readily identifies the time from interview to new
contract. The 72-hour rule says we should have our
applicant under contract within 72 hours of the
interview. Understandably, this rule is not appropriate
to all situations or areas of the country. Many times
documents must be obtained or logistics preclude
meeting the 72-hour timetable. Its more a sense of
urgency than an ironclad rule.
The Production Analysis/Training Evaluation
NAVCRUIT 1550/6, provides
information necessary to conduct a production analysis
and provide a baseline of information for the RINC
and ZS to establish a prospecting plan. The
information entered on the sheet is gathered from the
station and zone applicant logs. The PATE sheet is
the only activity analysis form authorized by the
Commander, Navy Recruiting Command
(COMNAVCRUITCOM). Figure 8-3 is a sample
PATE sheet for a recruiter.
PATE Sheet Maintenance
Each recruiter, RINC, and ZS maintains a current
month PATE sheet. Recruiters and RINCs attach their
PATE sheets to their respective applicant logs for
retention. ZSs submit their zone PATE sheet to the
CR at the end of each month, keeping a copy for their
files. The PATE sheet has five sections:
l Section I - Prospecting Generated. This
section is a guide for recruiter generated activity and
provides the data for building the weekly prospecting
plan. Three months of phone, PDC, and DEP referral
activity along with actual hours spent in each mode
are entered and averages computed.
l Section II - Other Generated Activity. This
section allows the recruiter, RINC, and ZS to
determine the effort and contribution to new contract
goal from other sources such as LEADs, NALTs, and
l Section III - Average Time of Interview to
New Contract. This section provides a measurement
of recruiter sense of urgency and effectiveness. This
l Section IV - Processing Analysis. This
information provides a baseline of information that
allows the recruiter, RINC, and ZS to determine time
sales effectiveness, and required
processing activity necessary to attain goal.
l Section V - Training Required. This section
is used to document identified weaknesses. Numbers
alone do not represent an analysis. You need to
provide a narrative of what was learned from the
documentation of the previous sections.
recording the information in this section, schedule,
conduct, and document the training.
Using PATE Sheet Data
The PATE sheet is used for planning, evaluation,
and analysis. The sheet provides each recruiter with
data needed to develop prospecting and processing
It helps the supervisor track activity to
determine if current prospecting and processing levels
will be sufficient to meet goals. It also provides
information necessary to make adjustment decisions
during the month.
DEVELOPING PROSPECT PLANS FROM
PATE DATA. Recruiters develop their prospecting
plan based on the information from their PATE sheets.
They should plan contracts from proven modes of
prospecting, while still working on the modes that
have not been as successful. Their plans should be
based on what they have done in the past, even
though training is being conducted to improve the
future. Common sense must be used when the hours
required for planned contracts become unmanageable.
The RINC should work with the recruiter to come up
with a workable plan while training is taking place.
Make sure recruiters understand that the planned hours
of prospecting are based on their history. Their goal
should be to meet the required appointments,
interviews, and ultimately contracts with less hours of
prospecting than planned. This shows improvement
and greater efficiency.
Recruiters also need to be
aware of their average time from interview to new
contract so they know when activity should be
completed to result in the contracts needed for station
I D E N T I F Y I N G S T R E N G T H S A ND
WEAKNESSES FROM PATE DATA. Supervisors
must analyze their PATE sheets to identify strengths
This information is used to
determine and plan training needs. ZSs can compare