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NAVADMIN 256/24
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INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC//
SUBJ/INTEGRATED PRIMARY PREVENTION WORKFORCE//
REF/A/MSG/11MAR24//
REF/B/DOC/DODI/11SEP20//
REF/C/DOC/DODI/20DEC22//
REF/D/DOC/OPNAV/5354.1H/03NOV21//
REF/E/DOC/NAVADMIN 152/24/
REF A IS NAVADMIN 051/24, CULTURE OF EXCELLENCE 2.0.
REF B IS DODI 6400.09, INTEGRATED PRIMARY PREVENTION OF SELF- DIRECTED
HARM AND PROHIBITED ABUSE OR HARM.
REF C IS DODI 6400.11, INTEGRATED PRIMARY PREVENTION POLICY FOR
PREVENTION WORKFORCE AND LEADERS.
REF D IS OPNAVINST 5354.1H, NAVY HARASSMENT PREVENTION AND MILITARY EQUAL
OPPORTUNITY PROGRAM.
REF E IS NAVADMIN 152/24, REVISIONS TO COMMAND CLIMATE ASSESSMENTS.//
RMKS/1. This NAVADMIN provides implementation and execution guidance for
Navy's Integrated Primary Prevention Workforce (IPPW), summarizes roles
and responsibilities, and outlines leader expectations. Phase-in of the
IPPW will be complete at the end of Fiscal Year (FY) 2028, at which time
the IPPW will be able to support all commands that conduct their own
Command Climate Assessments (CCA). IPPW personnel will be assigned to
multiple units within their area of responsibility to provide
consultative support.
2. Navy strives to build tough and resilient teams ready to fight and
win. As detailed in reference (a), Culture of Excellence 2.0 is the
foundation by which the Navy builds Great People, Leaders, and Teams.
The IPPW, along with Command Climate Specialists (CCS), Command
Resilience Teams (CRT), Command Managed Equal Opportunity (CMEO) Program
Managers and other prevention stakeholders, will support commands in
setting, building, and assessing the foundation to foster healthy command
climates. Reference (b) outlines the Department of Defense's (DoD)
holistic approach for primary prevention of self-directed harm and
prohibited abusive or harmful acts. Reference (c) establishes and
implements policy, assigns responsibilities, prescribes procedures, and
identifies requirements for addressing primary prevention of harmful
behaviors and established roles, requirements, training, and education
standards for prevention personnel.
3. Navy is phasing in the hiring of ashore and afloat civilian IPPW
positions to ensure infrastructure is in place across the Fleet, and to
test fully manned proof-of-concept locations.
a. IPPW positions are: Integrated Prevention Coordinators
(IPC) assigned to Fleets, Type Commands (TYCOM), Regional Commanders, and
Installation Commanders, as well as Embedded IPCs
(EIPC) (afloat assets). IPCs are also appointed at Reserve Force
(RESFOR) commands. Commander, Naval Installations Command (CNIC)
oversees installation-based IPCs and EIPCs.
b. The Regional IPCs are the primary conduit to the installation
level IPCs. Fleet, TYCOM and operational Reserve component IPCs will
coordinate with Regional IPCs to ensure information sharing and
coordination with installation level IPCs.
c. Position titles and core roles and responsibilities for position
descriptions are standardized across organizational levels within both
Active Duty and Reserve Forces for consistency across the Navy.
4. Overarching roles and responsibilities of the IPPW:
a. Strategic Level (Office of the Chief of Naval Operations (OPNAV),
Fleet Staffs, Commander, Naval Reserve Force (CNRF), and Commander, Naval
Installations Command (CNIC)) will:
(1) Develop guidance and policy for execution at all levels
based on primary prevention research and in collaboration with other
strategic level stakeholders.
(2) Conduct robust primary prevention research to develop
training materials, develop policy and guidance, and inform leadership
and stakeholders.
(3) Collect and analyze data on the implementation and
evaluation of prevention activities.
(4) Translate findings into policy and guidance.
(5) Utilize data to prioritize and gauge prevention efforts and
resource needs to inform Navy Comprehensive Integrated Primary Prevention
(N-CIPP) plans, which will be comprised of CCA Command Executive
Summaries and Plans of Actions and Milestones (POAMs).
(6) Grant Defense Climate Portal access to certain IPPW
personnel based on roles and responsibilities (by designated strategic
level IPPW personnel).
(7) Connect resources to meet identified need areas.
(8) Collaborate with stakeholders where it aligns with roles and
responsibilities.
(9) Provide tools and technical assistance to operational IPCs,
commands, and hiring managers to expand knowledge of primary prevention
frameworks and programming.
(10) Advise strategic level leadership.
(11) Facilitate collaboration among operational IPCs.
(12) Comply with Level 5 credentialing, training, and education
requirements, and submit an application to the DoD Credentialing Program
for Prevention Personnel (D-CPPP) within 90 days of onboarding.
b. Operational Level (TYCOMs, CNIC Regions, Commander, Naval Air
Force Reserve and Commander, Navy Reserve Forces Command, Commander,
Naval Information Force Reserve) will:
(1) Coordinate activities and provide tools and technical
assistance to ensure prevention activities at the tactical level are
aligned with strategic guidance. Operational level IPCs will provide
strategic guidance within their area of responsibility and act as
consultants, advising leadership, analyzing data, and collaborating with
key stakeholders. Coordination across operational level IPCs is required
to ensure tactical level IPCs receive necessary support.
(2) Apply strategic guidance to organizational sphere of
influence.
(3) Provide tools and technical assistance to prevention
professionals at the tactical level.
(4) Utilize data to prioritize and gauge prevention efforts and
resource needs to inform N-CIPP plans.
(5) Collect and analyze data on the implementation and
evaluation of prevention activities.
(6) Develop and oversee prevention program activities and
budgets.
(7) Collaborate with stakeholders where it aligns with roles and
responsibilities.
(8) Connect resources to meet identified need areas.
(9) Advise operational level leadership.
(10) Comply with Level 4 credentialing, training, and education
requirements, at a minimum, and submit an application to the D-CPPP
within 90 days of onboarding. Additional training can be sought with
supervisor approval.
c. Tactical Level (Installations, Reserve Region Readiness and
Mobilization Commands (REDCOM), and EIPCs) will:
(1) Execute the primary prevention process and work with Command
Triads, CCSs, CRTs, Family Readiness Programs, and other prevention
enablers. These IPCs make up the installation and REDCOM based
workforce. In the absence of tactical level IPCs, additional prevention
enablers, such as the CCS/CMEO Program Managers, will collaborate with
Regional IPCs to provide assistance when available and appropriate.
(2) EIPCs are tactical level afloat assets whose
responsibilities include consultation to leadership and support of
implementation of prevention activities. EIPCs support afloat and
waterfront primary prevention activities and programming.
(3) Utilize data to prioritize and gauge prevention efforts and
resource needs and inform unit level CCA, for the N-CIPP plan.
(4) In collaboration with CRTs, collect and analyze command
needs assessment data in order to adapt, implement, and evaluate
prevention activities. IPCs will not be assigned as mandatory members of
the CRT.
(5) Collaborate with stakeholders where it aligns with roles and
responsibilities.
(6) Advise tactical level leadership.
(7) Comply with Level 3 credentialing, training, and education
requirements, at a minimum, and submit an application to the D-CPPP
within 90 days of onboarding. Additional training can be sought with
supervisor approval.
5. The IPPW will assist commanders in setting, building, and assessing
the foundation for healthy climates by working with leaders to overcome
barriers to readiness and enhance protective factors in their
organization. In line with references (b) and (c), leaders will:
a. Support implementation of the IPPW in line with standardized
roles and responsibilities to allow for meaningful evaluation of the
workforce.
b. Ensure IPPW personnel are fully integrated into the organization.
c. Provide access to appropriate resources and professional
development opportunities to meet training and credentialing
requirements.
d. Ensure access to required data to include CCA and DEOCS results.
e. Develop and leverage collaborative relationships to facilitate
prevention activities.
f. Support implementation of research-based prevention activities.
g. Ensure fully operating CRTs, in line with reference (d). In line
with reference (e), the CRT will administer the CCA for the organization
and will collaborate with IPPW personnel in their consultative support
for CCAs and N-CIPP plans in their areas of responsibility.
6. Resources and tools, such as the Senior Leader Toolkit, are available
at https://www.prevention.mil/ Training, credentialing, and education
requirements for IPPW personnel can be found on the MyNavy HR Site. For
additional information contact the OPNAV integrated primary prevention
program mailbox, OPNAV_IPP@navy.mil, the CNIC integrated primary
prevention mailbox, cnic.ipp.hq@us.navy.mil, or the CNRF integrated
primary prevention mailbox, CNRF_IPP@us.navy.mil.
7. This NAVADMIN will remain in effect until superseded or canceled,
whichever occurs first.
8. Released By Vice Admiral Richard J. Cheeseman, Jr., N1.//
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