R 231445Z DEC 20 MID200000466470U
FM CNO WASHINGTON DC
INFO CNO WASHINGTON DC
PASS TO OFFICE CODES:
FM CNO WASHINGTON DC//N1//
INFO CNO WASHINGTON DC//N1//
MSGID/GENADMIN/CNO WASHINGTON DC/N1/DEC//
SUBJ/FY-20 SUMMARY OF RETENTION BEHAVIOR, FY-21 RETENTION BENCHMARKS AND
RETENTION EXCELLENCE AWARD CRITERIA//
REF/A/MSG/CNO WASHINGTON DC/121637ZNOV19//
REF/C/MSG/CNO WASHINGTON DC/162058ZAPR18//
REF/D/MSG/CNO WASHINGTON DC/231840ZAPR18//
NARR/REF A IS NAVADMIN 254/19, CULTURE OF EXCELLENCE.
REF B IS BUREAU OF NAVAL PERSONNEL CAREER COUNSELOR HANDBOOK.
REF C IS NAVADMIN 095/18, BRILLIANT ON THE BASICS II PART A REVISITING THE
REF D IS NAVADMIN 100/18, BRILLIANT ON THE BASICS II PART B ENGAGEMENT.
REF E IS OPNAVINST 1040.11D, NAVY ENLISTED RETENTION AND CAREER DEVELOPMENT
RMKS/1. This NAVADMIN announces the highlights for fiscal year (FY)
2020 retention behavior, outlines the FY-21 retention environment, provides
FY-21 reenlistment benchmarks and updates the FY-21 Retention Excellence
Award (REA) criteria. Additionally, it reemphasizes our commitment towards
promoting a culture of excellence in line with reference (a) and the need to
retain the best and brightest talent on our Navy team.
2. FY-20 Retention Behavior. In FY-20, the Navy achieved the following
reenlistment rate attainment in Zones A, B, and C, which included Reserve
affiliation: 69 percent for Zone A (57 percent benchmark), 76 percent for
Zone B (67 percent benchmark) and 89 percent for Zone C (82 percent
benchmark). The Navy was able to meet and exceed these goals due to
retaining Sailors within both the Active and Reserve Components and because
of a considerable decrease in Zone A attrition.
3. FY-21 Retention Environment. Building upon the retention gains in the
last few years, the Navy remains committed to retaining the right talent and
experience in the right pay grades and ratings.
While we have grown over the years, some enlisted ratings have become
overmanned, creating imbalances in the Fleet. As we move into FY-21, the
Navy will make a concerted effort to provide balanced enlisted ratings and
improve community-rating health across the Fleet. Part of this effort will
include opening opportunities for Sailors to convert from overmanned to
Leadership and engagement at every level is needed to sustain our level of
retention, with a renewed focus on strengthening undermanned ratings and
providing for expanded career progression opportunities for our Sailors.
4. FY-21 Retention Benchmarks. In order to retain the right talent, with
the right skills, in the right rating, we must continue to keep the press on.
Echelon II and III commands must meet or exceed the aggregate reenlistment
rates and attrition target set forth as follows:
Zone A (0 TO 6 Years of Service) 57 percent
Zone B (6 TO 10 Years of Service) 67 percent
Zone C (10 TO 14 Years of Service) 82 percent
Zone A Attrition 4.5 percent or less
In FY-20, our Navy Reserve team provided outstanding support across the
Fleet. Our Reservists activated to ensure COVID-19 accountability reporting,
filled vacant gaps at sea and special shore assignments as recruiters and
trainers at recruit training command and so much more. The Navy Reserve team
consistently and effortlessly supports our global efforts, therefore,
retention through reserve affiliation is a key component to a successful Navy
mission and will be factored into REA computations.
a. As detailed in reference (b), Echelon II commands will align their
recognition programs to support achievement of the FY-21 All- Navy retention
b. Echelon II commands, type commanders (TYCOM) and immediate superiors
in command (ISIC) will determine the necessity of waivers where command-level
performance and personnel complement dictate.
5. REA. The annual REA is built upon the tenets in references (c) and (d),
Brilliant on the Basics. The annual benchmarks remain the measure to
determine commands who are brilliant on the basics of retaining the most
talented Sailors in the Navy and their families.
If commands meet the FY-21 retention and attrition benchmarks, which include
Reserve affiliation cited in paragraph 4, they are eligible for the REA.
a. Computation Exceptions. A zone with zero transactions at or before
expiration of active obligated service (EAOS) will qualify as
100 percent reenlistment rate if the command has qualifying transactions in
the other zones. Only two zones may be allowed to default to 100 percent.
b. Loss transactions on a Sailor transferred from a command due to
pending separation, medical hold or legal hold will reflect on the command
the Sailor was last attached to in an accounting code 100 status.
c. Commands must have at a minimum one zone of qualifying transactions
to be eligible for the REA. Waivers may be considered on a case-by-case
basis for small commands who have outstanding programs, but no junior
d. Requests for waivers of any award element in paragraph 4 must be
submitted in writing via the respective ISIC or TYCOM with specific
justification. Waiver requests must be signed by the commanding officer.
Requests not positively endorsed at any level will not be considered. Waiver
approval authority resides with Echelon II commands.
e. TYCOM and direct reporting counselors will evaluate and submit
eligible commands to their respective Echelon II commands no later than 1
6. REA Announcement and Recognition. Echelon II commands should announce
their FY-21 REA recipients following consolidation of Echelon III and direct
reporting command submissions no later than 31 December 2021. Following the
announcement message, awardees may fly the retention excellence pennant or
paint their anchor gold until release of the following fiscal year award
7. Command Information Program Review (CIPR). The CIPR and how well
commands score remains a vital part of the Command Career Development Program
(CDP). Its effectiveness is measured throughout the career of a Sailor, from
entry level to transition. Therefore, conducting a CIPR as a self-assessment
tool as well as through TYCOM and ISIC inspections remains a strategic
imperative. For commands who demonstrate the ability to retain talent, those
who earn the REA are exempt from a TYCOM and ISIC review, not to exceed 2
consecutive years. To ensure no degradation of the CDP, TYCOMs and ISICs
must conduct spot checks on subordinate commands to include those exempted.
Echelon II commands with TYCOM input will determine the percentage of CDP
spot checks. A key component in running an effective program is the ability
to access and transmit information.
In line with references (b) and (e), it is vital that the command career
counselors (CCC) have the highest level of internet access to accomplish
8. Career Counselor of the Year (CCOY). A key component of brilliant on the
basics as detailed in references (c) and (d) is recognition. As a method to
recognize those Sailors who play a critical role at every level of a Sailors
career, Echelon II commands have the CCOY program. This program is open to
rated Navy Counselors and collateral duty counselors. Each Echelon II
command will publish program guidance via separate correspondence.
9. Points of Contact
a. Manpower, Personnel, Training and Education, Fleet Career Counselor.
NCCM(SW/AW) Latonya Luter, at (703) 604-5353/DSN 664 or via e-mail at
b. U.S. Fleet Forces, Fleet Career Counselor. NCCM(SW/AW/IW) Raymond
Martinez, at (757)836-7780/DSN 836 or via e-mail at
c. U.S. Pacific Fleet, Fleet Career Counselor. NCCM(SW/AW) Susan
Garrow, at (808) 474-5848/DSN 315 or via e-mail at
d. Career Waypoint Branch (BUPERS-33). Mr. Randy Miller, at
(901) 874-2376/DSN 882 or via e-mail at randy.miller(at)navy.mil.
e. Enlisted Force Plans and Policy Branch (OPNAV N132). Mr.
Glenn Arrington, at (703) 604-5089/DSN 664 or via e-mail at
11. Released by Vice Admiral John B. Nowell, Jr, N1.//
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