Navy Officer Recruiting Leadership Reconstruction Introduction Navy Officer

Navy Officer Recruiting Leadership & Reconstruction

Introduction Navy Officer Recruiting has an internal command problem. Each command is ran differently with no set standards. Although the Navy is attaining enough officers to fill the fleet, there is a misunderstanding of the rolls and responsibilities of each person or department. There is a gray area and a norm has been created, this ”gray” area has created a major problem with the recruiting process and has recruiters working on approximately 95% of the whole process. The lack of responsibility has created turmoil throughout the recruiting enterprise. The idea, is to come up with a new plan moving forward and implement it over the next 2 -3 years.

THE FLEET The APPLICANT Navy Recruiting Command Responsible for manning the fleet and overall training Navy Recruiting Districts Processors This gear is broken! Navy Recruiting Districts Responsible for ensuring all area’s are covered and proper training is conducted The computer and systems Along with the lack of knowledge and broken system, the computer systems themselves are antiquated. The Navy should be a fine tuned, well oiled machine. However, when one gear is broken the others bear the weight and strain the entire system, in time can cause a malfunction or complete crash. Working together fixes, everyone involved and the applicant has a great experience joining the Navy Officer Recruiters **Perhaps the most important piece** Without them, there would not be a Navy, but they are being abused.

Money People Risk Time Effort Wasting money and resources Save money by putting the right people in positions to do the right job, with max effort. Zero risk of utilizing Sailors to do the job. Use more Sailors, save time, get more, risk free!

the new road ahead Recruiting is just that, recruiting. If you think about it recruiters are the main point of contact and have built a relationship with applicants. Recruiters are invested in every application they are trying to find a position for. It is in the recruiters best interest to see the application through from beginning to end. Not only does it limit the mistakes, but it also holds recruiters accountable. Having one point of contact keeps information true and fresh, which allows communication lanes to be free of outside influencers, which gains trust of applicants. Once recruiters take control of the process and follow a new set standard, the application process will become streamlined.

New Tools To better assist recruiters and to save time, this document provides a quick one time fill. The use of this tool will automatically populate the information into over 20 forms, currently filled individually.

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This is not an official site, but we are working to implement it. https: //applynavy. com/ A brand new state of the art website to provide answers and constant contact through the application process.

The Pyramid of Knowledge Level 4 Only a few reach 4 Level 3 Best Recruiters Level 2 NRD/ OPL Level 1 Fleet Recruiter’s Most recruiter’s do not receive decent training past recruiter school and recruiter school does not teach the material to help make a recruiter successful. Leadership is low, this is creating a lack of confidence that leadership is capable doing their job. There needs to be a pipeline to the top leadership positions.

Conclusion Stress levels, frustration, knowledge, training, processing, quality, and morale are in disarray. The goal is to come to an overall agreement moving forward that benefits everyone involved by lowering stress levels and streamlining the officer recruiting process, by evening out the workload.