RETENTION EXCELLENCE AWARD:
R 071805Z FEB 23 MID200080715767U
FM CNO WASHINGTON DC
INFO CNO WASHINGTON DC
PASS TO OFFICE CODES:
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INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/FEB//
SUBJ/RETENTION EXCELLENCE AWARD//
REF/A/MSG/CNO WASHINGTON DC/121637ZNOV19//
REF/C/MSG/CNO WASHINGTON DC/162058ZAPR18//
REF/D/MSG/CNO WASHINGTON DC/231840ZAPR18//
NARR/REF A IS NAVADMIN 254/19, CULTURE OF EXCELLENCE.
REF B IS BUREAU OF NAVAL PERSONNEL CAREER COUNSELOR HANDBOOK.
REF C IS NAVADMIN 095/18, BRILLIANT ON THE BASICS II PART A REVISITING THE
REF D IS NAVADMIN 100/18, BRILLIANT ON THE BASICS II PART B ENGAGEMENT.
REF E IS OPNAVINST 1040.11E, NAVY ENLISTED RETENTION AND CAREER DEVELOPMENT
RMKS/1. This NAVADMIN highlights the Navy's Fiscal Year (FY) 2022 retention,
outlines the FY-23 retention environment, provides FY-23 reenlistment rate
benchmarks, and Retention Excellence Award (REA) criteria. Additionally, it
reemphasizes our commitment to promoting a culture of excellence in line with
references (a) through (e), and the need to continue retaining the best
talent in a forward- operating, diverse, and talent-rich Navy team.
2. FY-22 Retention:
a. In FY-22, we achieved the following combined reenlistment and reserve
(1) Zone A: 68% (62% benchmark).
(2) Zone B: 67% (68% benchmark).
(3) Zone C: 85% (85% benchmark).
b. We fell short of the Zone A attrition benchmark of 4% or less:
(1) United States Fleet Forces: 5.8%.
(2) United States Pacific Fleet: 5.6%.
3. FY-23 retention environment. As we progress through this FY, we remain
dedicated to attracting, developing, and retaining the very best talent.
a. Fleet Readiness. We are building a robust marketplace to mitigate
gaps at sea and maximize fleet readiness, which is foundational to meeting
the Navy mission. Our Sailors will be afforded opportunities to participate
in the marketplace as they manage their careers.
b. All Hands on Deck. To maximize retention, an *all hands on
deck* approach is required. It is imperative everyone plays an active part
in ensuring the Navy retains the right Sailors. Last year we introduced
changes in the REA program to further incentivize operational units to
maximize retention by being the *Best in Class*
(BIC) for their platform type while maintaining the REA Legacy for the rest
of the Navy until all units can be transitioned into a BIC.
c. FY-23 Goal. This FY we are asking that you put additional effort
into retaining talented Sailors (on Active Duty or in the Reserves). As
such, you will see that we have set the reenlistment rate benchmarks 2% above
each platforms 3-year average (for REA BIC), or 2% above last FYs performance
(for REA Legacy).
4. Importance of Reserve Affiliation. Maintaining the best retention
environment for fleet readiness remains our top priority.
We depend on both the Active and Reserve Component to maintain Fleet
readiness. Simply stated, we cannot build a Navy who can fight and win
without a total force effort. The strategic depth provided by our Navy
Reserve team has supported critical missions everywhere we operate, ranging
from Coronavirus Disease 2019 response to flying key resupply missions around
the world and from shore to operating forward in remote locations.
Consequently, retention through reserve affiliation (RA) remains a strategic
imperative and will be factored into REA computations. RA can occur greater
than 180 days from Active Duty separation, however, it must be within the
5. FY-23 Reenlistment Rate Benchmarks:
a. REA BIC. In FY-23 we will continue a competitive REA BIC distinction
for certain (Type 2 and Type 4) operational platform types. The BIC
distinction highlights those commands who are optimizing the principles in
line with references (a) through (c) to retain an operationally ready,
diverse, and talented force. REA BIC includes 18 platform types provided
below. Units not identified as REA BIC will continue to be identified as REA
Legacy and follow REA benchmarks outlined in paragraph 5b.
(1) Reenlistment rates with RA. Commands who meet their specific
platform reenlistment rate benchmark targets (including RA) in Zones A, B,
and C and remain at or below the Navy's Zone A attrition benchmark of 4% for
at least two quarters or the FY overall, will be awarded the REA. The
Immediate Superior in Command (ISIC) will evaluate commands who meet the ship
class REA criteria and determine, from those commands, their BIC nominee.
BIC nominees will be awarded based on ISIC determined metrics as long as they
meet the minimum REA benchmarks. Those commands identified by the ISICs as
BIC nominees will be forwarded to their respective Type Commander (TYCOM) for
additional review, endorsement, and final selection. TYCOMs will then
forward finalized REA BIC awardees to the Echelon II command for the release
of a recognition message.
(2) FY-23 BIC reenlistment benchmarks (including RA):
Platform Type ZONE A ZONE B ZONE C
CG 74% 76% 95%
CVN 66% 75% 92%
DDG 74% 78% 94%
EOD 88% 84% 95%
HSC 75% 79% 96%
HSM 79% 80% 93%
LHA and LHD 74% 82% 96%
LPD 74% 78% 96%
LSD 78% 82% 91%
MCM 75% 88% 95%
NMCB 63% 75% 98%
SSBN 76% 83% 94%
SSGN 75% 79% 90%
SSN 70% 73% 88%
VAQ 70% 75% 95%
VAW 79% 77% 96%
VFA 68% 78% 91%
VP 73% 78% 97%
Zone A attrition benchmark is set at 4% or less.
b. REA Legacy. All other Echelon II and III commands must meet or
exceed the following aggregate reenlistment rates (with RA) and attrition
benchmarks to become eligible for the REA Legacy award:
(1) Zone A: 70%.
(2) Zone B: 70%.
(3) Zone C: 87%.
Zone A attrition 4% or less.
6. REA Criteria for both Legacy and BIC. If commands meet or exceed the FY-
23 reenlistment benchmarks (including RA) and are at or below the attrition
benchmark, they are eligible to receive the REA. The benchmarks must be met
for at least two quarters or the FY overall. Additionally, ISICs and TYCOMs
can utilize retention or Sailor related metrics to determine final
a. Computation Exceptions. A zone with zero transactions at or before
the end of active obligated service will qualify as the percentage required
in that particular zone if the command has qualifying transactions in the
other zones. Only two zones may be allowed to default to the minimum
benchmark in that particular zone.
b. Commands must have a minimum of one zone of qualifying transactions
to be eligible for the REA. Exceptions to policy (ETP) may be considered on
a case-by-case basis for small commands with no junior Sailors. Echelon II
commands, TYCOMs and ISICs will determine the necessity of an ETP.
c. Loss transactions on a Sailor transferred from a command due to
pending separation, a medical, or legal hold will reflect on the command
where the Sailor was last attached in an accounting category code 100 status.
d. Sailors separated due to other medical reasons or disability, will
not be counted towards the 4% or less attrition benchmark and commands will
utilize reference (b) to adjust computed attrition in Zone A to be submitted
to their ISIC or TYCOM.
e. Requests for ETPs of any award element in paragraph 5, must be
submitted in writing via the respective ISIC or TYCOM with specific
justification. ETP requests must be signed by the commanding officer.
Requests disapproved at any level will not be considered. Disapprovals at
ISIC or TYCOM level do not need to be forwarded to their respective Echelon
II command. Command ETP final approval authority resides with Echelon II
f. An eligible command must have a rated Navy counselor (NC) or a
billeted Command Career Counselor (CCC) with the Navy enlisted classification
(NEC) 806R in order to be eligible for the REA. In the event, the CCC billet
is gapped or there is an unplanned loss, the command retains REA eligibility
while the ISIC supports the interim CCC in the collection and submission of
g. TYCOM and direct reporting NCs will evaluate and submit eligible
commands to their respective Echelon II command no later than 1 December
7. REA Legacy and BIC Announcement Recognition. Echelon II commands should
announce their FY-23 REA Legacy and BIC recipients following the
consolidation of Echelon III commands and direct reporting command
submissions no later than 31 December 2023.
a. Following the announcement message, REA BIC awardees may fly the BIC
pennant (blue, with a silver anchor) and paint their anchor gold as
b. REA Legacy award winners and BIC contenders who meet benchmarks and
who are not selected for BIC distinction can fly the REA pennant (gold, with
a blue anchor) and paint their anchor haze grey.
8. Career Counselor of the Year (CCOY). A key to the successful execution
of brilliant on the basics as detailed in references (c) and (d) is
recognition. CCOY provides an opportunity to recognize CCCs who manage an
outstanding Career Development Program and serve a critical role in the
military life cycle of a Sailor's career.
The CCOY program is maintained at the Echelon II command level and is open to
rated NC and unit CCCs with the NEC 806R.
9. Points of Contact:
a. Personnel, Manpower, and Training, Fleet Career Counselor.
NCCM(SW/AW/IW) James Osborne, at (703) 604-5353/DSN 664 or via e- mail at
b. U.S. Fleet Forces, Fleet Career Counselor. NCCM(SW/AW) Crystal Webb,
at (757)836-7780/DSN 836 or via e-mail at email@example.com.
c. U.S. Pacific Fleet, Fleet Career Counselor.
NCCM(SW/SCW/FMF) Judith Jimenez, at (808) 474-5848/DSN 315 or via e- mail at
d. Fleet Engagement Team (BUPERS-3). Mr. Randy Miller, at (901) 874-
2376/DSN 882 or via e-mail at randy.a.miller4.civ (at)us.navy.mil.
e. Enlisted Force Plans and Policy Branch (OPNAV N132). Mr.
Glenn Arrington, at (703) 604-5089/DSN 664 or via e-mail at
10. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.//
Official source for this NAVADMIN