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SUBJ/PRACTICES OF SUCCESSFUL COMMANDS - PART FOUR//
REF/A/MSGID:MSG/101617ZFEB10/-//
REF/B/MSGID:MSG/252132ZJUN10/-//
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NARR/REF A IS PRACTICES OF SUCCESSFUL COMMANDS.
REF B IS PRACTICES OF SUCCESSFUL COMMANDS PART TWO.
REF C IS PRACTICES OF SUCCESSFUL COMMANDS PART THREE.//
GENTEXT/REMARKS/
1. OVER THE PAST TWO YEARS, I HAVE RELEASED A SERIES OF "PRACTICES OF SUCCESSFUL
COMMANDS" MESSAGES. IN THESE MESSAGES I EMPHASIZED THE IMPORTANCE OF
PROPERLY LEADING/MANAGING THOSE PROGRAMS THAT HAVE THE GREATEST INFLUENCE
ON OUR SAILORS, THEIR FAMILIES AND THUS, YOUR COMMANDS. I ALSO EMPHASIZED THE
NEED FOR COMMANDERS TO EFFECTIVELY PRIORITIZE THEIR EFFORTS GIVEN BOTH THE
IMMEDIATE CHALLENGES THEY MAY FACE FROM DAY TO DAY AND THE LONG-TERM NEEDS OF
THEIR SAILORS AND THE NAVY. STRIKING THE PROPER BALANCE BETWEEN REACTING TO
TODAY'S CRISES WHILE NOT LOSING SIGHT OF THE STEADY-STRAIN EFFORT NECESSARY TO
SUSTAIN OUR FORCE FOR THE LONG HAUL THROUGH AN UNCERTAIN FUTURE IS THE VERY
ESSENCE OF COMMAND.
2. NEITHER YOU, NOR YOUR SUBORDINATE COMMANDERS, CAN MAKE EVERYTHING A TOP
PRIORITY EVERY DAY. THAT IS WHY I'VE TRIED TO MAKE MY FORMAL GUIDANCE TO YOU
BROAD IN NATURE AND ENDURING IN SCOPE - TO GIVE YOU THE MANEUVERING SPACE YOU
NEED TO FIT YOUR PRIORITIES IN WITH MY OVERALL, LONG-TERM DIRECTION.

2. 3. IN THIS MESSAGE I'M CALLING YOUR ATTENTION TO SEVERAL FOUNDATIONAL PROGRAMS
THAT, DUE TO THEIR SIGNIFICANT IMPACT ON THE PROFESSIONALISM AND READINESS OF
OUR SAILORS, AS WELL AS THE IMPACT ON THEIR FAMILIES, SHOULD NEVER BE FAR FROM
THE CENTER OF YOUR "SCOPE" AS COMMANDERS.
4. I BELIEVE YOUR PERSONAL ATTENTION IS REQUIRED TO ENSURE OUR TRAINING ON THESE
PROGRAMS IS BEING PROPERLY CARRIED OUT AND OUR TRAINING OBJECTIVES ARE BEING
MET:
A. PROFESSIONALISM:
(1) PETTY OFFICER THIRD, SECOND, AND FIRST CLASS SELECTEE LEADERSHIP COURSES.
EVERYTHING WE DO BEGINS WITH WELL-TRAINED, MOTIVATED LEADERS AT EVERY LEVEL OF
THE CHAIN-OF-COMMAND. "DELIVERING AND DOCUMENTING" REQUIRED LEADERSHIP
TRAINING AND ENSURING THAT TRAINING IS PROPERLY DELIVERED WHILE MEETING A HIGH
STANDARD OF QUALITY IS THE FIRST STEP IN OUR NAVY'S SUCCESS. THESE ARE THE
APPLICABLE REFERENCES:
A) NAVADMIN 033/06-NAVY LEADERSHIP CONTINUUM,
B) BUPERSINST 1430.16F-ADVANCEMENT MANUAL FOR ENLISTED PERSONNEL OF THE U.S.
NAVY AND U.S. NAVY RESERVE,
C) OPNAVINST 5351.2-ENLISTED NAVY LEADER DEVELOPMENT.
(2) NAVY ENLISTED RETENTION AND CAREER DEVELOPMENT PROGRAM.
IN THE CURRENT ENVIRONMENT, OUR SAILORS ARE FACED WITH SIGNIFICANT CHALLENGES
BROUGHT ABOUT BY FORCE-SHAPING MEASURES SUCH AS PERFORM TO SERVE AND
ENLISTED RETENTION BOARDS; THEREFORE, IT IS CRITICAL THAT WE PROVIDE SAILORS
EVERY OPPORTUNITY TO ACHIEVE THEIR PROFESSIONAL GOALS AND POSITIVELY IMPACT
THEIR DESIRE TO REMAIN ON ACTIVE DUTY OR, IF SEPARATION DOES OCCUR, WE HELP
ENSURE AN ORDERLY TRANSITION TO THE NAVY RESERVE IS AVAILABLE. THE ACTIVE
INVOLVEMENT OF EVERY LEVEL OF THE CHAIN-OF-COMMAND IS THE KEY ELEMENT TO A
SUCCESSFUL CAREER DEVELOPMENT PROGRAM (CDP) THAT HAS THE ANNUAL CAREER
INFORMATION PROGRAM REVIEWS AS ITS CENTRAL ELEMENT.
THESE ARE THE APPLICABLE REFERENCES:
A) OPNAVINST 1040.11C-NAVY ENLISTED RETENTION AND CAREER DEVELOPMENT PROGRAM,
B) NAVPERS 15878K-BUREAU OF NAVAL PERSONNEL CAREER COUNSELOR HANDBOOK,
CHAPTER 7-CAREER INFORMATION PROGRAM (CIP) REVIEW.
B. READINESS:
(1) SUBSTANCE ABUSE PREVENTION PROGRAM. THE SINGLE BIGGEST ISSUE WE FACE
WITH RESPECT TO THE DEGRADATION OF READINESS DUE TO MISCONDUCT IS THE
IRRESPONSIBLE USE OF ALCOHOL. THE LARGE MAJORITY OF THE SITREPS/OPREPS I
RECEIVE REPORTING INCIDENTS OF DOMESTIC VIOLENCE, SEXUAL ASSAULT,
VEHICLE/MOTORCYCLE MISHAPS, ETC., HAVE ALCOHOL ABUSE AS A KEY CONTRIBUTING
FACTOR. UNFORTUNATELY, THERE IS NO QUICK OR EASY FIX FOR THIS ISSUE. WE MUST BE
BOTH RESOURCEFUL AND CREATIVE WHILE USING EVERY LEADERSHIP AND LEGAL TOOL WE
HAVE AVAILABLE TO IMPACT THE DECISION THAT LEADS TO ALCOHOL ABUSE. ONE OF OUR
BIGGEST ASSETS IN THIS NEVER-ENDING FIGHT IS TRAINING AND AWARENESS. COMPLETION
OF THE REQUIRED DRUG AND ALCOHOL TRAINING, AND THE ALCOHOL AWARE AND ALCOHOL
AND DRUG ABUSE MANAGEMENT SEMINAR FOR SUPERVISORS (ADAMS) IS THE IMPORTANT
FIRST STEP FOR EVERY COMMAND TO TAKE. THE APPLICABLE REFERENCE IS OPNAVINST
5350.4D-NAVY ALCOHOL AND DRUG ABUSE PREVENTION AND CONTROL. **NOTE**
RESPONSIBLE USE OF ALCOHOL (USE, PREVENTION AND CONTROL) GMT IS AN ANNUAL GMT
REQUIREMENT PROVIDED TO ASSIST IN EDUCATING AND TRAINING OUR SAILORS IN THE
RESPONSIBLE USE OF ALCOHOL.
(2) SEXUAL ASSAULT PREVENTION & RESPONSE. THE NUMBER OF SEXUAL ASSAULTS
OCCURRING IN THE NAVY TODAY IS ALARMING, PARTICULARLY CONSIDERING THAT THIS
CRIME IS USUALLY UNDERREPORTED TO A SIGNIFICANT DEGREE. MOST OF THESE CASES IN
THE USFF AOR ARE "BLUE-ON-BLUE" AND OCCUR IN CONJUNCTION WITH ALCOHOL ABUSE BY
YOUNGER SAILORS. SEXUAL ASSAULT OF OUR SAILORS, PARTICULARLY BY OTHER SAILORS,

3. UNDERMINES EVERYTHING WE STAND FOR AS A NAVY AND DESTROYS THE TRUST BETWEEN
SHIPMATES THAT MUST EXIST FOR US TO SUCCESSFULLY CARRY OUT OUR MISSION. ALL
TOO OFTEN, THE INVESTIGATION OF THESE CASES RESULTS IN A "RE-VICTIMIZATION" OF THE
SAILOR WHO WAS ASSAULTED, ADDING PAIN TO THE TRAGEDY AND CONTRIBUTING TO A
LOSS OF TRUST IN THE CHAIN-OF-COMMAND. WE HAVE LEARNED A GREAT DEAL ABOUT THIS
ISSUE OVER THE PAST FEW YEARS AND HAVE INCORPORATED THIS KNOWLEDGE INTO OUR
SAPR PROGRAM. WE MUST APPLY THIS INFORMATION VIGOROUSLY IN ORDER TO PREVENT
THIS CRIME FROM OCCURRING AND, IF A SEXUAL ASSAULT IS REPORTED TO THE CHAIN-OF-
COMMAND, WE MUST BETTER DEAL WITH ALL ASPECTS OF THE INVESTIGATION AND
SUBSEQUENT PROSECUTION. THE APPLICABLE REFERENCES
ARE: A) DODINST 6495.02-SEXUAL ASSAULT PREVENTION AND RESPONSE PROCEDURES, B)
SECNAVINST 1752.4A-SEXUAL ASSAULT PREVENTION AND RESPONSE. **NOTE**
RESPONSIBLE PERSONAL BEHAVIOR IS AN ANNUAL GMT REQUIREMENT.
(3) SUICIDE PREVENTION PROGRAM. ONE OF THE MORE TRAGIC ISSUES WE FACE TODAY
IS SUICIDE. THIS YEAR, WE HAVE LOST 29 SAILORS TO SUICIDE. EACH YEAR WE CONDUCT
SUICIDE PREVENTION WORKSHOPS IN FLEET CONCENTRATION AREAS WITH FLEET
LEADERSHIP AT ALL LEVELS AND, FRANKLY, I THINK WE ALL UNDERSTAND THE TRAGEDY
THAT OCCURS WHEN A SAILOR TAKES HIS OR HER OWN LIFE. NOT ONLY IS IT A LOSS OF LIFE
FOR A SAILOR, BUT IT LEAVES PERMANENT SCARS ON THOSE LEFT BEHIND.
HOWEVER, EVEN THOUGH WE UNDERSTAND THE IMPORTANCE OF PREVENTING SUICIDE, WE
NEED TO BETTER APPRECIATE THE SIGNIFICANCE OF PROPERLY EDUCATING OUR SAILORS
AND EACH OTHER TO RECOGNIZE THE SYMPTOMS BEFORE A SUICIDE OCCURS. ALTHOUGH
SUICIDE IS NOT AN ISSUE THAT CAN BE SOLVED BY A POLICY MESSAGE OR A SINGLE
TRAINING SESSION, IT IS ESSENTIAL THAT WE MAKE EVERY EFFORT TO BE PROPERLY
TRAINED TO RECOGNIZE THE SYMPTOMS OF SUICIDAL BEHAVIOR AND THE APPROPRIATE
ACTIONS TO TAKE WHEN WE SEE A SHIPMATE IN NEED OF HELP. THE APPLICABLE
REFERENCE IS OPNAVINST 1720.4A-SUICIDE PREVENTION PROGRAM. **NOTE** ASK-CARE-
TREAT IS AN ANNUAL GMT REQUIREMENT.
(4) COMMAND CLIMATE SURVEY. THE NAVY'S EQUAL OPPORTUNITY POLICY AND
REQUISITE COMMAND CLIMATE SURVEY ARE ESSENTIAL TO KNOWING AND UNDERSTANDING
EACH COMMAND'S UNIQUE ENVIRONMENT AND BEHAVIOR. THE COMMAND CLIMATE SURVEY
MUST BE ACCOMPLISHED WITHIN 90 DAYS OF ASSUMING COMMAND AND ANNUALLY
THEREAFTER. WHEN USED PROPERLY, THE COMMAND CLIMATE SURVEY IS A VERY
POWERFUL TOOL TO IDENTIFY POTENTIAL CHALLENGES THAT MUST BE ADDRESSED EARLY
IN THE COMMAND TOUR; WITHOUT THE SURVEY, THE COMMANDING OFFICER IS, IN EFFECT,
ATTEMPTING TO PLOT A COURSE TO MISSION SUCCESS WITHOUT A SURE FIX OF THE
COMMAND'S CURRENT STATUS. BECAUSE FEEDBACK IS ESSENTIAL TO EFFECTIVE
COMMAND AND CONTROL, THE ANNUAL REQUIREMENT TO CONDUCT A COMMAND CLIMATE
SURVEY ENSURES THAT THE COMMANDING OFFICER RECEIVES THE MINIMUM FEEDBACK
REQUIRED TO ENSURE COMMAND POLICIES AND DIRECTION ARE MEETING COMMANDER'S
INTENT. THE APPLICABLE REFERENCE IS:
OPNAVINST 5354.1F-NAVY EQUAL OPPORTUNITY POLICY. **NOTE** EQUAL OPPORTUNITY AND
SEXUAL HARASSMENT GRIEVANCE PROCEDURES IS AN ANNUAL GMT REQUIREMENT. THIS
TRAINING PROVIDES SAILORS WITH THE BASIC KNOWLEDGE OF THE EO PROGRAM.
5. WE HAVE MANY MEASURES IN PLACE TO MANAGE, TRACK, EVALUATE, AND ANALYZE THE
READINESS OF OUR PLATFORMS, BUT NOT THE READINESS OF OUR SAILORS. I REVIEWED
OUR COMPLIANCE PERCENTAGES FOR THE ABOVE PROGRAMS AND IT IS CLEAR THAT WE
ARE NOT PROPERLY TRAINING AND DEVELOPING SAILORS SERVING THROUGHOUT OUR
COMMANDS. USFF'S COMPLIANCE IS UNSATISFACTORY AND I ACKNOWLEDGE THAT THIS
ISSUE BEGINS WITH ME - BY NOT PRIORITIZING THESE MANDATORY PROGRAMS AT MY
HEADQUARTERS, I HELPED PERPETUATE THE LOW STANDARDS AND EXPECTATIONS WE ARE
FINDING AT MANY OF OUR UNITS. THIS SITUATION ENDS HERE AND NOW - I AM COMMITTED
TO CORRECTING THIS DEFICIENCY.
6. BY ENSURING THESE FOUNDATION PROGRAMS ARE IN PLACE AND SERVING THEIR
INTENDED PURPOSE, WE CAN POSITIVELY AFFECT THE READINESS OF OUR SAILORS AS

4. WELL AS IMPROVE OUR ABILITY TO EFFECTIVELY EXECUTE OUR MISSIONS FROM EACH
INDIVIDUAL UNIT TO EVERY HEADQUARTERS.
ACCORDINGLY, I NEED YOU TO:
A. BRING YOUR HEADQUARTERS INTO COMPLIANCE AND HOLD YOUR STAFF
ACCOUNTABLE TO THE SAME STANDARDS TO WHICH WE HOLD OUR FLEET UNITS.
B. DEVELOP A WAY AHEAD TO ENSURE YOUR SUBORDINATE COMMANDS ARE IN
COMPLIANCE WITH THESE FOUNDATION PROGRAMS.
C. REPORT ANY REQUIREMENTS THAT YOU FIND INEFFECTIVE OR NO LONGER
APPLICABLE.
7. I HAVE ASKED MY N1 TO PROVIDE ME WITH A TRACKING SLIDE (BASED ON UP-TO-DATE
AND ACCURATE DATA) THAT WE CAN INCLUDE DURING OUR TYCOM MONTHLY READINESS
REVIEW. THIS ACTION WILL ALLOW US, AS A TEAM, TO DISCUSS WHERE WE STAND WITH
REGARD TO SAILOR READINESS, WHAT BARRIERS WE MUST OVERCOME, AND WHAT ACTIONS
WE MAY NEED TO TAKE IN THE FUTURE TO REACH OUR GOALS. MY OBJECTIVE IS TO HAVE
SAPR AND SUICIDE AWARENESS GMT 100% COMPLETE BY 30 SEPTEMBER 2011 AND TO
REACH 85% COMPLIANCE IN THE OTHER PROGRAMS LISTED BY 1 JANUARY 2012.