R 312154Z AUG 07
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
TO NAVADMIN
INFO CNO WASHINGTON DC//N1//
UNCLAS //N01040//
NAVADMIN 227/07
MSGID/GENADMIN/CNO WASHINGTON DC/N1/AUG//
SUBJ/RETENTION - STAY NAVY CAMPAIGN//
REF/A/DOC//OPNAV/03DEC06// APMN/REF A IS OPNAVINST 1040.11B GOVERNING
NAVY RETENTION AND CAREER DEVELOPMENT PROGRAMS//
RMKS/1. THIS IS THE THIRD IN A RECURRING SERIES OF MESSAGES DESIGNED
TO ENCOURAGE OUR SAILORS TO STAY NAVY. THE FOCUS OF THIS MESSAGE IS
THE IMPORTANCE OF WELL-EXECUTED CAREER DEVELOPMENT BOARDS.
2. TO DESCRIBE THE CURRENT PERSONNEL BATTLESPACE, REENLISTMENT TRENDS
PROJECT NAVY WILL COMPLETE FY07 BELOW NAVY REENLISTMENT RATE GOALS IN
TWO OF THE THREE KEY ZONES. IN ZONE A, SAILORS WITH UP TO SIX YEARS OF
SERVICE, NAVY'S GOAL IS TO REENLIST 50 PERCENT OF THOSE SAILORS
APPROACHING EAOS. PROJECTIONS AT THE END OF JULY ESTIMATED THE YEAR-
END RESULTS AT APPROXIMATELY 46-47 PERCENT. IN ZONE B, SAILORS WITH
SIX TO TEN YEARS OF SERVICE, THE GOAL IS TO REENLIST 60 PERCENT. HERE,
PROJECTIONS AT THE END OF JULY ESTIMATED YEAR-END RESULTS AT 57-58
PERCENT. WHILE THESE RATES, WHEN COMBINED WITH INCREASED SHORT-TERM
EXTENSION BEHAVIOR, WILL STILL KEEP US WITHIN
FY07 END STRENGTH REQUIREMENTS, WE MUST CONTINUE TO ENCOURAGE OUR
SAILORS TO MAKE A LONG TERM COMMITMENT BY REENLISTING AND STAYING NAVY.
WE HOPE TO GAIN A BETTER UNDERSTANDING OF THE INCREASED SHORT-TERM
EXTENSION TREND FROM THE RESULTS OF AN AUG 07 NAVY-WIDE QUICK POLL OF
SAILORS WHO ARE CURRENTLY UNDER SHORT-TERM EXTENSIONS.
ENCOURAGING LONG TERM RETENTION IS ESPECIALLY IMPORTANT AS THE FORCE IS
STABILIZED OVER THE NEXT FEW YEARS. WE NEED THE BEST SAILORS WITH THE
RIGHT SKILLS TO MAKE THE CHOICE TO STAY NAVY BASED ON VALID CAREER
DEVELOPMENT INFORMATION.
3. SAILORS MAKE DECISIONS BASED ON THE INFORMATION THEY HAVE. IF THE
PRIMARY SOURCE OF CAREER INFORMATION IS ?SCUTTLEBUTT? OR OTHER
UNOFFICIAL CHANNELS, AND NOT TIMELY AND ACCURATE INFORMATION FROM THEIR
COMMAND LEADERSHIP, THEN SAILORS WILL MAKE DECISIONS BASED ON
INCOMPLETE KNOWLEDGE. WE CANNOT AFFORD TO LOSE OUR MOST VALUABLE
ASSETS, SAILORS IN WHOM WE HAVE INVESTED SO MUCH, BECAUSE OF INACCURATE
CAREER INFORMATION. I AM CONFIDENT OUR NAVY WILL BE A VERY COMPETITIVE
CAREER OPTION IN THE MINDS OF OUR SAILORS WHEN THEY ARE WELL-INFORMED
REGARDING THE MANY CAREER OPTIONS AND SERVICE BENEFITS AVAILABLE TO
THEM.
4. THE PROVEN DELIVERY METHOD OF CAREER INFORMATION TO OUR SAILORS IS
VIA CAREER DEVELOPMENT BOARDS (CDB). OFFICIAL GUIDANCE FOR CDB
EXECUTION IS OUTLINED IN REF A. WHEN CONDUCTED PROPERLY, CDB?S PROVIDE
SAILORS THE INFORMATION NECESSARY TO MAKE AN INFORMED CAREER DECISION.
CDB?S ARE THE RESPONSIBILITY OF THE COMMAND MASTER CHIEF AND ARE
COORDINATED BY THE COMMAND CAREER COUNSELOR. MEMBERSHIP SHOULD INCLUDE,
BUT IS NOT LIMITED TO, COMMAND MASTER CHIEF, COMMAND CAREER COUNSELOR,
EDUCATIONAL SERVICES OFFICER, DEPARTMENT AND DIVISION LEADING CHIEF,
DEPARTMENT AND DIVISION CAREER COUNSELOR, DIVISION OFFICER, LEADING
PETTY OFFICER, AND MOST IMPORTANTLY, THE SAILOR. AN EFFECTIVE CDB CAN
NORMALLY BE COMPLETED WITHIN 20 TO 30 MINUTES AND SHOULD INCLUDE
INFORMATION AND DISCUSSION ON WATCH QUALIFICATIONS, EDUCATION,
ADVANCEMENT, PAY, FAMILY READINESS, RATING HEALTH, COMMAND EXPECTATIONS,
AND SAILOR GOALS. CDBS ARE REQUIRED UPON REPORTING (WITHIN 30 DAYS), 6
MONTHS ON BOARD, 12 MONTHS ON BOARD, AND IN 12 MONTH INTERVALS
THEREAFTER. IDEALLY, CDBS ARE TRACKED AND NOTES ARE RECORDED IN THE
CAREER INFORMATION MANAGEMENT SYSTEM (CIMS) DISCUSSED IN PARA 5 BELOW.
THE GOAL OF SAILORS APPLYING FOR ORDERS BY THEMSELVES VIA CMS-ID CAN
ONLY BE ACCOMPLISHED IF EVERY SAILOR IS KNOWLEDGEABLE ABOUT THEIR OWN
CAREER PROGRESSION. AN EFFECTIVE CAREER DEVELOPMENT PROGRAM IS AN
EXTREMELY VALUABLE INVESTMENT IN OUR SAILORS AND OFFERS THE BEST
OPPORTUNITY FOR THEM TO STAY NAVY.
5. CAREER DEVELOPMENT TOOL: CIMS IS A WEB-BASED SYSTEM BUILT BASED ON
REQUIREMENTS GENERATED BY THE FLEET. THE PRIMARY FUNCTION OF CIMS IS
TO ASSIST THOSE WHO ARE RESPONSIBLE FOR THE CAREER DEVELOPMENT OF
SAILORS WITH TRACKING, CONDUCTING, AND DOCUMENTING CDB?S. CIMS IS NOT
ONLY WEB-BASED AND AVAILABLE TO EVERY NAVY COMMAND WHICH HAS ACCESS TO
THE INTERNET BUT IT IS ALSO FUNCTIONING VIA THE NAVY STANDARD
INTEGRATED PERSONNEL SYSTEM (NSIPS) DISCONNECTED OPERATIONS WEB-SERVER
ON 147 SHIPS (AIRCRAFT CARRIERS TO FRIGATES). BY VIRTUE OF CIMS
RESIDING WITHIN NSIPS, CIMS DISPLAYS THE SERVICE MEMBER?S COMPLETE
ELECTRONIC SERVICE RECORD, AS WELL AS INFORMATION SHARED FROM THE
PHYSICAL READINESS INFORMATION SYSTEM (PRIMS), PERFORM TO SERVE (PTS),
THE NAVY COLLEGE MANAGEMENT INFORMATION SYSTEM (NCMIS), THE VIEWING OF
PCS ORDERS, AND ALLOWS THE ASSIGNMENT OF SPONSORS. FURTHER, CIMS CAN
BE USED TO CREATE REPORTS ON A VARIETY OF TOPICS OF INTEREST TO COMMAND
RETENTION TEAMS, BOTH ACTIVE AND RESERVE, INCLUDING STATUS OF PTS
APPLICATIONS, UNIT TRACKING (EAOS/EOS, PRD, HYT, AGE 60) AND MORE.
EVERY CCC SHOULD HAVE A CIMS ACCOUNT. FOR ASSISTANCE IN ESTABLISHING A
CIMS ACCOUNT, CONTACT NCCM KENNAMORE AT (901) 874- 2470/DSN 882 OR
EMAIL AT jeff.kennamore@navy.mil OR NCCM MACK AT
(901) 874-3194/DSN 882 OR EMAIL joseph.mack@navy.mil AT THE CENTER
FOR CAREER DEVELOPMENT (CCD).
6. BEST PRACTICES: THE LEADERS AT NAVAL MOBILE CONSTRUCTION BATTALION
FIVE (NMCB-5), HOMEPORTED IN PORT HUENEME, CALIFORNIA, HAVE ENSURED
CDB?S ARE CONDUCTED EVEN WHEN THE COMMAND?S NCC BILLET IS UNFILLED.
THE COMMAND FORMED A SELF DESCRIBED ?SUCCESS TEAM? AND BEGAN A CAMPAIGN
CALLED ?60 DAYS TO SUCCESS,? RAISING AWARENESS OF THE IMPORTANCE OF
CDB?S AND CAREER OPPORTUNITIES FOR THEIR SAILORS.
CDB?S ARE COMPLETED DURING THIS CAMPAIGN. THE COMMAND PROVIDES A
PERSON TO ASSIST THE CAREER COUNSELOR FOR CIMS INPUT TO BE MORE
EFFICIENT. THE TEAM CONSISTS OF CAREER COUNSELORS, CPO?S, AND A SENIOR
FIRST CLASS PETTY OFFICER TO ASSIST THE SAILOR, AND CONDUCTS CDB?S ON
ALL ENLISTED SEABEES AT THE COMPANY LEVEL BEFORE DEPLOYMENT REGARDLESS
OF THE NORMAL CDB REQUIREMENT. NMCB-5?S PROGRAM HAS BEEN ONLINE AND
RUNNING EFFICIENTLY AND THEY CONTINUE TO FIND WAYS TO IMPROVE THE
DELIVERY AND QUALITY OF THE CDB?S TO THE INDIVIDUAL SEABEES. MANY
COMMANDS HAVE DIFFERENT TECHNIQUES. THE MOST IMPORTANT FACTOR IN THE
PROCESS IS ENSURING THE BOARDS ARE HELD AND EACH SAILOR IS GIVEN THE
INDIVIDUAL ATTENTION NECESSARY TO ENSURE THEY MAKE INFORMED CAREER
DECISIONS.
7. UPCOMING CAREER MANAGEMENT SYMPOSIUMS:
A. PAX RIVER/DAHLGREN, VA ? (09/10/2007 ? 09/13/2007)
B. SASEBO/OKINAWA, JAPAN ? (09/10/2007 ? (09/14/2007)
C. BRUNSWICK/BATH/GROTON ? (09/17/2007 ? 09/21/2007)
D. NSTC GREAT LAKES, IL ? (09/24/2007 ? 09/27/2007)
E. STRATCOM (11/5/2007 ? 11/8/2007)
F. NORTHCOM ? (11/6/2007 ? 11/9/2007)
G. JRB NEW ORLEANS, LA (11/13/2007 ? 11/16/2007)
H. NORFOLK/OCEANA, VA (11/26/2007 ? 11/30/2007)
I. CORPUS/INGLESIDE/KINGSVILLE/SAN ANTONIO, TX ? (12/10/2007 ?
12/14/2007)
J. YOKOSUKA/ATSUGI/MISAWA, JAPAN ? (1/11/2008 ? 1/19/2008) 8.
POINT OF CONTACT: CAPT WILLIAM FOSTER (DIRECTOR, CENTER FOR CAREER
DEVELOPMENT) AT (901) 874-2410/DSN 882 OR EMAIL AT
william.f.foster@navy.mil.
9. RELEASED BY MR. PATRICK M. MCLAUGHLIN, N1B.//
BT
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