AVCOT

1. NAVY RECRUITING COMMAND
By
CDR Rob “Big Red” Vadnais
Navy Recruiting Command
AVCOT

2. Navy Recruiting Command
Mission & Vision
Vision
The premier recruiting force,
using innovation and technology
to build America’s Navy for
tomorrow.
Mission
Recruit the best men and women
for America’s Navy to accomplish
today’s missions and meet
tomorrow’s challenges.
RECRUITING FORCE 2020 – STRATEGY AND BUSINESS PLAN FOR THE FUTURE
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3. Andrews served as Commanding Officer of: Boston Military Entrance Processing Station, Boston, Mass., Navy Recruiting District San
Francisco, Calif., and Recruit Training Command (RTC), Great Lakes, Ill. During her tour at RTC she led the training efforts of over 100,000
Sailors for duty in the Fleet and was instrumental in the commissioning of the Navy's only immersive simulator trainer, the USS TRAYER also
known as Battle Stations 21.
Andrews earned a Bachelor of Science Degree in Criminal Justice from Savannah State University, and a Master of Science Degree in
Management from Troy State University. She has been conferred an Honorary Doctorate Degree in Humane Letters from Wilson College in
Chambersburg, Pa. Her military education includes a master's degree in National Security and Strategic Studies from the College of Naval
Command and Staff, Naval War College, Newport, R.I., and she is a graduate of the Armed Forces Staff College, Norfolk, Va. She is
designated as a joint qualified officer.
Andrews' decorations include: the Legion of Merit (three awards); Defense Meritorious Service Medal (two awards); Meritorious Service
Medal; Joint Service Commendation Medal; Navy and Marine Corps Commendation Medal (three awards); Joint Service Achievement Medal,
and various other unit citations.
Commander, Navy Recruiting Command
RDML Annie B. Andrews
Rear Adm. Andrews assumed command of Navy Recruiting Command August 29, 2013.
As a Navy Human Resources Officer her assignments have been in the areas of manpower,
personnel, training and education. Andrews began her career at Naval Station Whiting Field,
Milton, Fla., with assignments to Training Air Wing Five, as Assistant Admin Officer, and
Helicopter Training Squadron Eight, as Flight Simulator Coordinator. Her next assignment was at
the Joint Intelligence Center Pacific in Honolulu, Hawaii, as an intelligence analyst. Other
assignments and staff assignments included: Director, Counseling and Assistance Center, Naval
Air Station Keflavik, Iceland; officer-in-charge, Navy Personnel Support Activity Detachments
Subic Bay and Cubi Point, United States Forces Philippines, Republic of the Philippines; branch
head, Deserter Branch/Deserter Apprehension Program (PERS-842), Washington, D.C.; and
chief, Requirements Branch and Joint Manpower Planner, Manpower and Personnel Directorate
Joint Staff, J-1 in Washington, D.C. She served as executive assistant and naval aide to the
Assistant Secretary of the Navy for Manpower and Reserves Affairs in Washington, D.C., and
was a senior fellow on the Chief of Naval Operations Strategic Studies Group (SSG XXX) at the
Naval War College, Newport, R.I. Andrews most recently served as the director of Total Force
Requirements Division (OPNAV N12).

4. Navy Recruiting Command
2 Regions
26 Districts
1,459 Stations
65 MEPS
1 “NORU”
1 Reserve Unit
2 Regions
26 Districts
1,459 Stations
65 MEPS
1 Recruiting School house
1 Reserve Unit
(MEPS)
NRD RE-ALIGNMENT REDUCED 237 STATIONS THROUGH FY13
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Our FY 13 mission: 44,000 Enlisted ; 4,050 Officer; 3,300 NROTC Applications

5. The Geography of Navy Recruiting

6. Key Take-Aways
• Delivering high quality, diverse talent to the Fleet.
• Talent we seek is not just walking in the door.
• Recruiting Force 2020 (RF2020) Strategy realizing
efficiencies and cost avoidance.
• Resource adjustments necessary as economy
recovers.
• Future efficiencies possible “IF” IT investment is
realized.
INVESTMENT IN RECRUITING BUILDS OUR FUTURE NAVY
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7. RC GENOFF/ PHYSICIAN ARE NRC’s GREATEST CHALLENGES
FY13 Recruiting Mission
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FY12 Goal FY13 Goal Delta
FY13
Accessions % of Goal
Active Enlisted 35,980 36,000 +0.1% 36,510 101.4%
Reserve Enlisted 8,045 8,000 -0.56% 8,169 102.1%
AC General Officer 1,070 1,200 +12.1% 1,155 96.3%
AC Medical Officer 780 900 +15.4% 798 88.7%
RC General Officer 1,420 1,550 +9.15% 1,176 75.2%
RC Medical Officer 405 400 -1.25% 356 75.9%
FY13 NROTC
Applications
3,200 3,300 +3.13% 3,935 119%

8. Two Thirds of Male Target Market Does Not Qualify For Navy Service
66%
35%
5%
8%
18%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Total
Disqualified
Physical &
Medical
Legal
Dependents
Drugs/ Alcohol
16M 17 – 24 Male Target Market
5.3M Qualified for Military Service
850,000 Propensed and Qualified
It is not enough to just recruit those propensed …….
……Navy Recruiters must interest the non-propensed
NON-PRIOR SERVICE MARKET
Source: Lewin Group Study 2007 for disqualifying factors
Sources: W&P Pop Estimates 2009 RMIS
Propensity JAMRS Youth Poll 2009

9. Mobile Recruiting Initiative (MRI)
Production Recruiters executing mission in .com environment
 Mobile computing accessing business application anywhere/anytime
 Deploy 4,900 seats 22
Aug 11 – 30 Apr 12
 Procured under
NMCI Continuation
of Service Contract
(CoSC)
 MRI provides recruiter with
Wi-Fi and 3G connectivity
 MRI kit includes
Convertible tablet PC
Portable printer
Scanner and speakers
Roller bag
San Diego, CA
First Mobile Recruiting Devices deployed Aug 2011:
Taking the Sales Force to
Future Sailors
Investment Necessary For Future Efficiencies
Back to Presentation

10. Future of the Navy!

11. What can you do to help with
recruiting?
• Recruiter Screenings
• Navy Awareness
• Fly Overs
• Support Local Recruiters
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12. What can you do as an
Executive/Commanding Officer?
• Counsel separating Sailors and Officers on the value of
service in the Selected Reserve.
• Be a Navy Ambassador…community service, participate in
Veteran’s Day events, visit your college/high school.
• Ensure a thorough special duty screening is completed
for any Sailor who will be assigned to recruiting duty.

13. RECRUITING DUTY SCREENING
 Program Background: (MILPERSMAN 1306-964)
• The mission of recruiting is to recruit men and
women for enlisted, officer candidate, and officer
status in the Regular and Reserve Components of
the Navy. It is one of the most demanding billets in
the Navy due to the pressures associated with a
fast-paced sales environment. Experience has
shown that personnel with a strong record of
performance in the Fleet and who are at ease
discussing navy programs with others have the
ability to succeed on recruiting duty.

14. RECRUITING DUTY SCREENING
 Program Background: (MILPERSMAN 1306-
964)
• Production recruiters are typically on independent duty and are
often stationed in areas far from military installations and
associated support facilities. As such, they may be the only
Sailors stationed in areas far from fleet concentration areas.

15. 19
RECRUITER SCREENING REQUIREMENTS
 Reference: MILPERSMAN Articles 1306-900 & 1306-964.
 Recruiters must have
• Valid Drivers License
• Excellent command of the English language
• No alcohol related incidents in 3 years or three within the past five
years
• NAC-LC – “Favorable Adjudication,” i.e., Security Clearance.
• Outstanding appearance, military bearing, and conduct
• Required OBLISERV for normal tour of duty; those with >15 years
must complete a minimum tour prior to transfer to Fleet Reserve
Back to Presentation

16. 20
RECRUITER SCREENING REQUIREMENTS
 Recruiters must have
• No outstanding Family Advocacy Program cases
• No performance marks below 3.0 (in last 36 months)
• No NJP violations (in last 36 months)
• No significant financial hardships
• Completed a medical screening and be fully qualified for
reenlistment/retention
 Appearance
• Within HT/WT Body Fat Standards AT TIME OF TRANSFER
• Passed the last three regularly scheduled Physical Fitness
Assessments (PFA)
• No tattoos contradictory to Navy policy (NAVADMIN 110/06)

17. 21
RECRUITER SCREENING REQUIREMENTS
 Medical disqualifiers/concerns
• Member – mental health issues aggravated by stress
• Family - Exceptional Family Members require special
consideration
 Proper placement through Ultimate Duty Assignment (UDA)
 Location near major Military Treatment Facility (MTF) or Fleet
Concentration Area
 Screening signed by CMC and CO/XO/OIC/COS
Back to Presentation

18. BENEFITS OF RECRUITING DUTY
 Benefits
• SDAP
• Desirable locations
• Recruiting Command Advancement Program
• Special or Supplemental Clothing Monetary Allowance (SSCMA)

19. Key Take-Aways
• Delivering high quality, diverse talent to the Fleet
AC/RC Medical, RC General Officer are greatest challenge
• Need your assistance in ensuring recruiter
screenings are completed in accordance with
MILPERSMAN
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20. 24
The End Result…
U.S. Navy Sailor

21. Questions?

22. Back Up
Slides
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23. Web & Social Media Presence
Navy Recruiting Sites
 www.navy.com
 www.navy.com/healthcare
 www.navy.com/nuclear
 www.navy.com/seals
 www.navyreserve.com
 www.elnavy.com
 www.mynavymyfuture.com
 www.navyathletes.com
 www.cnrc.navy.mil
Social Networking Sites
 www.navyformoms.com
 www.facebook.com/navyrecruiting
 www.facebook.com/usnavylife
 www.facebook.com/navychaplain
 www.facebook.com/navycivilengineer
 www.facebook.com/NavyHealthcare
 www.facebook.com/navyjag
 www.facebook.com/NavyNuclear
 www.facebook.com/womenredefinednavy
 www.facebook.com/navycryptologyandtechnology
 www.youtube.com/user/UnitedStatesNavy
 www.myspace.com/usnavy
 www.twitter.com/navynews
 www.flickr.com/photos/unitedstatesnavy
Back to Presentation

24. NRC Manpower and Resources
MPN, 5,420
RPN,940
Civilian
Personnel, 666
Contract
Personnel, 237
MPN, $496.62
RPN, $94.16
Civilian
Personnel, $45.68
Contract
Personnel, $21.93
Recruiting
Support (Non-
Mpwr), $66.31
Marketing &
Advertising (Non-
Mpwr), $67.08
IT (Non-Mpwr),
$17.23
Enlistment
Incentives,
$110.58
Total FY 10 Workforce (7,263) Total FY 10 Operating Costs
($919.59M)
Production to Support Ratio
≈ 11 to 1
Reductions through FY12
Marketing & Advertising - 67% Enlisted Incentives - 36% Manpower - 11% IT - 22%
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Production Recruiters 81%
NRD Support
6%
NRD Staff
2%
NRC Staff
6%
NRD/CRF Management
5%