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Figure 5-5.—Pie slice territory distribution
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Navy Counselor 1 & C (Recruiter) - Military manual for recruiting
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Goaling Worksheet
responsibility.  On  the  other  hand,  you  may  have  a station of seasoned players who could use a fresh and eager recruiter to liven up the office. Consider actual recruiter qualification standards (RQS) levels of your personnel,  leadership  experience,  skill  levels,  and attitudes  when  recommending  assignments. Goaling The  EPO,  with  input  from  the  CR,  distributes production goals to the ZSs. The ZSs then calculate the station goals and submit them back to the EPO via the CR. The EPO reviews the station goals and, if approved, includes them in the district’s monthly goaling notice, which  is  signed  out  by  the  CO.  Whether  calculating monthly or quarterly goals, the fair share goal method is used. Fair share goaling uses market share and recruiter share,  systematically  weighted,  to  determine  zone  and station goal shares. The basic formula is as follows: Zone goal share = MKT WT X MKT Share + 1 - MKT WT X RCTR Share MARKET SHARE.–  Zone market share is taken straight from the Zone Level Market Share report. The total market share percentage is used for each zone. Station  market  share  must  be  computed  as  a  percentage of the zone market share before using in the goal share formula. Remember, the Station Level Market Share report gives the market percentage of the NRD market for  each  ZIP  Code  and  a  total  for  the  NRS.  To determine  the  station’s  percentage  of  zone  market, simply  divide  the  NRS  total  market  share  percentage  by the  zone  total  market  share  percentage. RECRUITER  SHARE.–  Zone recruiter share is computed by dividing the number of recruiters in the zone by the total number of production recruiters in the district. Station recruiter share is derived by dividing the number of recruiters in the station by the number of recruiters in the zone. All recruiters assigned should be counted, even “off production” RINCs. WEIGHTS.–  Weights are applied to compensate for inequities in manning, experience, and territory factors. Basically, you are deciding which should have more impact on the goal, the number of recruiters assigned or the market potential. If all things were fairly equal, a 50/50   weight   distribution   would   suffice.   When determining weights keep in mind that, although being undermanned  may  be  considered  a  negative  aspect,  each recruiter does have a bigger slice of the pie, so to speak, from which to recruit. Stations that are overmanned may have smaller individual territories, but the overall market coverage  is  greater.  The  weighting  assignment  is  a subjective decision that is meant to equalize the goal assignments. At the station level, small shifts in weight factors will not overly affect goals. USING THE FAIR SHARE GOAL METHOD.–  Let’s use the fair share goal method to calculate  the  goals  for  stations  within  a  theoretical  zone. You are the ZS for Zone Alpha which has a total of 25 recruiters. Your zone has 30 percent of the district’s market.  You  have  five  assigned  stations  with  the following   district   market   shares   and   numbers   of recruiter: NRS 001, 5 percent of district market share, five recruiters NRS 002, 10 percent of district market share, eight recruiters NRS  003,  4  percent  of  district  market  share,  three recruiters NRS 004, 6 percent of district market share, five recruiters NRS 005, 5 percent of district market share, four recruiters The CR has called your zone goal to you as follows: New   contract   goal:   40 NPSWF: 20 “A” Cell: 30 UMGB: 8 UMGH: 2 NF: 3 Compute New Contract Goals.–  The first thing you should do is compute the station new contract goals. 1.  Determine  each  station’s  percentage  of  zone market by dividing their district market share percentage by the zone’s share of the district market percentage. NRS 001: .05 divided by .30 = .1666 NRS 002: .10 divided by .30 = .3333 NRS 003: .04 divided by .30 = .1333 NRS 004: .06 divided by .30 = .2000 5-10

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