2008 STAY NAVY CAMPAIGN GUIDANCE
UNCLASSIFIED// R 101233Z DEC 07 FM CNO WASHINGTON DC//N1// TO NAVADMIN INFO CNO WASHINGTON DC//N1// UNCLAS //N01040// NAVADMIN 332/07 MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC// SUBJ/2008 STAY NAVY CAMPAIGN GUIDANCE// REF/A/MSG/CNO WASHINGTON DC/062142ZAPR2001// REF/B/DOC//OPNAV/03DEC06// NARR/ REF A IS NAVADMIN 082/01 (STANDARD ENLISTED RETENTION MEASURES). REF B IS OPNAVINST 1040.11B GOVERNING NAVY RETENTION AND CAREER DEVELOPMENT PROGRAMS.// RMKS/1. THIS MESSAGE, THE FIFTH IN THE STAY NAVY SERIES, PROVIDES AN OVERVIEW OF FY-07 RETENTION AND GUIDANCE ON FY-08 PLANS AND GOALS. IN FY-08, WE CONTINUE ON OUR GRADUAL PATH TO REACHING A STEADY STATE FORCE OF APPROXIMATELY 322,000 ACTIVE DUTY AND 67,000 SELECTED RESERVE COMPONENT PERSONNEL BY THE END OF FY-09. GIVEN THAT WE WILL NOT JUST HAVE A SMALLER FORCE, BUT ALSO A DIFFERENT FORCE, WITH MORE DEMANDS AND A WIDER RANGE OF MISSIONS, WE CAN ONLY SUCCEED IF WE SHAPE OUR FORCE TO SUPPORT �FIT� THROUGHOUT THE NAVY. �FIT� MEANS HAVING THE RIGHT SAILOR, AT THE RIGHT PLACE, AT THE RIGHT TIME. HOW CAN YOU, AS A NAVY LEADER, ENSURE WE HAVE THE BEST POSSIBLE FIGHTING FORCE? BY ENGAGING YOUR SAILORS IN FACE-TO-FACE COMMUNICATION TO CONVEY THE BENEFITS OF STAYING NAVY. 2. SUMMARY OF FY-07 RETENTION EFFORTS: A. ALL-NAVY FY-07 REENLISTMENT RATE GOAL ACTUAL ZONE A 50 PERCENT 46.0 PERCENT (0 TO 6 YEARS OF SERVICE) ZONE B 60 PERCENT 57.6 PERCENT (6 TO 10 YEARS OF SERVICE) ZONE C 80 PERCENT 81.8 PERCENT (10 TO 14 YEARS OF SERVICE) NOTE: MEASURES FORMAL REENLISTMENTS PLUS LONG-TERM EXTENSIONS (EQUAL OR GREATER THAN 24 MONTHS) B. ALL-NAVY 12-MONTH ATTRITION RATE ACTUAL ZONE A 9.09 PERCENT ZONE B 2.83 PERCENT ZONE C 2.08 PERCENT NOTE: (1) PERCENTAGE BASED UPON MEMBERS WHO WERE RELEASED FROM SERVICE GREATER THAN 90 DAYS PRIOR TO EAOS. (2) WE HAVE CLOSELY MONITORED A POSITIVE ATTRITION TREND IN RECENT MONTHS DUE TO FEWER LOSSES FROM PHYSICAL FITNESS ASSESSMENT FAILURES IN ALL THREE ZONES. 3. ACHIEVING FIT THROUGH RETENTION. THE RETENTION GOALS AND ACHIEVEMENTS LISTED IN PARA 2 INDICATE AN AGGREGATE OF EVERY SAILOR IN THE NAVY. IN FY-08, MY GOAL IS TO MOVE BEYOND MEASURING RETENTION IN AN AGGREGATE PERSPECTIVE INSTEAD FOCUSING ON RETENTION AT A DETAILED AND TACTICAL LEVEL. AT THE TACTICAL LEVEL, THIS MEANS LEADERS MUST KNOW RETENTION GOALS BY RATING, NOT BY AGGREGATE. EACH RATING HAS A SPECIFIC REENLISTMENT TARGET BASED ON BILLET STRUCTURE AND AVAILABLE INVENTORY. SOME RATINGS REQUIRE A REENLISTMENT RATE IN THE 90 PERCENT TO 100 PERCENT RANGE FOR COMMUNITY HEALTH, WHILE OTHER RATINGS REQUIRE ONLY 35 PERCENT TO BE HEALTHY. FOR EXAMPLE, ALTHOUGH THE AGGREGATE REENLISTMENT GOAL FOR ZONE A SAILORS IS 48 PERCENT IN FY-08, THE GOAL FOR AVIATION TECHNICIAN (AT) IS 30 PERCENT, WHILE THE GOAL FOR ELECTRONICS TECHNICIAN SUBMARINE SERVICE (ETSS) IS 68 PERCENT. COMMAND UNDERSTANDING OF THESE INDIVIDUAL GOALS IS IMPERATIVE IN INFLUENCING THE DESIRED REENLISTMENT BEHAVIOR FOR OUR MOST CRITICAL RATINGS. IN MANY RATINGS, REENLISTMENTS ARE TRACKED TO THE SINGLE PERSON. FOR EXAMPLE, IN FY-07 THE FIRE CONTROL TECHNICIAN (FT) RATING HAD A ZONE A REENLISTMENT GOAL OF 65 CONTRACTS, BUT ONLY 39 SAILORS REENLISTED. THE 26 ADDITIONAL REENLISTMENTS BREAK DOWN TO ONLY ONE ADDITIONAL FT REENLISTMENT PER EVERY TWO SUBMARINES ? A VERY ACHIEVABLE TASK. EACH ENTERPRISE HAS SIMILAR RATING EXAMPLES WHERE ONE OR TWO ADDITIONAL REENLISTMENTS PER SHIP/SQUADRON WILL ENSURE THE GOAL IS MET. WE ARE NOT FAR FROM THE REENLISTMENT GOALS, BUT NEED YOUR PERSONAL INTERVENTION TO CLOSE THE GAP. TO PROVIDE THE NECESSARY VISIBILILTY, OPNAV N13 WILL SEND MONTHLY EMAILS CONTAINING PROGRESS TOWARDS ATTAINING NAVY-WIDE, RATING-SPECIFIC REENLISTMENT GOALS TO THE FLEET N1S AND TO LEADERSHIP OF THE FLEET READINESS AND PROVIDER ENTERPRISES. THIS INFORMATION WILL ALSO BE DISPLAYED ON THE ENLISTED RETENTION DASHBOARD LOCATED ON BUPERS ONLINE AT HTTPS://WWW.BOL.NAVY.MIL. 4. TARGETED RETENTION GOALS. WE ALL MUST BECOME MORE PERSONAL WITH OUR STAY NAVY MESSAGE TO OUR SAILORS IF WE ARE TO BETTER SHAPE THE NAVY. WHILE THE ACTUAL REENLISTMENT RATES, WHEN COMBINED WITH SHORT-TERM EXTENSIONS, KEPT THE NAVY WITHIN FY-07 END STRENGTH REQUIREMENTS, LONGER-TERM RETENTION AND IMPROVED REENLISTMENT RATES ARE NECESSARY TO SUPPORT A STABILIZED FORCE OF THE FUTURE. AT A MINIMUM, WE NEED FY-08 REENLISTMENT RATES AT OR SLIGHTLY ABOVE WHAT WE ACHIEVED IN FY-07. ALTHOUGH IT IS VERY EARLY IN FY-08, REENLISTMENT RATES IMPROVED IN ALL THREE ZONES COMPARED TO THE SAME TIME IN FY-07: ALL-NAVY FYTD REENLISTMENT RATES FY-08 GOAL OCTOBER 2006 OCTOBER 2007 ZONE A 48 PERCENT 57.5 PERCENT 60.4 PERCENT ZONE B 58 PERCENT 65.2 PERCENT 68.7 PERCENT ZONE C 82 PERCENT 85.2 PERCENT 85.8 PERCENT THIS IMPROVEMENT IS A POSITIVE SIGN, ESPECIALLY CONSIDERING THE INITIAL CHALLENGE OF PAYING SRB?S AT THE FY-08 LEVELS BECAUSE OF LIMITATIONS IN THE CONTINUING RESOLUTION. SINCE THE PRESIDENT SIGNED THE FY-08 DEPARTMENT OF DEFENSE APPROPRIATIONS ACT ON 13 NOVEMBER 2007, WE SHOULD NOW BE FULL STEAM AHEAD IN OUR 2008 RETENTION PUSH. 5. FUTURE RETENTION EFFORTS. THE CENTER FOR CAREER DEVELOPMENT AND OPNAV N13 HOSTED A RETENTION CONFERENCE 1-2 NOVEMBER IN MILLINGTON, TN. THE CONFERENCE WAS VERY WELL ATTENDED BY A BROAD RANGE OF REPRESENTATIVES FROM THE FLEET, AND PRODUCED ACTIONABLE RECOMMENDATIONS TO IMPROVE REENLISTMENT AND REDUCE ATTRITION ACROSS ALL ZONES. WE WILL WORK QUICKLY TO INSTITUTE CHANGES WHICH ARE BOTH EFFECTIVE AND SUPPORTIVE FOR OUR SAILORS. EXAMPLES INCLUDE (1) REVISING THE PERFORM TO SERVE PROCESS (PTS), INCLUDING THE BUSINESS RULES; (2) CONDUCTING BOTH OFFICER AND ENLISTED RETENTION QUICK POLLS IN DECEMBER 2007 TO OBTAIN FLEET INPUT ON OUR MOST PRESSING RETENTION-RELATED ISSUES; AND (3) DEVELOPING A REENLISTMENT LEAVE POLICY. 6. RETENTION MONITORING - OUR ONGOING EFFORTS TO SIZE, SHAPE, AND STABILIZE THE FORCE RELY HEAVILY ON ACCURATE, TIMELY AND STANDARDIZED ENLISTED RETENTION DATA. THE NAVY RETENTION MONITORING SYSTEM (NRMS) PROVIDES THE ABILITY TO COMPUTE A WIDE ARRAY OF ALL- NAVY AND UNIT LEVEL REENLISTMENT AND ATTRITION STATISTICS PER REF A. NRMS USERS CAN CONDUCT AD HOC QUERIES ON A WIDE-ARRAY OF MEASURES (E.G., RACE/ETHNIC, PAYGRADE, UIC, PLATFORM TYPE, GENDER, RATING, ETC.), AS WELL AS RETRIEVE STANDARD (CANNED) REPORTS. DATA IS AVAILABLE FROM 1992 TO PRESENT, ALLOWING EVALUATION OF RETENTION OVER TIME. NRMS ALSO INCLUDES A METRIC TO MONITOR RESERVE AFFILIATION RATES. AS OF OCTOBER 2007, MORE THAN 4,925 INDIVIDUALS HAVE NRMS ACCOUNTS. COMMANDS WHICH DESIRE ACCESS TO NRMS NEED TO COMPLETE A SYSTEM ACCESS AUTHORIZATION REQUEST (SAAR) AT HTTPS://NSIPS.NMCI.NAVY.MIL. THE CENTER FOR CAREER DEVELOPMENT(CCD) IS THE FUNCTIONAL MANAGER FOR NRMS. POINTS OF CONTACT AT CCD FOR NRMS ARE NCC JAMES STUART AT (901) 874-2223/DSN 882 OR EMAIL AT JAMES.STUART1(AT)NAVY.MIL, AND NCC KELLY STRICKLAND AT (901) 874-2488/DSN 882 OR EMAIL AT KELLY.STRICKLAND(AT)NAVY.MIL. 7. COMMANDING OFFICERS, OFFICERS-IN-CHARGE, EXECUTIVE OFFICERS, COMMAND MASTER CHIEFS, AND COMMAND CAREER COUNSELORS CAN OBTAIN ACCESS TO THE ENLISTED RETENTION DASHBOARD BY SENDING AN EMAIL TO THE CENTER FOR CAREER DEVELOPMENT POINT OF CONTACT, MRS. GRETCHEN CAMPBELL AT (901) 874-4004/DSN 882 OR EMAIL AT GRETCHEN.D.CAMPBELL(AT)NAVY.MIL. 8. POINT OF CONTACT IS CAPT WILLIAM FOSTER, DIRECTOR, CENTER FOR CAREER DEVELOPMENT, AT (901) 874-2410/DSN 882 OR EMAIL AT WILLIAM.F.FOSTER(AT)NAVY.MIL. 9. RELEASED BY VADM J. C. HARVEY, JR., N1.// BT NNNN