CLASSIFICATION: UNCLASSIFIED// ROUTINE R 191739Z MAR 24 MID120000968300U FM CNO WASHINGTON DC TO NAVADMIN INFO CNO WASHINGTON DC BT UNCLAS NAVADMIN 056/24 MSGID/GENADMIN/CNO WASHINGTON DC/N1/MAR// SUBJ/RETENTION EXCELLENCE AWARD// REF/A/MSG/CNO WASHINGTON DC/112015ZMAR24// REF/B/PUB/BUPERS/3APR23// REF/C/MSG/CNO WASHINGTON DC/162058ZAPR18// NARR/REF A IS NAVADMIN 051/24, CULTURE OF EXCELLENCE 2.0. REF B IS BUREAU OF NAVAL PERSONNEL CAREER COUNSELOR HANDBOOK. REF C IS NAVADMIN 095/18, BRILLIANT ON THE BASICS II PART A REVISITING THE BASICS. RMKS/1. This NAVADMIN outlines the FY24 retention environment, and provides FY24 reenlistment rate benchmarks as well as Retention Excellence Award (REA) and Best in Class (BIC) criteria. Additionally, it reemphasizes our commitment towards promoting a culture of excellence in line with reference (a), and the need to retain the best talent in a forward-operating and talent-rich Navy team. 2. FY24 Retention Environment. As we progress through this FY24, we are in a war for talent to attract, develop, and retain the very best by utilizing all force management levers at our disposal. Tomorrow's Fleet readiness is reliant on retaining today's Sailors, within both the Active Duty and Reserve Force. a. All Hands on Deck. We MUST retain our trained and experienced Sailors who are personally invested in mission success by actively building great people, leaders, and teams. Similarly, our leaders must think, act, and operate differently to encourage and foster an environment where Sailors want to stay Navy. b. Importance of Reserve Affiliation (RA). We depend on both the Active and Reserve components to maintain Fleet readiness and it remains a top priority. To be accredited and calculated towards the command's reenlistment rate, RA can occur greater than 180 days from separation, however, it must be within the same FY. 3. FY24 Reenlistment Rate Benchmarks a. REA/BIC. REA/BIC now includes 19 platform types, along with Naval Education and Training Command, Commander, Navy Installations Command, Navy Supply Systems Command, and Navy Personnel Command. The BIC distinction highlights those commands who are optimizing the principles outlined in references (a) through (c). b. Commands who meet their specific platform reenlistment rate (with RA) benchmarks and remain at or below the Navy's Zone A attrition benchmark will be awarded the REA and are automatically considered for BIC. TYCOMs will evaluate commands who meet their respective class REA criteria and from those commands the "Best in Class" will be determined. BIC recipients can be awarded based on individual Immediate Superior in Command (ISIC) or Type Command (TYCOM) determined metric. Echelon III commands will forward the finalized REA/BIC awardees to the Echelon II command for release the of the recognition message. c. FY24 Legacy and BIC reenlistment with RA benchmarks can be found on the MyNavy HR website at https://www.mynavyhr.navy.mil/Career- Management/Career-Counseling/. 4. REA Criteria for Legacy and BIC. If commands meet or exceed the FY24 reenlistment benchmarks (with RA) and are at or below the attrition benchmark, they are eligible to receive the REA. The benchmarks must be met for at least two quarters or the FY overall. Additionally, Echelon II commands may utilize retention and Sailor related metrics to determine final eligibility. a. An eligible command must have a designated Command Career Counselor (CCC) and units must have a minimum of 50 cumulative Sailors in Zones A, B and C identified using the non-average End of Active Obligated Service (EAOS) inventory. This can be found on the "RET-ATT" report within the Navy Retention Monitoring System (NRMS). Exceptions will be determined by the applicable Echelon II Commander. b. Computation Exceptions. A zone that has no Sailors reaching EAOS will have its reenlistment rate for that zone set to the minimum required benchmark required for the zone, as long as the command has qualifying transactions in other zones. Commands must have a minimum of one zone with qualifying transactions. c. Zone A attrition percentages can be recalculated to exclude any loss transactions for a Sailor transferred from a command due to pending separation, medical, or legal hold. d. Sailors separated due to "Other Medical" or "Disability" will not be counted towards the attrition benchmark and commands will utilize reference (b) to adjust computed attrition in Zone A to be submitted to their ISIC/TYCOM. e. Requests for an Exception to Policy (ETP) of any award element in paragraph 4 must be submitted in writing via the respective ISIC/TYCOM with specific justification. ETP requests must be signed by the Commanding Officer. Requests disapproved at any level will not be considered. Disapprovals at ISIC or TYCOM level do not need to be forwarded to their respective Echelon II. ETP final 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 no later than 1 December 2024. 5. Legacy REA and BIC Announcement Recognition a. Echelon II commands should announce their FY24 REA Legacy and BIC recipients following consolidation of Echelon III and direct reporting command submissions no later than 31 January 2025. b. Following the announcement message, REA/BIC awardees may fly the BIC pennant (blue, with silver anchor) and paint their anchor gold as applicable. Legacy REA award winners and BIC contenders who meet benchmarks and who are not selected for BIC distinction can fly the Retention Award pennant (gold, with blue anchor) and paint their anchor haze grey. 6. Career Counselor of the Year (CCOY): A key to successful execution of Brilliant on the Basics as detailed in reference (c) is recognition. The CCOY award provides an opportunity to recognize CCCs who manage an outstanding Career Development Program and serve a critical role in the military life cycle of a Sailor's career. The CCOY program is maintained at the Echelon II level. 7. Points of Contact a. Personnel, Manpower, and Training, Fleet Career Counselor. NCCM(SW/AW/IW) James Osborne, at (703) 604-5353/DSN 664 or via e- mail at James.R.Osborne.mil@us.navy.mil. b. U.S. Fleet Forces, Fleet Career Counselor. NCCM(SW/AW/FMF) Derek Messer, at (757) 836-7780/DSN 836 or via e-mail at derek.m.messer.mil@us.navy.mil. c. U.S. Pacific Fleet, Fleet Career Counselor. NCCM(SW/SCW/FMF) Judith Jimenez, at (808) 474-5848/DSN 315 or via e- mail at judith.m.jimenez2.mil@us.navy.mil. d. Fleet Engagement Team (BUPERS-3). Mr. Randy Miller, at (901) 874-2376/DSN 882 or via e-mail at randy.a.miller4.civ @us.navy.mil. e. Enlisted Force Plans and Policy Branch (OPNAV N132). Mr. John Motichka, at (703) 604-5394/DSN 664 or via e-mail at john.a.motichka.civ@us.navy.mil. 9. Released by Vice Admiral Richard J. Cheeseman, Jr., N1.// BT #0001 NNNN CLASSIFICATION: UNCLASSIFIED//