side, the PATE sheet will also identify those stations
that are most efficient. Call on these RINCs to share
their success strategies at zone training sessions. The
a n d A r t o f N a v y R e c r u i t i n g ,
COMNAVCRUITCOMINST 1133.6, provides a
comprehensive trouble-shooting guide for activity and
ZONE SUPERVISOR MONTHLY
Each chief recruiter (CR), ZS, NRD trainer, and
NF/RZ recruiter maintains
a M o n t h ly
Plainer/Itinerary, NAVCRUIT Form 5220/1, that is
published and distributed to each NRS and key NRD
and MEPS personnel.
We will only cover the ZS
Publishing and Long-Range Planning
Only the current months planner/itinerary needs
to be published, but it is recommended that 12
out-month planners be maintained for long-range
planning purposes. Use the out-month planners to list
follow-up station visits, known meetings, conferences,
leave, and the like.
Preparation of the ZS Monthly
The first consideration in the preparation of the
ZS monthly planner/itinerary is your zones needs.
Consider recruiter qualification standards (RQS)
training and qualification needs, specific training
requirements, inspections, follow-up visits, DEP
meetings, zone meetings, RINC training, and time to
meet and indoctrinate new personnel.
considerations include personal and professional
meetings and commitments and leave and liberty.
Leave some flexibility in your planner. You need
some time slots left open to take care of unexpected
production problems, interview potential attrites, and
honor requests for assistance within the zone. Within
the space restraints of the planner, try to include not
only the name of the station, but also the main
purpose you want to accomplish during that visit.
This serves as a reminder to the RINC if certain
personnel need to be present. You may find that
some problems are taken care of before you arrive to
train them simply because they know what you are
coming to check. We discuss frequency of planned
visits in chapter 9, Meetings, Visits, and Inspections.
The DPR is the most important one-on-one time
that RINCs spend with their recruiters. Conducted at
the end of each day or before the start of the next
working day, the daily production review allows for
evaluation of prospecting and processing efforts as
well as an overall status of the recruiters
contributions to station goal.
updates, the review provides a good time to check
recruiters for attitude, motivation, and general morale.
Usually, the RINC will have obtained most of the
DPR information during the course of the day. The
one-on-one DPR still needs to be accomplished to get
the big picture, provide training, and afford each
recruiter an opportunity for a more private
The DPR should be conducted individually with
each recruiter. Start by setting some rapport with the
recruiter. As previously mentioned, the RINC should
use the DPR for an attitude check as well as a
Next, determine the status of
eligible applicants previously recorded on the
applicant log and analyze prospecting results.
Determine what action, if any, needs to be taken,
provide training, conduct counseling, or recommend
an adjustment of the recruiters activities. Make sure
you lead the recruiter in the right direction and the
recruiters changes to the plan meet a specific
Summarize the DPR and close on a
This is an overview. In the next
paragraph well look at a step-by-step approach to the
Steps of a DPR
There is no required sequence to the steps of a
DPR as long as the RINC starts with some rapport
and winds up with a summary and positive note.
What happens in between will differ with each
recruiter and situation.
CHECK PROSPECT-CARDS ON NEW
INTERVIEWS. Check the prospect-cards (P-cards)
on new interviews for blueprinting documentation to
include proper identification of the want, need,
dominant buying motive (DBM) and basic enlistment
eligibility requirements (BEERs). Make sure the next
step in processing has been scheduled or disposition
Make sure the recruiter asked for