This document provides an overview of a Navy Fleet Engagement meeting held on 27-28 August 2013 in the Mid-Atlantic region. It discusses topics such as community management perspective, end strength projections, distribution of enlisted assets, specific community management responsibilities, enlisted advancement statistics, the NPC webpage, and Career Waypoints. The document is intended to inform Navy personnel on issues relating to personnel, placement, distribution, and career management.

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Fleet Engagement
(NAVREG MID-ATLANTIC 27-28 AUG 2013)
CAPT Bruce Deshotel Mr. Randy Miller EMCM Ted Hillebrand
Head Enlisted Community Manager, BUPERS-320 BUPERS-321
BUPERS-32
PSC Christie Cole CSCM Paul Marshall FCCS Jason Brock
BUPERS 320 PERS 40 SEL PERS 4013

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Spouse Brief

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Community Management
Perspective
There can be a natural tension between the objectives of each function
Community
Management
Placement Distribution
Focus
Providing
sustainable
inventories with
requisite skills
Unit level manning
and requirements
Individual
assignments to
meet billet/skill
needs (Fit/Fill)
Demand Signal
Officer & Enlisted
Programmed
Authorizations
(OPA & EPA)
Unit manning
documents
(AMDs, SMDs)
Requisitions
• Often review same things, but from different perspectives
• Collaboration is important & improving
• Process the same for Active & Reserve components

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End-Strength
Changing End-Strength
Stabilizing through the FYDP
GOAL: BALANCED FORCE, STABLE END-STRENGTH
Contributors to current strength:
 Expectation to go lower than 320,000
 ERB
 C-WAY-Reenlistment
 Decreased accessions
 Increased losses (vs. stable retention)
 PFA policy changes, for example
 Constrained budgets
 Officer over-execution offset with
enlisted
Friction
 Under-funded and over-executed
Individuals Account
Force Management Strategy:
 Use all available levers
 Accessions, Vol, Invol actions
 Balance the force
 CAREER WAYPOINT-Reenlistment, PACT
Designation, quality boards
 Man sea billets
 Incentives, SSF, VSDP, CPO to Sea, etc.
Reduce friction
 Fund Individuals Account, evaluate programs
322,700
End of FY13 Strength Projections:
Total: 324,325 (+1,625)
Officer: 53,477 (+2,179)
Enlisted: 266,380 (-532)
Source: June 2013 Monthly End Strength Brief

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Of 264,411 total enlisted, 16% (42,841) were non-distributable and
2.2% (5,784) were LIMDU or pregnant on 01 Aug 13.
Note: Sailors who become pregnant while assigned to sea duty are assigned
to a special shore tour. On 01 Aug13, there were 33 sailors in ACC 105
and 12 in ACC 355 that were also pregnant.
1,100
Billets Authorized
Distributable 236,434
Students 23,549
TPP&H 8,989
Total 268,972
(Numbers are USN personnel only)
Total Distributable – 221,570 (84%)
(includes LIMDUs and pregnancies which
make up 2.6% of the distributable manning)
Total Non–Distributable – 42,841 (16%)
TPP&H – 11,861 (4%)
Students – 30,980 (12%)
25,358
12,342
ADSW and mobilized reservists are no
longer included in numbers.
3,265
3,145
LIMDUs
(ACC 105)
47%
Pregnancies
from Sea
Duty
53%
PEB
(ACC 355)
[796]
2%
Transients
23%
Patients,
Prisoners
& Holdees
[1,118]
3%
Students
72%
30,980
9,947
2,694
3,090
215,786
Distribution of Navy Wide Enlisted Assets (August 2013)
Data Source/Date: Student BA-TFFMS (07/23/13); All Other: ARIS (08/01/13) POC: Pers-4013C 901-874-4574

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Specific Community Mgmt
BUPERS-31 (Off) / BUPERS-32 (Enl) / BUPERS-34 (Metrics)
 Accession planning
 Quality, quantity, policy
 Lateral conversions/Re-designations
 Training
 Initial („A‟) school requirement
 Advanced/career („C‟) school requirements
 Policy advisor to NETC/OTC
 Review billet changes for impacts on community health
 Sea/shore rotation
 Adv/Promotion impacts
 Career progression
 Geo Stability
 Information dissemination
 Fleet Engagement
 Link, web pages, PAO efforts
 POM Analysis and Mitigation
 Special Initiatives
 CNO‟s TOR Comm Mgmt WG
 Force Management ESC
 LDO/CWO Realignment
 Continuum of Service WG
 Enlisted Supply Chain Planning & Execution
 LCS Council
 Cyber TF Challenge
 Force structure management
 Advancement/Promotion Planning
 Career paths
 Retention
 Retirements
 Separations (early, hardship)
 Sea/shore tour lengths
 CAREER WAYPOINT-Reenlistment (Formerly PTS)
 CAREER WAYPOINT-PACT Designation (Formerly
REGA)
 NEOCS/NOOCS
 Continuation/SERAD
 Probationary Officer Continuation and Redesignation Board
(POCRB)
 Incentives
 Pay
 Bonuses (SRB Plan)
 Special duty assignment pay (SDAP)
 Training incentives (STAR/HPSP)
 Metrics and Analysis
 Reports, ad hoc queries
Active & Reserve, Officer & Enlisted
SRB & SDAP
NAVADMIN Updates
released in MAR 13

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7Data Source: NMPBS Cut Date: 02 Aug 2013
All Enlisted Active Duty LOS
(OCS not included)

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NPC WEBPAGE
http://www.npc.navy.mil

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Every month, Community Managers post detailed
information regarding the status of your rating.
• Click Community Overview to view a “big picture”
snapshot of your rating’s overall health.
• Click Career Path to view a typical career path, from
Navy enlistment as E-1 to 30-year retirement as E-9. 9
Community Overview

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CWAY-PACT:
•PACT-in plan 350 through the FY
•Made 294 BM’s off MAR13 NWAE. Plan to add 350
SPACT to BM throughout FY13. This will also continue
throughout FY14.
•SRB:
• Zone A SRB is back IAW NAVADMIN 077/13.
Notes:
•Under-manning in Zone A due to PACT policy and
delayed FY13 accessions. 310 accession E3 and below
Sailors will enter the rating this FY in addition to PACT.
10

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Enlisted Advancement

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0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
FY03
FY04
FY05
FY06
FY07
FY08
FY09
FY10
FY11
FY12
FY13
E-4
E-5
E-6
E4 Average
E5 Average
E6 Average
Current
Cycle
219
Solid lines = 10 yr avg
E4 36.9%
E5 39.9%
E6 13.3%
Historical E4/5/6 Aggregate
Opportunity

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0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
FY94
FY95
FY96
FY97
FY98
FY99
FY00
FY01
FY02
FY03
FY04
FY05
FY06
FY07
FY08
FY09
FY10
FY11
Fy12
FY13
E9 E8 E7
• E9 Opportunity increasing – above 10-year average for first time in 4 cycles
• E8 Opportunity increasing – above 10-year average
• E7 Opportunity increasing – above 10-year average for first time in 4 cycles
Solid lines = 10 yr avg
E7 22.10%
E8 10.97%
E9 12.91%
Historical E7/8/9 Aggregate
Opportunity

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Navy Advancement Center
• Bibliography
• Profile sheet
• Exam Statistics
• Advancement Manual
• FAQs
Advancement Center on
Navy Knowledge Online (NKO)

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The Importance Of Your Promotion
Recommendation

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Career Navigator

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Career Navigator Program
New program to change how we do business in enlisted career
management. Goal is to help Sailors make informed decisions by
placing career management systems at their fingertips.
• Career opportunities across full continuum of Active and Reserve
Naval Service balancing Sailor choices with Navy needs
• Transparent and interactive Sailor tools
• Cornerstone of Navy’s electronic Human Resources
Management (eHR) strategy
Initial Career
Decisions:
Join Navy Choose a rating Change rating
Mid-Career
Actions:
Same rating Change rating AC RC
Assignments Advancement Records and Feedback
CAREER NAVIGATOR
Sailor at the Helm
NAVADMINs
149/13 & 150/13

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CareerWaypoints
Career Waypoints
• Reclassification
• PACT Designation
• Reenlistment
(in-rate, conversion or AC to RC)
• Conversion*
• RC to AC
• AC to RC*
PRIDE
CMS-ID/BBD
NSIPS
Career
Starting point
• Rating choice
Career
Billet Assignments
• Billet applications
Career Record Management
• Electronic service record
Career Viewpoint
• Survey
Sailor Portal
• Resume review
• Career interests
• Career options
• Career Waypoint
Application status
• Advancement
dashboard
Supported by Multiple IT systems
Formerly FleetRIDE
Cornerstone of Navy’s eHR strategy
CIMS
Career
Development
Boards
•Tracking
*Included as part of Reenlistment application only.
Future separate capability recommended.
CAREER NAVIGATOR
Program Vision

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Sailors check-in 13 months in advance and
indicate if they plan to separate or reenlist
Competitive Reenlistment: If eligible, must apply
(Overmanned and special requirements)
Balanced Reenlistment: If eligible, auto-confirm or apply based on YG manning
(Fully manned) Undermanned year group: Auto-confirmed, can reenlist immediately
Overmanned year group: Must apply
Open Reenlistment: If eligible, auto-confirmed, can reenlist immediately
(Undermanned and E6s)
NOW: E6s and Sailors with open reenlistment--100% approval 1st application (~30-day wait)
Early fall: E6s, Open and some Balanced immediately auto-confirmed
CAREER WAYPOINTS
Reenlistment Check-in

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CNAV BY SKILL SET

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CAREER WAYPOINTS TIMELINE
PRD-9
PRD
PRD-7PRD
NEEDS OF THE NAVY
CMS-ID Window
PRD-12
SEAOS
Requisition Remain in place or retainability waiver granted
SEAOS-6
Sailors with < 24 months “ID card time” must submit PRD Application
3-2-1 INRATE CONVERT SELRES
SEAOS-13
PRD-10
SEAOS-15
SEAOS-10
SEAOS-3
Previous C-WAY Window: Starts 12 months from PRD, ends when approved or 6 months from SEAOS (with DFA) SELRES
Required programming changes:
-PRD complete in Feb13
-SEAOS complete in Jun13
Jul14 SEAOS Sailors first affected
•CMSID alignment (No C-WAY-Reenlistment
Applications)
•Sailors negotiate orders
•CCC Workload reduced (fewer
applications/counseling)
•Clear PERS 4 demand signal
3 Options = In-rate, Conversion, SELRES
2 Options = Conversion, SELRES
1 Option = SELRES
3 Options
4 Reviews
2 Options
4 Reviews
1 Option
3 Reviews

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Sailor Career Toolbox

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This user aid describes
each career tool, then
tells you where to find
it, what to do when you
get there, and how to
get help when you need
it.
Go to www.public.navy.mil/bupers-npc. Under Career Links, click Career Toolbox.
Go to www.nko.navy.mil. Under Career Management heading, click Navy Career Tools.
Sailor Career Toolbox

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New User Aid
Support Record Review
1
2
 Go to www.npc.navy.mil.
 Click Career Toolbox on NPC
homepage.
 Scroll down to view Personnel
Records Review.
 Conduct a complete inventory
of your OMPF and ESR.

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In Closing…
Questions?

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Enlisted Placement and
Distribution
PERS-40

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Agenda
• PERS-40 Organization Chart
• PERS-4013 Mission
• NAVADMIN 226/12
• CMS-ID Overview
• CPO Early Return to Sea Program
• Detailing timeline/challenges
• What Detailer's Can/Can't Do
• Spouse Collocation
• Failure to OBLISERV
• Sailor Role
• Special Assistants / Special Programs

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PERS-40
ORGANIZATIONAL CHART
DIRECTOR
ENLISTED
DISTRIBUTION
DIVISION
CAPT ALLMON
PERS-40
DEPUTY
DIRECTOR
MR. DODGE
PERS-40B
SEABEE/SEAL
SWCC/EOD
BRANCH
PERS-401
SEABEE
ASSIGNMENTS
SECTION
PERS-401C
SWCC/SEAL/EOD
ASSIGNMENTS
SECTION
PERS-401D
SURFACE
ENGINEERING
BRANCH
PERS-402
NUC POWER
SUBMARINE
BRANCH
PERS-403
ENGINEERING
ASSIGNMENTS
SECTION
PERS-403C
WEAPONS
ASSIGNMENTS
SECTION
PERS-403D
NAVOPS/COB
ASSIGNMENTS
SECTION
PERS-403E
TRAINING
ASSIGNMENTS
SECTION
PERS-403F
AVIATION
BRANCH
PERS-404
AVIONICS
ASSIGNMENTS
SECTION
PERS-404C
AD, AZ, AB, AC, A
G, AS, PR
ASSIGNMENTS
SECTION
PERS-404D
AW, AM, AME
ASSIGNMENTS
SECTION
PERS-404E
ADMIN/SUPPLY
DECK/SECURITY
ASSIGNMENTS
SECTION
PERS-405
COMBAT
SYSTEMS
ASSIGNMENTS
SECTION
PERS-406
MEDICAL
ASSIGNMENTS
BRANCH
PERS-407
CRYPTOLOGIC
ASSIGNMENTS
BRANCH
PERS-408
SEA SPECIAL
PROGRAMS
ASSIGNMENTS
BRANCH
PERS-409
PRECOM
PERS-409D
LCS
PERS-409CD
LCAC
PERS-409CD4
RIVERON
PERS-409CD9
DECOM
PERS-409DC
SHORE SPECIAL
PROGRAMS
ASSIGNMENTS
BRANCH
PERS-4010
RECRUITER
ASSIGNMENTS
BRANCH
PERS-4010C
RDC, MEPS, 9999
ASSOGNMENTS
BRANCH
PERS-4010D
DC PLACEMENT
ASSIGNMENTS
BRANCH
PERS-4010F
JOINT, NATO
ASSIGNMENTS
BRANCH
PERS-4010G
A SCHOOL
MANAGEMENT
SECTION
PERS-4010S
FULL TIME
SUPPORT
ASSIGNMENTS
BRANCH
PERS-4012
ENLISTED
READINESS
BRANCH
PERS-4013
DISTRIBUTION
SUPPORT
PERS-4013DS
PLACEMENT
SUPPORT
PERS-4013PS
RATING
CONTINGENCY
SUPPORT
PERS-4013RS
NAVY MUSIC
PROGRAM
ASSIGNMENTS
BRANCH
PERS-4014
SPECIAL
ASSISTANTS
BRANCH
PERS-4015
ENTITLEMENTS
PERS-40CC
INCENTIVE PAY
PROGRAMS
PERS-40DD
CMDCM
ASSIGNMENTS
PERS-40FF
AVAILABILITY
MANAGEMENT
PERS-40GG
HUMANITARIAN
ASSIGNMENTS
PERS-40HH
SENIOR
ENLISTED
ADVISOR
CSCM
MARSHALL
PERS-40G ADMIN
OFFICER
LTJG POLK
PERS-40AO
NECC
LCDR
CAMPBELL
USE
CDR
SISCO
NAE
LCDR
MCDONALD
SWE
CDR
GLANCEY
NIDE
LCDR
HOCUTT
FRE
MR.
BARBIER
34 Officers
336 Enlisted
-- 248 Detailers
-- 73 Placement and Readiness
-- 20 Special Assistants and Admin
Support 62Civilians

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• Perform the enlisted placement function for all E3 through E9
personnel and reviewing and approving proposed orders to their
next assignment. Function is performed by placing requisitions on
CMS/ID and reviewing orders that do not meet order edits.
• Assignment of LIMDU and 0055/0054 (Pregnant from Sea-duty)
• Take management action in conjunction with the appropriate Type
Commander to attain Manning Control Authority (USFF) desired
level of personnel readiness for surge and deployment.
• Provide solutions on manning issues to the Major Manpower
Claimant, Type Commander, and MCA‟s.
• Help improve the accuracy of command personnel data base
(EDVR).
- Tools used: PERSMARS, EDVR/NEC/DNEC Scrubs
PERS-4013 Mission

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CMS-ID Changes
NAVADMIN 226/12
Based on fleet feedback regarding manning deficiencies and
FIT/FILL, the order negotiation process using CMS/ID has changed to
provide greater predictability in future manning and reduce shore notice
manning actions including crossdecks and diverts.
• Removed “Red Zone” requisitions
• Modified the number of requisitions displayed to advertise priority fill
billets only
• Changed green zone requisitions to “mandatory fills”
• Sailors may be assigned to a job without application at anytime during
their negotiation window

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Detailing Impact
• Sailor negotiation window remains 3 months (P-9 to P-7)
• Sailors continue to be able to submit a maximum of 5
applications per month
• Needs of the Navy window remains at P-6
• Sailors nearing the end of their negotiation window will generally
be chosen first to fill assignments they did not apply for over
Sailors who are at the start of their negotiation window
ENCOURAGES SAILORS TO “APPLY” IN A MORE
AGGRESSIVE AND TIMELY MANNER

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• Developed to support Sailor Advocacy.
– Supports retention and QOL initiatives.
– Builds trust with detailers.
– Sailor plays major role in shaping own career.
• Supports personnel readiness.
– Placement function loads requisitions for detailers to fill.
– Sailors can chose, but only from the highest priority
requisitions.
– Provides Sailors with visibility of other priorities not normally
considered, which makes the detailers‟ job easier.
• Instructor billets, overseas assignments.
CMS/ID developed to help Sailor manage career.
Why CMS/ID?

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Chief Petty Officer Early Return to Sea
NAVADMIN 230-12
• The CPO Early Return to Sea Program is focus on the Longer term
and is intended to remain in place as a means of maintaining the
required level of critical Senior Leadership at Sea
• Applies to Senior Enlisted Leaders (E7-E9) Sailors in all ratings
• Involuntary curtailment of shore duty will only be used when there are
no available CPO‟s in the PRD window and there are no excess
personnel on Sea duty within the geographic area who can be
reassigned.
• Only Sailors who have completed at least 24 months of shore duty at
the time of transfer will be considered for early return to sea

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• Candidates will be selected based on various factors which include:
- Length of time on Shore Duty
- Recent Advancement
- Fleet experience
- NEC/Skills held
- Type of previous sea duty
- Remaining OBLISERV
• Requests to transfer to the Fleet Reserve, submitted subsequent to
selection for early return to sea by CPO‟s with more than one year of
contract time remaining may be disapproved
• High Year Tenure (HYT) waiver requests for CPO‟s chosen for early
return to sea will receive favorable consideration
Chief Petty Officer Early Return to Sea
NAVADMIN 230-12

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Enlisted Distribution
System Overview
TYCOM
MCA
-Establishes Priorities
ISIC
4013
-Monitors Enlisted Personnel Readiness
-Generates Prioritized Requisitions
-Represents MCAs for personnel readiness
NPC Detailers
-Make selections
-Release orders
-Negotiate special cases
ASSIGNMENTS
UNIT
CMS/ID
SAILOR
-Review record at 12-15
months prior to PRD to
ensure data is accurate;
update preferences
-9-7 months view available
reqs and apply
CCC
-Review CMS/ID w/Sailors
-Assist sailor with
CMS/ID Negotiations
PLACEMENT

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If not selected for orders
via CMS/ID, needs of the
Navy orders are issued
7 mos prior
Sailor, Career
Retention Team, and
Detailer Engagement
Sailor is about to
enter negotiation
window
Sailor applies in
CMS/ID via CCC or
Sailor
Sailor in negotiation
window
PRD9 mos prior12 mos prior
Sailor Detailed as
Needs of the Navy
Detailing Time Line
COMMUNICATION IS THE KEY

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Detailing Challenges
PCS cost
Requisition
Priority
Sailor’s
desire
Needs of
the Navy
Spouse
Collocation
School quota
availability
Training costEFM
C-WAY
Career
Enhancement
Evals PRT/BCA
Special
Screening
Command
Input
PRD Gender
Sea/shore
flow
Pay grade
Billet gap
PRD rollers
Assignment
Decision
Available
Requisitions
HYTTime on
Station

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Detailer's Can...
• Counsel and advise Sailors as their advocate
• Make assignments to valid billets within negotiation window (9-7
months prior to PRD)
• Adjust PRD (NAVPERS 1306/7 required)
• Transfer Sailors up to three months before through four months after
PRD (Per MILPERSMAN 1306-100)
• Support special programs to include:
– Camp David, White House, SEAL Support, Recruiting, Recruit
Division Commander, EO Advisor, SARP, Brig Duty, Instructor
Duty, Pre-Comm
– Sailors will not be released to a special program detailer without
rating detailer consent.

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Detailer's Can...
• Coordinate spouse collocations (1306/7 required from both
Sailors 12 months prior to PRD / not always approved).
• Make assignments for Sailors returning to full duty from
Limited Duty.
• Issue "Non-Voluntary" orders to Sailors who enter the Needs
of the Navy window.

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Detailer's Don't…
• Adjust PRD‟s to facilitate negotiation of orders “shopping early/late”
• Make pay grade substitutions without PERS 4013 approval
• Make assignments to non-existent requisitions
• Change manning demand signal (BA or NMP)
• Allow “by name” request assignments (not fair to other Sailors)

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Detailer's Don't…
• Transfer Sailors to open up EP Eval/Fitrep spots
• Transfer Sailors early to fix personality or leadership issues
• Send Sailors to schools en route that are not required on the
requisition
• Break PRD more than -3/+4 Months without approved 1306/7
• Extend EAOS

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Spouse Collocation
• Assignments will normally be made to fill valid Navy
requirements, considering the needs of the military family as well
as the manning of the losing and gaining activities. Collocation
may not always be possible.
• Both people desiring collocation must each submit a request with
command endorsement, noting their military couple status and
including the name, rank/rate, service of spouse, and number of
current dependents. Using NAVPERS 1306/7, Enlisted Personnel
Action Request.
• Each member must submit a copy of their spouse‟s request with
their request. Both members must be in agreement that
collocation is desired. If not in agreement, each member will be
detailed independently of their spouse.

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Spouse Collocation
(Continued)
• When both members are eligible for sea duty, the spouse with the
least amount of sea duty will normally be assigned to sea duty.
• Military couples comprised of two first-term members may be
involuntarily assigned to simultaneous sea duty.
• Collocation and Training. Members requesting training may not be
eligible for spouse collocation in conjunction during the training
assignment, and should request collocation at the conclusion of
training.
• Members completing training will be assigned to an appropriate tour
for the newly acquired skills, which may preclude spouse collocation
for the duration of this post-training assignment.
1300-1000 Military Couple and Single Parent Assignment Policy

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Failure to OBLISERV
MILPERSMAN 1306-106
What is Failure to OBLISERV?
• It means a Sailor has not obligated sufficient service required to
accept and/or execute PCS orders.
• Sailors who fail to OBLISERV and those who submit a 1306/7 to
match PRD to EAOS with intent to separate will have their record
Flagged by PERS-40BB. A Sailor with a flagged record who
decides to reenlist will be issued “Needs of the Navy” orders without
further negotiation.
What is the command‟s responsibility?
• Send failure to OBLISERV messages IAW MILPERSMAN Article
1306-106.

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• Sailor Apply
• Have realistic expectations; communicate with detailer about options
• Submit multiple CMS/ID job applications (up to five) each month of
negotiation window
• Apply for career enhancing jobs instead of focusing on location
• Plan for high year tenure (HYT), retirement, and twilight tour (if
eligible)
• Request PRD adjustment and/or spouse collocation via 1306/7 12
months prior to PRD
Sailor Role

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Sailor Role (Cont)
• Enroll in or update Exceptional Family Member (EFM) Program
• Ensure OBLISERV and required screening are completed within 30
days of receiving orders
(this MUST happen)
• Address medical issues early
• Sailor CMS/ID quick start guide found at
http://www.npc.navy.mil/Enlisted/CMS/

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• Conduct Career Development Boards NLT 12 months prior to
PRD/EAOS
– Allows time for member to submit a request to extend
– Provides the Sailor with the tools and information to make timely
career decisions
• Follow the Navy‟s Physical Fitness Guidelines
• Scrub your EDVR
– Ensure Sailors are reflecting accurately in your command‟s EDVR
– Accurately reflect NEC‟s held
• Express your manning concerns to your ISIC/TYCOM/USFF
– EMIR/PERSMAR
• Review CMS/ID
– Know what billets for your command are being advertised on
CMS/ID
– Rank applicants applying to your command during CMS/ID cycle
• Help shape your Sailors and their expectations
How To Help Your Sailors
and Yourself

48. NAVY
BUPERS 3
48
Special Assistants Branch
(PERS-4015)
• Humanitarian Reassignments
• Early Returns from Overseas
• Enlisted PCS Budget
• Operational Unsuitability Determination
• Incentive Pays (AIP/SDIP)
• Enlisted PCS Entitlements
• Enlisted Availabilities
• Command Master Chief / Command Senior Chief Detailing
• Twilight tours

49. NAVY
BUPERS 3
49
Special Programs
• OSA
• Recruit Division Commander
• Recruiting Duty
• Command Chief / Senior Chief / Master Chief
• White House
• Camp David
• PRECOM
• LCS
• MEPS

50. NAVY
BUPERS 3
50
QUESTIONS?
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