WHO SERVE AS SINGLE POINTS OF CONTACT BETWEEN MILLINGTON AND THE COMMAND'S RETENTION TEAM ON CAREER PROGRESSION AND ASSIGNMENT ISSUES. KEY TO THE TEAM DETAILING PROCESS IS THE 13-MONTH ROLLER SPREADSHEET, DEVELOPED FROM FLEET BEST PRACTICES. THIS IS A "VIRTUAL WHITEBOARD" ACCESSIBLE 24/7 THAT CAPTURES THE RESULTS OF THE COMMAND'S CAREER DEVELOPMENT BOARD AND DISPLAYS THE PREFERENCES OF THE SAILOR. THE SPREADSHEET HAS BEEN ENGINEERED INTO JASS TO ALLOW NPC AND EACH COMMAND AND ACTIVITY TO COMPREHENSIVELY EXCHANGE INFORMATION EARLY IN THE DETAILING PROCESS. - SUPER JASS: JASS IS BEING REENGINEERED TO MAKE IT MORE USEFUL AND TO EXPAND ASSIGNMENT OPTIONS FOR SAILORS. SUPER JASS WILL DISPLAY ALL BILLETS AVAILABLE DURING A REQUISITION CYCLE IN THREE DISTINCT CATEGORIES THAT WILL HELP IDENTIFY THE BILLET AND ASSOCIATED INCENTIVES (EG: SDAP, LSRB, SAILORIZATION ASSIGNMENT, FOLLOW-ON GUARANTEES) AND REQUIREMENTS (EG: GUARD 2000). THIS SYSTEM HAS A DIRECT FUNCTIONAL LINK TO TEAM DETAILING BY OFFERING A WIDER CHOICE OF CAREER ENHANCING JOBS FOR EACH SAILOR. - NPC SAILOR RESPONSE CENTER: TO ANSWER ALL PERSONNEL QUESTIONS WITH SPEED, AUTHORITY AND ACCURACY, WE ARE STANDING UP A WORLD-CLASS RESPONSE SYSTEM. PERSONNEL PROFESSIONALS WILL TAKE CALLS, EMAILS, AND WEB-SITE QUERIES 24/7 FROM NAVY PERSONNEL WORLDWIDE. THE BATTERY OF EXPERIENCED OPERATORS WILL ENSURE THAT EVERY QUESTION OR ISSUE IS EITHER ADDRESSED IMMEDIATELY OR DIRECTED TO THE SUBJECT MATTER EXPERT. OFFICIAL STAND-UP ANNOUNCEMENT OF THE INITIAL CAPABILITY IS PLANNED FOR EARLY SUMMER. - RIDE: THE "RATING IDENTIFICATION ENGINE" FOCUSES ON THE VERY FIRST TIME A SAILOR IS DETAILED -- IN INITIAL CLASSIFICATION AT THE MEPS. RIDE MAPS A "WHOLE PERSON" ASSESSMENT OF A RECRUIT'S APTITUDE, INTERESTS AND PERSONALITY TO NAVY JOB REQUIREMENTS. INITIAL TESTS SHOWED THAT CURRENT METHODS SUB OPTIMIZED CLASSIFICATION OF TOO MANY RECRUITS; RIDE, ON THE OTHER HAND, MADE MORE EFFECTIVE CLASSIFICATION CHOICES IN ALL CASES. RIDE WILL REDUCE FIRST-TERM ATTRITION AND INCREASE REENLISTMENTS DUE TO IMPROVED JOB SATISFACTION. BETTER MATCHES OF APTITUDE WITH INITIAL ASSIGNMENT WILL ALSO IMPROVE PERFORMANCE. RIDE IS IN USE AT THE SAN DIEGO MEPS AND WILL BE IMPLEMENTED NAVY-WIDE THIS SUMMER. - WEB-BASED DETAILING: NEW TECHNOLOGIES (INTELLIGENT SOFTWARE AGENTS) TOGETHER WITH COMPREHENSIVE DESCRIPTIONS OF EACH SAILOR'S KNOWLEDGE, SKILLS AND ABILITIES (KSAS) ARE BEING COMBINED TO EXPAND ASSIGNMENT OPTIONS, IMPROVE THE QUALITY OF MATCHES, AND SIMPLIFY THE DETAILING PROCESS FOR SAILORS. A SAILOR'S AGENT WILL CARRY HIS/HER 'RESUME' OF KSAS, PERSONAL PERFORMANCE, PREFERENCES, AND CAREER NEEDS. (COORDINATED WITH TASK FORCE EXCEL, THE CURRENT PERSONAL DATA IN THE JASS-BASED TEAMING SPREADSHEET REPRESENTS THE PLACEHOLDER FOR THIS RESUME). LIKEWISE, A COMMAND'S AGENT WILL USE DETAILED JOB DESCRIPTIONS AS IT SEARCHES FOR THE BEST SAILORS TO FILL ITS BILLETS. THIS FUTURE ON-LINE MARKETPLACE WILL ALSO INTEGRATE INCENTIVES TO FILL JOBS WHEN REQUIRED. - MASTER CHIEF DETAILING: AS A PRECURSOR TO THE WEB-BASED DETAILING PROCESS OF THE FUTURE, THE NAVY'S MASTER CHIEFS WILL BE THE FIRST TO BE DETAILED USING CUTTING-EDGE TECHNOLOGIES. THE MASTER CHIEF DETAILING PROTOTYPE WILL USE INTELLIGENT AGENTS TO IDENTIFY OPTIMAL MATCHES FOR THE UNIQUE ATTRIBUTES AND CAREER PREFERENCES OF EACH E9 TO THE JOB OPPORTUNITIES AVAILABLE. MASTER CHIEFS ARE ALREADY BEING SELECTIVELY DETAILED BASED ON THEIR LEADERSHIP ABILITIES AND TECHNICAL SKILLS RATHER THAN SOLELY ON RATING SPECIFIC CRITERIA. THIS HAS INCREASED THE RANGE OF LEADERSHIP OPTIONS FOR MASTER CHIEFS BY PROVIDING THEM WITH CHALLENGING ASSIGNMENTS WORLDWIDE AND HAS BEGUN TO ELIMINATE GAPS AT SEA AND ASHORE CREATED BY SPECIFIC RATING INVENTORY SHORTFALLS. - DYNAMIC INCENTIVIZATION: THE ON-LINE MARKETPLACE WILL USE DYNAMIC, REAL-TIME INCENTIVE PACKAGES TO ENCOURAGE SAILORS TO TAKE SPECIFIC ASSIGNMENTS. DISTRIBUTION INCENTIVES SUCH AS THE LOCATION SELECTIVE REENLISTMENT BONUS (LSRB) AND DISTRIBUTION INCENTIVE PAY (DIP) APPLIED IN RESPONSE TO DYNAMIC NEEDS OF COMMANDS AND CLAIMANTS, WILL DRIVE THE WEB-BASED MARKETPLACE INTO CONFORMITY WITH FLEET PRIORITIES. 4. WHILE MUCH REMAINS TO BE ACCOMPLISHED, MANY ELEMENTS OF PROJECT SAIL ARE ALREADY IN PLACE. AS THESE INITIATIVES MATERIALIZE AND MATURE, WE WILL RELY ON YOUR CONTINUED FEEDBACK FOR IMPROVEMENT. YOU AND YOUR SAILORS SHOULD BEGIN TO SEE DIRECT AND IMMEDIATE BENEFIT. ADDITIONAL INFORMATION, INCLUDING THE TOOLS TO IMPROVE YOUR COMMAND'S PARTNERSHIP WITH THE NAVY PERSONNEL COMMAND ARE AT THE "SQUAWK BOX" AT WWW.STAYNAVY.NAVY.MIL. 5. RELEASED BY VADM NORB RYAN, JR., N1.// BT