RETENTION EXCELLENCE AWARD:
R 261622Z JAN 22 MID200001412026U
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/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 1040.11D, NAVY ENLISTED RETENTION AND CAREER DEVELOPMENT
RMKS/1. This NAVADMIN highlights Navy Fiscal Year (FY) 2021 retention
behavior, outlines the FY-22 retention environment, provides FY-22
reenlistment benchmarks and Retention Excellence Award (REA) criteria and
introduces the REA Best in Class (BIC) distinction for certain operational
units. Additionally, it reemphasizes our commitment towards promoting a
culture of excellence in line with reference (a), and the need to retain the
best talent in a forward-operating, diverse and talent-rich Navy team.
2. FY-21 Retention Behavior. In FY-21, we achieved the following
reenlistment rates in Zones A, B and C, which included Reserve affiliation
(RA): 67% for Zone A (57% benchmark), 68% for Zone B (67% benchmark) and 85%
for Zone C (82% benchmark). In addition, the Fleets Zone A attrition was
below the FY-21 target of 4.5% or less (3.6% for U.S. Fleet Forces Command
and 3.8% for U.S. Pacific Fleet). We met FY-21 benchmarks in a challenging
environment due to strong Fleet leadership at all levels focusing on
retaining the right Sailors within both the Active and Reserve Component.
3. FY-22 Retention Environment. We remain dedicated to attracting,
developing and retaining the very best talent. As we move into FY- 22, we
are shifting from a trajectory of growth to sustainment while still
aggressively working to fill our existing sea duty gaps. This entails
focusing on balanced communities to ensure we have the right mix of ratings,
pay grades and navy enlisted classifications (NECs) to meet the mission.
Your leadership and engagement remains necessary at every level to help
sustain and improve upon our level of retention. Expanding the REA to
include a BIC winner for each Fleet within each class of ship will reward
commands whose retention exceeds established benchmarks, demonstrating that
there is no limit to retention excellence as we continue to maintain an
operationally- effective Navy and mitigate gaps at sea.
4. Importance of Reserve Affiliation. Maintaining the best retention
environment for Fleet readiness remains my top priority.
We depend on both the Active and Reserve Components to maintain Fleet
readiness. Simply stated, we cannot build a Navy who can fight and win
without a total force effort. Our Navy's Reserve team continues to answer
every call to action and support every line of effort, from transformation of
MyNavy HR to operating forward in remote locations. Consequently, retention
through 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 occur within the same FY.
5. FY-22 Retention Benchmarks
a. REA BIC. In FY-22, we will begin the first phase of a competitive
REA BIC distinction for certain (Type 2 and Type 4) operational platform
types. In future years, we will expand this concept to other operational
units, and like-commands for shore duty. The BIC distinction will highlight
commands that are optimizing the principles outlined in references (a)
through (c) to retain an operationally-ready, diverse and talented force.
Phase I of the BIC contains 18 platform types as discussed below. Units not
identified to participate in the REA BIC distinction will continue to be
identified as REA Legacy and follow REA benchmarks outlined in
(1) Reenlistment rates with RA. Under the BIC category, reenlistment
benchmarks are determined based on a 3-year historical reenlistment rate
average by respective platform that includes RA.
Commands who meet their specific platform reenlistment rate (with
RA) benchmark targets in Zones A, B and C and remain at or below the Navys
Zone A attrition benchmark of 4.0% for at least 2 quarters, or the FY
overall, will be awarded the REA and compete for BIC. Type Commanders
(TYCOMS) will evaluate units with the highest overall retention and lowest
attrition at the end of the FY and utilize related metrics to determine who
will receive the BIC distinction for each class in each Fleet. Those units
identified as BIC will be forwarded to their respective Echelon II command
for release of a recognition message.
(2) FY-22 BIC reenlistment with RA benchmarks are as
Platform Type ZONE A ZONE B ZONE C
CG 73% 79% 94%
CVN 64% 75% 90%
DDG 72% 79% 94%
EOD 90% 82% 94%
HSC 74% 83% 95%
HSM 76% 80% 94%
LHA and LHD 71% 84% 94%
LPD 72% 78% 94%
LSD 77% 84% 92%
MCM 77% 94% 95%
NMCB 63% 77% 96%
SSBN 75% 86% 91%
SSGN 69% 83% 89%
SSN 67% 77% 87%
VAQ 65% 74% 92%
VAW 74% 81% 95%
VFA 64% 79% 91%
VP 74% 75% 95%
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 rate and attrition benchmarks to
become eligible for the REA Legacy award:
Zone A (0 TO 6 Years of Service) 62%
Zone B (6 TO 10 Years of Service) 68%
Zone C (10 TO 14 Years of Service) 85%
Zone A Attrition 4% or less
6. REA Criteria for both Legacy and BIC. If commands meet or exceed the FY-
22 reenlistment benchmarks, to include Reserve Affiliation, and are at or
below the attrition benchmark, they are eligible to receive the Retention
Excellence Award. The benchmarks must be met for at least two quarters, or
for the FY overall.
a. Computation Exceptions. A zone with zero transactions at or before
expiration of active obligated service (EAOS) 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, at a minimum, 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, type commanders (TYCOMs) and immediate superiors in command (ISICs)
will determine the necessity of an ETP.
c. Loss transactions on a Sailor transferred from a command due to
pending separation, medical or legal hold will reflect on the command the
Sailor was last attached to in an accounting code 100 status.
d. Sailors separated due to other medical reason or disability will not
be counted towards the 4.0 or less attrition benchmark and commands will
utilize reference (b) to adjust computed attrition in Zone A, to be submitted
to their ISIC/TYCOM.
e. Requests for ETPs of any award element in paragraph 5 must be
submitted in writing via the respective ISIC/TYCOM with specific
justification. ETP requests must be signed by the commanding officer (CO).
Requests not positively endorsed at any level will not be considered.
Disapprovals at ISIC or TYCOM level do not need to be forwarded to their
respective Echelon II. ETP final approval authority resides with Echelon II
f. An eligible command must have a rated Navy Counselor
(Counselor) (NCC) or a billeted Career Counselor with the NEC-806R in order
to be eligible for the REA. In the event the Command Career Counselor (CCC)
billet is gapped or there is an unplanned loss, the command retains REA
eligibility while the ISIC supports the interim CCC in collection and
submission of the FYs retention data.
g. TYCOM and direct reporting counselors will evaluate and submit
eligible commands to their respective Echelon II commands no later than 1
7. Legacy REA and BIC Announcement Recognition. Echelon II commands should
announce their FY-22 REA Legacy and BIC recipients following consolidation of
Echelon III and direct reporting command submissions no later than 31
a. Following the announcement message, REA BIC awardees may fly a new
reverse color REA pennant that is under development (blue, with gold anchor)
and paint their anchor gold as applicable. Legacy REA award winners and BIC
contenders who meet benchmarks and who are not selected for BIC distinction
will return their anchors haze grey and fly the current REA pennant (gold,
with blue anchor).
b. Commands not listed as REA recipients who would like an additional
review must submit a request via official correspondence signed by their CO
or executive officer and endorsed by the TYCOM's N1. All additional review
requests must be received by the Echelon II CCC within 30 days of REA message
8. Career Counselor of the Year (CCOY): A key to successful execution of
Brilliant on the Basics as detailed in references (c) and (d) is recognition.
CCOY provides a process 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 level and
is open to rated NCCs and unit CCCs with the NEC-806R.
9. Points of Contact
a. Manpower, Personnel, Training and Education, Fleet Career Counselor.
NCCM(SW/AW) Latonya Luter, 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 email at firstname.lastname@example.org.
c. U.S. Pacific Fleet, Fleet Career Counselor.
NCCM(SW/SCW/FMF) Judith Jimenez, at (808) 474-5848/DSN 315 or via email at
d. Fleet Engagement Team (BUPERS-3). Mr. Randy Miller, at
(901) 874-2376/DSN 882 or via email 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 email at
10. Released by Vice Admiral John B. Nowell, Jr, N1.//