continued satisfactory performance of duty and
COMNAVCRUITCOM manpower requirements.
ADMINISTRATION OF RECRUITER
(9585) AND SUPPORT PERSONNEL
Enlisted personnel are ordered to duty at
Recruiting Areas or Districts, as either recruiters
(9585) or recruiting support personnel, by
Recruiter Suitability Boards
One of your responsibilities as a CRF is to
evaluate new recruiters. Normally, recruiters who
have been in a production capacity for 6 months will
develop the skills and self-confidence necessary to
become successful, productive recruiters. However,
some individuals do not possess the necessary
qualities to succeed in recruiting. These individuals
should be considered for board review action as soon
as identified. Some individuals, although not yet
succeeding, are highly motivated toward recruiting.
They may take slightly longer than 6 months to
You should provide extensive
training and monitoring to these individuals. Each
case must be judged independently; however, any
unsuccessful production recruiter should not be
retained beyond 1 year. Under no circumstances will
a recruiter who has been on board more than 1 year
be nominated for a recruiter suitability board (RSB).
You should exercise care to ensure professional,
positive training and assistance is provided to each
Before recommending any
recruiter to an RSB, you need to ask yourself if you
have given this individual every possible opportunity
to succeed. Some reasons for recommendation to an
RSB include the inability to communicate, adapt to
the recruiting environment, interact with the applicants
or the community, and comprehend the recruiting
Board Composition and Requirements
The NRD XO presides as board president.
Members will include the EPO, CR, and a ZS, The
report of an RSB includes a brief description of the
recruiters problems and a board recommendation.
The CO will add his or her decision to the report.
The board can recommend a transfer for recruiters
who are working hard but are determined by the board
to be lacking in recruiting ability. This procedure
should not be confused with fault and no-fault
transfers, which are explained later in this chapter.
The number of transfers authorized per year will be
provided annually to Area commanders.
When a recruiter is nominated for transfer from
recruiting duty as a result of an RSB, a Naval
Message Availability Report is submitted to
CHNAVPERS. The members NEC 9585 will be
revoked and he or she will be reassigned within his or
The individual should be advised to
contact his or her detailer to discuss future
Reassignment will be made by the
rating detailer to a shore duty billet available closest
to the NRD from which the member is being
transferred for completion of the normal shore tour.
SDAP is terminated when the recruiter is taken off
production, but may be retained until transfer, if the
recruiter is kept on production.
evaluation will cite an inability to perform recruiting
duty through no lack of effort on the part of the
Recruiters may be recommended for fault/no-fault
transfers when they are considered unsuited for
recruiting duty. Fault and no-fault transfers are not to
be used as substitutes for disciplinary actions.
Recruiters who have a fault/no-fault transfer lose their
NEC 9585 and SDAP upon removal from a
production status. A recruiter being processed for a
fault/no-fault transfer must be provided an opportunity
to review the transfer request letter. The recruiter
should provide a signed statement that he or she has
reviewed the transfer request and either has no
statement or will provide a written statement to be
forwarded with the COs letter. Availability y reports
will be initiated only after the transfer request is
approved by CHNAVPERS and the message
prompting availability is received. Personnel made
available for fault/no-fault transfer are considered
ineligible for either future assignment to recruiter duty
or recruiter support duty.
Recruiters may be considered for a fault transfer
when they are considered unsuited for continued
recruiting duty as a result of their own actions. Some
possible reasons for fault transfer include lack of
integrity, misconduct or misappropriation, and