| |
completion of a successful tour of duty in recruiting
and at the recommendation of their CO or officer in
charge. CRF personnel, CLOs, and RDAC members
will be eligible for the ribbon upon each completion
of 3 consecutive years of recruiting duty. CANREC
and ADSW recruiting personnel will also be eligible
for the ribbon after completion of 3 consecutive years
of combined recruiting duty provided no break in
service of more than 60 days occurs during the period.
Prescribed Tour of Duty
The member’s projected rotation date (PRD) from
recruiting as established by CHNAVPERS for officers
and enlisted is considered the end of a qualifying tour
of duty. Personnel who completed a minimum of 18
months on recruiting duty but who were transferred
before their original PRD to a nonrecruiting activity
may submit a waiver request to CNRC. Personnel
who were fault transferred are not eligible for the
Navy Recruiting Service Ribbon and waivers will not
be considered.
Precedence and Subsequent
Awards
The Navy Recruiting Service Ribbon will be worn
after the Overseas Service Ribbon and before the
Armed Forces Reserve Medal.
Second and
subsequent awards will be denoted by 3/16-inch
bronze stars. A 3/16-inch silver star will be worn in
place of a sixth award.
The award consists of a
ribbon bar only.
No citation or certificate will be
issued.
FOLLOW-ON TOUR GUARANTEES
Personnel reporting to NRDs as production
recruiters will be guaranteed choice of coast
assignment upon completion of a full 3-year tour in
recruiting. However, if fleet balance is not within 5
percent, the coast of choice is determined by the
enlisted assignment branch. Options include choice of
home port or type of sea duty command on the
selected coast if a valid requirement for rate/rating
exists or training of choice provided the member is
qualified for the training desired, quotas are available,
and training can best support fleet readiness
requirements.
Members should make their duty
preferences known to their detailers 9 to 15 months
before their PRD from recruiting duty.
PARTIAL SEA DUTY CREDIT
FOR PRODUCTION
RECRUITER TOURS
To make recruiting more attractive as a duty
option and provide an incentive for hard-to-fill
production recruiter assignments, production recruiters
(NEC 9585) reporting to NRDs will receive partial sea
duty credit for rotation purposes according to the
following guidelines:
. Members serving in NEC 9585 billets who
transition to NEC 9586 billets will earn partial sea
duty credit for the period they complete as production
recruiters. Partial sea duty credit is not approved for
time spent performing the duties of a recruiter or
classifier.
l Sea duty credit is given based on NRD
assignment. Credits by NRD are listed in the Enlisted
Transfer Manual, NAVPERS 15909. Production
recruiters will receive the sea duty aedit upon
successful completion of a 36-month tour. Members
will be given sea duty credit for the period of an
extension at the same rate they earn for their original
tour; for example, if a member received 24 months’
credit for a 36-month tour, that member will receive
8 months of additional credit for a l-year extension.
Sea duty credit is authorized for one extension only.
PROFESSIONAL GOAL SETTING
Most of you have probably studied goal setting in
one of the Navy’s leadership schools.
In the
following paragraphs we will apply goal setting to the
recruiting environment. You should set your own
goals as well as encourage and assist your recruiters
with their professional goal setting. Zig Ziglar has
often said, “You can get everything you want in life
if you help enough other people get what they want.”
Realization of your recruiters’ professional goals will
usually put you on the road to achieving your own.
PLANNING
Goal setting is the art of planning. Everyone
understands the importance of planning, but it is
seldom sufficient y used There are two major reasons
for this. First, while planning is important, it is never
urgent. You can put off planning because of daily
emergencies.
Of course, planning is the very thing
that can keep these same emergencies to a minimum.
The second reason is that typical managers are people
3-9
|
