UNCLASSIFIED// ROUTINE R 231918Z JAN 19 FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 019/19 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// REF/C/DOC/OPNAV/22FEB12// REF/D/PUB/BUPERS/17JAN17// NARR/REF A IS NAVADMIN 095/18, BRILLIANT ON THE BASICS II PART A REVISITING THE BASICS. 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 PROGRAM. 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 benchmarks. 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 call. 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 command (ISICs). b. As outlined in reference (c), echelon II commands will align their recognition programs to support the achievement of the FY-19 All-Navy benchmarks. 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 806R. 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 100 percent. 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 100 status. 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 Sailors. 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 message. 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 latonya.luter(at)navy.mil. b. U.S. Fleet Forces, Fleet Career Counselor. NCCM(SW/AW) Jeffery Ingram, at (757)836-7780/DSN 836 or via email at jeffery.ingram(at)navy.mil. c. U.S. Pacific Fleet, Fleet Career Counselor. NCCM(SW/AW) Susan Garrow, at (808) 474-5848/DSN 315 or via email at susan.m.garrow(at)navy.mil. d. Career Waypoint Branch (BUPERS-33). Mr. Randy Miller, at (901) 874-2376/DSN 882 or via email at randy.miller(at)navy.mil. e. Enlisted Force Shaping Plans and Policies (OPNAV N132). Mr. Glenn Arrington, at (703) 604-5089/DSN 664 or via email at glenn.arrington(at) navy.mil. 10. Released by Vice Admiral R. P. Burke, N1.// BT #0001 NNNN UNCLASSIFIED//