FY-19 SUMMARY OF RETENTION BEHAVIOR, FY-20 BENCHMARKS AND EXCELLENCE AWARD CRITERIA:
R 081558Z JAN 20 MID510000863783U
FM CNO WASHINGTON DC
INFO CNO WASHINGTON DC
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/JAN//
SUBJ/FY-19 SUMMARY OF RETENTION BEHAVIOR, FY-20 BENCHMARKS AND EXCELLENCE
REF/A/DOC/CNO WASHINGTON DC/121637ZNOV19//
REF/B/MSG/CNO WASHINGTON DC/162058ZAPR18//
REF/C/MSG/CNO WASHINGTON DC/231840ZAPR18//
NARR/REF A IS NAVADMIN 254/19, CULTURE OF EXCELLENCE.
REF B IS NAVADMIN 095/18, BRILLIANT ON THE BASICS II PART A REVISITING THE
REF C IS NAVADMIN 100/18, BRILLIANT ON THE BASICS II PART B ENGAGEMENT.
REF D IS BUREAU OF NAVAL PERSONNEL CAREER COUNSELOR HANDBOOK.
REF E IS OPNAVINST 1040.11D, NAVY ENLISTED RETENTION AND CAREER DEVELOPMENT
RMKS/1. This NAVADMIN highlights Navy Fiscal Year (FY) 2019 retention
behavior, outlines the FY-20 retention environment, provides FY-20
reenlistment benchmarks and updates the FY-20 Retention Excellence Award
(REA) criteria. Additionally it reemphasizes our commitment towards
promoting a culture of excellence in line with reference (a), and the need to
retain the best and brightest talent on our Navy team.
2. FY-19 Retention Behavior. Our FY-19 retention and attrition results were
outstanding and reflected your considerable efforts in recruiting and
retaining our talented pool of Sailors. We experienced an appreciable
decrease in attrition and exceeded our FY-19 retention benchmarks in all
zones attaining 64% for Zone A (55% benchmark), 72% for Zone B (65%
benchmark) and 85% for Zone C (80% benchmark). Despite a strong U.S.
economy, we have maintained excellent retention since FY-18, largely
accomplished through our Sailor 2025 initiatives which are intended to
provide Sailors with the choices, flexibility and transparency they have come
to expect and could already receive from the private sector. Our Sailors are
proudly declaring that the Navy remains their employer of choice.
We endeavored to provide the right mix of monetary and non-monetary
incentives to retain all eligible Sailors and their families. In FY-20, we
are positioned for even greater retention across all zones with continuation
of the Meritorious Advancement Program and other initiatives such as the
Advance to Position program and the Pay for Performance pilot.
3. FY-20 Retention Environment. Recognizing that we are in a Great Power
Competition, challenges at-sea and across the globe require that we retain
the experience and proficiency required to ensure we are operationally ready.
Every Sailor is critical in that endeavor, whether inport, during training
exercises, or sailing into harms way. Your leadership and engagement at
every level is needed to maintain our retention momentum and ensure we are
properly manned for every mission.
4. FY-20 Reenlistment Benchmarks. To retain the right talent, in the right
mix of skills and communities, we must surpass the retention benchmarks set
in previous years. To this end, the All- Navy FY-20 reenlistment benchmarks
have increased for Echelon II and III commands to use as part of their REA:
Zone A (0 TO 6 Years of Service) 57 percent
Zone B (6 TO 10 Years of Service) 67 percent
Zone C (10 TO 14 Years of Service) 82 percent
Zone A Attrition 4.5 percent or less
Reserve affiliations will continue to be a part of the computation.
We are a total force, both active and reserve meeting the mission together.
a. As detailed in reference (d), Echelon II commands will align their
recognition programs to support the achievement of the FY-20 All-Navy
b. Echelon II commands, type commanders (TYCOM) and immediate superiors
in command (ISIC) will determine the necessity of waivers where command-level
performance and personnel complement dictate.
5. Retention Excellence Award. The annual REA is built upon the tenets in
references (b) and (c), Brilliant on the Basics. Commands will be REA
eligible if they meet the FY-20 retention and attrition benchmarks cited in
paragraph 4. Benchmarks must be met for at least two quarters of the fiscal
a. Computation Exceptions. A zone with zero transactions at or before
end of active obligated service will qualify as a 100 percent reenlistment
rate if the command has qualifying transactions in the other zones. Only two
zones may be allowed to default to 100 percent.
b. Loss transactions on a Sailor transferred from a command due to
pending separation, medical hold or a legal hold will reflect on the command
the Sailor was last attached to in an accounting code 100 status.
c. Commands must have, at a minimum, one zone of qualifying transactions
to be eligible for the REA. Waivers may be considered on a case-by-case
basis for small commands that have outstanding programs but no junior
d. Requests for waivers of any award element in paragraph 4 must be
submitted in writing via the respective ISIC/TYCOM with specific
justification. Waiver requests must be signed by the commanding officer.
Requests not positively endorsed at any level will not be considered. Waiver
approval authority resides with Echelon II commands.
e. TYCOM and direct reporting counselors will evaluate and submit
eligible commands to their respective Echelon II commands no later than 1
6. REA Announcement and Recognition. Echelon II commands should announce
their FY-20 REA recipients following the consolidation of Echelon III and
direct reporting command submissions no later than 31 December 2020.
Following the announcement message, awardees may fly the retention excellence
pennant or paint their anchor gold until the release of the following FY
7. Command Information Program Review (CIPR). CIPR is the primary resource
to assess the effectiveness of the command career development program (CDP)
which focuses on Sailor retention. To incentivize healthy retention behavior
and give time back to focus on training and warfighting readiness, commands
who earn the REA and achieve reenlistment benchmarks are exempt from a TYCOM
and ISIC review not to exceed 2 consecutive years. To ensure no degradation
of the CDP, TYCOM and ISICs are strongly encouraged to conduct spot checks on
subordinate commands to include those exempted. Echelon II commands with
TYCOM input will determine the percentage of CDP spot checks. A key
component in running an effective program is the ability to access and
transmit information. In line with references (d) and (e), it is vital that
command career counselors have the highest level of internet access to
accomplish mission requirements.
8. Points of Contact
a. NCCM(SW/AW) Latonya Luter, Deputy Chief of Naval Operations
(Manpower, Personnel, Training and Education)(N1) Fleet Career Counselor, at
(703) 604-5353/DSN 664 or via e-mail at firstname.lastname@example.org.
b. NCCM(SW/AW/IW) Raymond Martinez, U.S. Fleet Forces, Fleet Career
Counselor, at (757)836-7780/DSN 836 or via e-mail at
c. NCCM(SW/AW) Susan Garrow, U.S. Pacific Fleet, Fleet Career Counselor,
at (808) 474-5848/DSN 315 or via e-mail at email@example.com.
d. Mr. Randy Miller, Career Waypoint Branch, at (901) 874- 2376/DSN 882
or via e-mail at firstname.lastname@example.org.
e. Mr. Glenn Arrington, Enlisted Plans and Policy Branch, at
(703) 604-5089/DSN 664 or via e-mail at
9. Released by Vice Admiral John B. Nowell, Jr, N1.//