FY-18 SUMMARY OF RETENTION PERFORMANCE AND FY-19 RETENTION BENCHMARKS AND RETENTION EXCELLENCE AWARD CRITERIA:
R 231918Z JAN 19
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-18 SUMMARY OF RETENTION PERFORMANCE AND FY-19 RETENTION BENCHMARKS
AND RETENTION EXCELLENCE AWARD CRITERIA//
REF/A/MSG/CNO WASHINGTON DC/162058ZAPR18//
REF/B/MSG/CNO WASHINGTON DC/231840ZAPR18//
NARR/REF A IS NAVADMIN 095/18, BRILLIANT ON THE BASICS II PART A REVISITING
REF B IS NAVADMIN 100/18, BRILLIANT ON THE BASICS II PART B ENGAGEMENT.
REF C IS OPNAVINST 1040.11D, NAVY ENLISTED RETENTION AND CAREER DEVELOPMENT
REF D IS BUREAU OF NAVAL PERSONNEL CAREER COUNSELOR HANDBOOK.//
RMKS/1. This NAVADMIN summarizes Navy FY-18 retention performance, outlines
the FY-19 retention environment, provides FY-19 reenlistment benchmarks and
updates the FY-19 Retention Excellence Award (REA) criteria. It also removes
the requirement for the Command Information Program Review (CIPR) as an
element of REA to reduce administrative distractions for those commands who
consistently remain Brilliant on the Basics and achieve reenlistment
2. FY-18 Performance. Our FY-18 results were positive and serve as
testament to your leadership, Sailor engagement and deckplate execution of
new policies. FY-18 retention surpassed the FY-18 benchmarks in all zones as
we implemented numerous polices over the past year geared to support a
growing Navy. Attrition rates also decreased in all zones, but we need
additional improvement in Zone A with a focus on reducing attrition of our
newest Sailors during their first 180 days on active duty.
3. FY-19 Retention Environment. Navy remains on an aggressive growth
trajectory and we must retain our best Sailors to ensure we have the manpower
to support the Navy our Nation Needs. With unemployment at the lowest levels
since 1969 and wage growth increasing, we must recognize that our Sailors
have options in the strong civilian job market. I challenge each of you to
lean forward and do your part to achieve maximum fleet readiness through
increased retention and reduced attrition. Let us focus on taking care of
our Sailors by being Brilliant on the Basics as outlined in reference (a) and
reinforced in references (b) through (d).
Brilliant on the Basics cannot just be a slogan, we must all live it every
day. Retention of our best Sailors begins from the minute they check-in to
their first duty station. Each of you, regardless of rank or expertise, are
members of the Navy retention team.
Continue to lead well, and treat each Sailor like the valuable irreplaceable
resource they are!
4. FY-19 Reenlistment Benchmarks. Although our recruiting and recruit
training teams are doing a phenomenal job, we cannot grow by new accessions
alone. We will need to continue to increase retention of experienced Sailors
to man the Navy our Nation Needs.
As such, we have increased our FY-19 reenlistment benchmarks for All-Navy
reenlistments for echelon II and III commanders to use as part of their REA:
Zone A (0 TO 6 Years of Service) 55 percent
Zone B (6 TO 10 Years of Service) 65 percent
Zone C (10 TO 14 Years of Service) 80 percent
Zone A Attrition less than 6 percent
These benchmarks measure the effectiveness of our programs and ensure we meet
manning requirements. Reserve affiliations will be included in the
computation. Staying in the reserve component keeps Sailors on the Navy
Team, and now, more than ever, our Navy Reserve Force has been answering the
a. Command-level performance relative to these All-Navy benchmarks will
be affected by both the number of personnel and the rating-level composition
of each command. These factors merit consideration of any waiver requests by
echelon II commands, type commanders (TYCOMs) and immediate superiors in
b. As outlined in reference (c), echelon II commands will align their
recognition programs to support the achievement of the FY-19 All-Navy
5. Retention Excellence Award (REA). The annual REA recognizes superior
command accomplishment in executing programs and policies that best enable
our Sailors to succeed in their naval careers. The REA is built upon the
tenets of references (a) and (b), Brilliant on the Basics. Commands will be
REA eligible if they meet the FY-19 retention and attrition benchmarks cited
in paragraph 4. Benchmarks must be met for at least two quarters, and for
the fiscal year.
a. An eligible command must have a rated Navy Counselor (NC) or NEC
806R. If none billeted, command will be included as a part of REA
consideration at the next superior in command level with rated NC or NEC
b. Computation Exceptions. One zone with zero transactions at or before
EAOS will qualify as 100 percent reenlistment rate if the command has
qualifying transactions in the other zones. Only two zones may default to
c. Loss transactions on a Sailor transferred from a command due to
pending separation, medical hold or legal hold will reflect on the command
the Sailor was last attached to in an accounting code
d. 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
e. 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.
f. TYCOM and direct reporting counselors will evaluate and submit
eligible commands to their respective echelon II commands NLT
1 December 2019.
6. REA Announcement and Recognition. Echelon II commands should announce
their FY-19 REA recipients following consolidation of echelon III and direct
reporting command submissions no later than 31 December 2019. Following the
announcement message, awardees may fly the retention excellence pennant or
paint their anchor gold until release of the following fiscal year award
7. CIPR. CIPR is the primary resource to assess the effectiveness of a
commands career development program focusing 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
two consecutive years. Further guidance on CIPR execution and exemption
policy will be detailed in a revision to references (c) and (d).
8. 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) Jeffery
Ingram, at (757)836-7780/DSN 836 or via email at firstname.lastname@example.org.
c. U.S. Pacific Fleet, Fleet Career Counselor. NCCM(SW/AW) Susan
Garrow, at (808) 474-5848/DSN 315 or via email at email@example.com.
d. Career Waypoint Branch (BUPERS-33). Mr. Randy Miller, at
(901) 874-2376/DSN 882 or via email at firstname.lastname@example.org.
e. Enlisted Force Shaping Plans and Policies (OPNAV N132).
Mr. Glenn Arrington, at (703) 604-5089/DSN 664 or via email at
10. Released by Vice Admiral R. P. Burke, N1.//