 
NRS 005: .05 divided by .30 = .1666
NRS 002: .3266 X 40 = 13.04
2. Determine each station’s recruiter share by
dividing the number of recruiters in the station by the
total number of recruiters in the zone:
NRS 001: 5 divided by 25 = .20
NRS 002: 8 divided by 25 = .32
NRS 003: 3 divided by 25 = .12
NRS 004: 5 divided by 25 = .20
NRS 005: 4 divided by 25 = .16
3. Determine weights for market share and
recruiter share. For this exercise we will consider
manning conditions are ideal based on RAF and
subjective assignment factors. Training levels are fairly
equal and there are no other significant considerations.
Therefore, we will make the market share weight .50.
Recruiter share is 1  the market share, which would
also be .50.
4. Now, let’s use the formula to compute each
station’s goal share.
NRS 001: .1666 X .50 + .20 X .50 = .0833 + .10 =
.1833
NRS 002: .3333 X .50 + .32 X .50 = .1666 + .16 =
.3266
NRS 003: .1333 X .50 + .12 X .50 = .0666 + .06 =
.1266
NRS 004: .2000 X .50 + .20 X .50 = .1000+ .10 =
.2000
NRS 005: .1666 X .50 + .16 X .50 = .0833 + .08 =
.1633
If these numbers are easier to understand in percentages,
just move the decimal over two places. For example,
NRS 001’s goal share of .1833 becomes 18.33 percent.
5. Now multiply the goal share times the zone new
contract goal of 40 to get the individual station new
contract goals.
NRS 001: .1833 X 40 = 7.33
NRS 003: .1266 X 40 = 5.06
NRS 004: .2000 X 40 = 8.00
NRS 005: .1633 X 40 = 6.53
6. Round goals off, ensuring the total equals 40.
Station goals would be 7, 13, 5, 8, and 7 respectively.
7. Compare required production per recruiter (PPR)
for each station by dividing the goal by the number of
recruiters assigned. There should not be a significant
difference between stations. If you find the difference to
be 1.0 or greater, you probably have a manning
imbalance. Weights should be adjusted to compensate.
Goaling Worksheet.– You may find the goaling
worksheet, provided in figure 56, helpful when
computing goals for your stations.
Assign Work Force, “A” Cell, Minority and
Program Goals.– Using data from your STEAM reports
and other territory analysis information, assign goals for
work force, “A” cell, minority upper mental groups, and
programs. Make sure you distribute these goals fairly
over the course of the FY, not just 1 month at a time.
For example, let’s say that the Hispanic population is
broken down as follows:
NRS 001  20 percent
NRS 002  50 percent
NRS 003  5 percent
NRS 004  15 percent
NRS 005  10 percent
This month you are goaled with two Hispanic upper
mental group (HUMG) contracts. You could goal NRS
001 and NRS 002 each with one HUMG for the month.
However, if you continued this over the course of the
year, NRS 001 would end up with 50 percent of your
annual Hispanic goal instead of a fair 20 percent. NRS
002 would have a fair 50 percent of the zone’s Hispanic
goal, but the other stations would be undergoaled over
the course of the year. To make sure your goaling
practices are fair, you should alternate the minority
goaling to ensure yearend percentages are equitable.
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