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this step the same way you would if you were
blueprinting an applicant.
Identify the Underlying Causes of the Problem
Be careful that you don’t identify a symptom instead
of a cause. Dig deep to find out the real reasons. There
may be more than one cause contributing to the same
problem. You may find this step correlates to smoking
out objections during a sales presentation.
Develop Appropriate Solutions
This may be a simple required action to correct the
problem immediately or a plan of action that will require
implementation over time. You may need to develop a
combination of several actions for more complicated
problems.
Plan and Make Changes
People don’t resist change as much as they resist
being changed. If you involve people in your problem
solving from the beginning, letting them share in the
process, they will most likely actively carry out the
agreed-upon changes.
Follow Up and Adjust Your Plan
Always give your plan time to prove itself, but be
flexible enough to refine it, when needed.
RECRUITING COMMAND ORGANIZATION
As a member of the CRF, you have a vital role in
support of the recruiting command mission. To
understand and fulfill your role, it helps to have the “big
picture” and see the overall organizational structure. The
following paragraphs give a brief description of the
duties and responsibilities performed by individuals in
the recruiting command organization.
COMMANDER, NAVY RECRUITING COMMAND
HEADQUARTERS
The commander has an extensive executive staff as
well as six departments at the headquarters. Figure 1-3
shows how COMNAVCRUITCOM headquarters is
organized.
Executive Staff
The commander’s staff includes an executive
assistant, aide, flag writer, administrative assistant,
command career counselor, and headquarters master
chief. The deputy commander, command master chief,
inspector general, national recruiting district assistance
council (RDAC) coordinator, and special assistant billets
are described in the following paragraphs.
DEPUTY COMMANDER.– The deputy commander
is the principal assistant and advisor to CNRC and
assumes the responsibilities of the commander in the
commander’s absence.
COMMAND MASTER CHIEF.– The CMC,
formerly the force master chief, is the senior enlisted
member of the Navy Recruiting Command. The CMC
serves as the personal advisor to and representative of
the commander in personnel welfare, morale, recruiting
programs and aids, recruiter conferences, and specific
problem areas affecting overall recruiting effort.
INTEGRITY AND EFFICIENCY/INSPECTOR
GENERAL.– The inspector general’s office covers
quality assurance, internal reviews, and investigative
reviews. The recruit quality assurance team and all
congressional correspondence fall under the inspector
general’s purview.
RECRUITING DISTRICT ASSISTANCE
COUNCIL COORDINATOR.– The RDAC national
coordinator and the RDAC program manager are
responsible for coordinating the efforts of the district
RDACs.
SPECIAL ASSISTANTS.– Special assistants for
public affairs, financial management, minority affairs,
legal affairs, and marketing advise the commander in
their respective areas of responsibility.
Personnel and Logistics Department (Code 10)
Code 10 plans, directs, and coordinates all military
and civilian personnel functions for headquarters and the
field, supply and constraint responsibilities, space
acquisition, leased vehicle and housing programs,
coordination of organizational changes, and processing
of all initial Navy commissioning documents.
DIRECTOR, PERSONNEL DIVISION (CODE
11).– Code 11 provides personnel management and
support services to headquarters and field activities,
1-10
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