STAND-DOWN TO ADDRESS EXTREMISM IN THE RANKS:
R 192207Z FEB 21 MID600050295537U
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/FEB//
SUBJ/STAND-DOWN TO ADDRESS EXTREMISM IN THE RANKS//
REF/D/DOC/NAVY REGULATIONS ART 1167/03SEP97/
REF/F/MSG/COMUSFLTFORCOM NORFOLK VA/131415ZFEB20/
NARR/REF A IS SECDEF MEMORANDUM DIRECTING DOD-WIDE STAND-DOWN ON EXTREMISM IN
REF B IS ALNAV 010/21 ON STAND- DOWN TO ADDRESS EXTREMISM IN THE RANKS.
REF C IS DODI ON HANDLING DISSIDENT AND PROTEST ACTIVITIES AMONG MEMBERS OF
THE ARMED FORCES.
REF D IS ALNAV 053/97 INCORPORATED AS NAVY REGULATIONS ARTICLE 1167 ON
REF E IS OPNAVINST ON NAVY EQUAL OPPORTUNITY PROGRAM MANUAL.
REF F IS 12-STAR MESSAGE PROMULGATION OF SIGNATURE BEHAVIORS OF THE 21ST
CENTURY SAILOR, VERSION 2.0.
REF G IS NECESSARY CONVERSATIONS GUIDE 2.1.
REF H IS NAVADMIN 032/21, CNO MESSAGE TO THE FLEET ON EXTREMIST BEHAVIOR.//
RMKS/1. Sailors live our Core Values every day. However, recent events
highlight that the U.S. Armed Forces, including our Navy (service members,
civilian personnel and all those who support our mission), are not immune
from the corrosive effects of extremist ideology and conduct. Extremist
behaviors and conduct, even if from only a small percentage of our force,
violate our Core Values, are detrimental to good order and discipline, reduce
warfighting readiness and degrade the toughness, trust and connectedness we
are building in our Sailors and teams through our Culture of Excellence
As an initial step in what will be a continuing and focused effort to address
this problem, Commanders and Commanding Officers will conduct a stand-down
prior to 2 April 2021 for all military personnel and Department of the Navy
(DON) civilians to address extremism in the ranks in accordance with guidance
contained in references (a) and (b).
2. The intent of this stand-down (which may be conducted virtually or in-
person with the appropriate COVID-19
mitigations) is to ensure service members and civilian personnel clearly
understand the damaging effects of extremism and begin developing more
effective, sustainable ways to eliminate the corrosive impacts extremist
activity can have on our Force. As public servants, we took an oath to the
Constitution and we will not tolerate those who participate in actions that
go against the fundamental principles of the oath we share, particularly
actions associated with extremist or dissident ideologies. Service members,
Department of Defense civilians and all those who support our mission, are
entitled to an environment free of discrimination, hate and harassment.
3. A discussion guide, supplementary slides, and additional resources to
assist Commanders and Commanding Officers with the conduct of this stand-down
are posted at
Department-Exclusives/ . Commanders have the discretion to tailor
discussions with their personnel as appropriate, but at a minimum the stand-
down will include:
3.A. A group re-administration and reaffirmation of the oath of
office/oath of enlistment;
3.B. Remarks from the Commander/Commanding Officer;
3.C. Division/Work Center training/facilitated discussion
3.C.1. The meaning of the oath of office/enlistment including what we
protect (Freedom of Speech/Assembly) and the limits on these rights for
service members (what we sacrifice in order to protect and build public
3.C.2. Actions that betray the oath per references (c) through (e)
(prohibited activities, UCMJ direction on extremist activities, review of
political activity and social media dos and donts);
3.C.3. The responsibility of leaders at every level (obligation to
report, obligation to investigate, remaining alert for signs of extremism and
3.C.4. Listening sessions focused on our Core Values, our Culture of
Excellence and the Task Force One Navy report.
4. We have been emphasizing the importance of listening sessions since the
establishment of Task Force One Navy last summer. Some commands have leaned
into this while others have not. CNOs direction is that every Commander or
Commanding Officer will continue to conduct listening sessions and get it
into their battle rhythm. This is where the hard work of establishing trust
and connectedness starts. Reference (g), the Necessary Conversations Guide
2.1, is a great tool to use to conduct listening sessions.
5. Echelon 2 Commanders shall track subordinate command completion of the
stand-down using Fleet Training Management and Planning System (FLTMPS),
Course Identification Number SDTAE-1.0, STANDDOWN TO ADDRESS EXTREMISM IN THE
RANKS. The Deputy Chief of Naval Operations (Manpower, Personnel, Training,
and Education) (OPNAV N1) will promulgate procedures for Echelon 2 Commanders
to submit stand-down completion reports (including lessons learned and
recommendations) via a Department of the Navy Tasking, Records and
Consolidated Knowledge Repository (DONTRACKER) tasker. In order to support
the requirement for the Chief of Naval Operations to report completion to the
Secretary of the Navy by 6 April 2021, the suspense for all Echelon 2
Commanders to report stand-down completion is no later than 2 April 2021. In
the event operational requirements prohibit the conduct of the stand- down by
this date, extension requests must be submitted through the first Flag
Officer in the chain of command, via the Chief of Naval Personnel, and
ultimately to the Assistant Secretary of the Navy (Manpower and Reserve
Affairs) for adjudication per reference (b).
6. As Sailors, we must strive to be inclusive, creating an environment where
every individual understands that they are a valued member of the Navy team.
This is an All Hands effort.
As we begin to implement the work of Task Force One Navy, I remind you of the
Signature Behaviors promulgated in reference (f). These behaviors include:
6.A. Treat every person with respect.
6.B. Take responsibility for my actions.
6.C. Hold others accountable for their actions.
6.D. Intervene when necessary.
6.E. Be a leader and encourage leadership in others.
6.F. Grow personally and professionally every day.
6.G. Embrace the diversity of ideas, experiences and backgrounds of
6.H. Uphold the highest degree of integrity in professional and personal
6.I. Exercise discipline in conduct and performance.
6.J. Contribute to team success through actions and attitude.
7. As CNO stated in reference (h), today, and every day, our Navy must be a
shining example of an organization centered on respect, inclusive of all.
Simply put, we must demand of each other that we treat everyone with dignity
and respect. That is how we will become a stronger Navy.
8. Released by Vice Admiral John B. Nowell, Jr, N1.//